Menopause in the Workplace: Time to Break the Taboo

Menopause Awareness Week runs from April 6 through April 10. It’s a week dedicated to raising awareness about a topic that remains largely unspoken in most workplaces. Because while this is a significant life stage for many women, it’s rarely discussed at work. And that’s a shame—both for the employee and for the organization.

At ZekerArbo that keeping the topic of menopause under wraps directly contributes to Sickness Absence, reduced employability, and unnecessary absenteeism. Yet an open conversation and a few targeted adjustments can make such a difference.

What exactly is menopause?

Menopause is the period around the last menstrual period, during which the ovaries gradually produce fewer hormones. This process usually begins around age 45 and lasts an average of seven years. The symptoms associated with it are more common than you might think: hot flashes and night sweats, of course, but also sleep disturbances, joint and muscle pain, mood swings, difficulty concentrating, and fatigue.

The duration and intensity of menopause can vary greatly from person to person, as can the symptoms a woman experiences. Some women are barely affected, while others experience severe limitations for years.

The numbers don't lie

This results in a loss of job satisfaction, reduced productivity, and, in some cases, absenteeism due to illness.

What may be even more striking is that fewer than half of the women who experience limitations discuss their symptoms at work. Yet it is precisely that conversation that can make all the difference.

Each year, approximately 315,000 women in the Netherlands go through menopause.

These are colleagues, team members, and managers who go about their daily work—sometimes with considerable effort—without those around them realizing what they’re going through.

Menopause in the Workplace: Time to Break the Taboo

Why is this topic so rarely discussed?

Women themselves say they are afraid of being seen as "weak" or "difficult."

20% talk about it
Only 20% openly discuss menopause with their manager. Yet having an open conversation can provide relief and allow for a personalized approach.

Symptoms are often overlooked
Furthermore, menopausal symptoms are not always recognized. Difficulty concentrating is often mistaken for burnout, and mood swings for work-related stress. These symptoms are not always recognized as menopausal symptoms. Women themselves often fail to recognize what is going on.

What can you do as an employer?

You don’t have to be an expert on hormones. But as an employer or manager, you can make a difference. Here are some practical and concrete tips:

Promote knowledge and awareness.
Ensure that managers and HR staff are aware of the symptoms associated with menopause. When people recognize these symptoms, they can identify them, which makes open communication possible.

Make it a topic of discussion.
It’s important to be able to discuss menopause symptoms at work so that employees and employers can work together to explore possible solutions. It doesn’t have to be a big or formal affair: sometimes it starts with a trusted colleague or an informal conversation with a manager.

Offer flexibility.
Flexible work hours and the option to take time off help prevent absenteeism. Whether it’s sleepless nights due to night sweats or hot flashes during the day, even small adjustments to work hours can go a long way toward reducing stress.

Think about the work environment.
A workspace that’s too hot can make symptoms worse. Proper climate control, the ability to open windows, or a private workspace with fresh air: it may seem like a small thing, but it makes a difference.

Consult the company physician .
The company physician can play a valuable role both in identifying symptoms and in advising on appropriate support. AtZekerArbo , our company physicians and occupational health specialistsZekerArbo available to work with both the employer and the employee to determine the best course of action.

Life Questions

This is perhaps the most underrated aspect of the story. Because menopause isn’t just a medical issue—it’s also a stage of life that raises questions, shifts perspectives, and invites reflection.

Through our partners, we offer two paths for women who want to look beyond their symptoms.

Would you like to schedule a personal consultation right away? ThroughYet, you can schedule a one-on-one session with a transition coach—no waiting and completely confidential. Someone who offers practical advice, listens to what’s on your mind, and helps you regain your balance. No long process, hassle-free a good conversation when it matters most.

👉Schedule a consultation with the transition coach via Yet

Would you like to reflect on this phase together with others?

Through FastTrack by TrueTribe, there is an online group program called “Connecting Stories – The Transition”: five weeks, up to fifteen participants, led by an experienced life counselor. It’s not a step-by-step plan, but rather a space for recognition, connection, and a stronger inner compass. Participants explore themes such as work and the transition, the relationship with one’s own body, and the space that emerges when old roles shift.

👉 Check out the Stories Connect program on FastTrack

Both options align well with vitality, sustainable employability, and personal development, and fit seamlessly with ourZekerArbo atZekerArbo .

The transition is consistent with a FiT policy

AtZekerArbo , weZekerArbo based on ourFiT approach: Functioning in the Future. Sustainable employability starts with a focus on the whole person, including life stages such as menopause.

The transition affects all levels of our FiT model.
At thepersonal fit level: the employee’s vitality, energy, and mental health.
At thejob fit level: a workplace and division of tasks that align with what someone can handle at that moment.
And at theorganizational fit level: a culture in which people feel safe to be honest about what they are experiencing.

Those who invest in a transition-inclusive policy now are investing in the long-term employability of a large group of experienced, valuable employees.

Make the most of this week

Menopause Awareness Week, from April 6 through 10, is a great place to start. Not to change everything at once, but to start the conversation. Discuss the topic during a team meeting. Let your managers know. Or see if menopause can be incorporated into your occupational health and safety policy or RI&E.

Menopause is a natural stage of life. The silence surrounding it is not.

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