More than half of the population will experience it, yet barely anyone talks about it: menopause. Hot flushes, sleepless nights, loss of focus – symptoms that shape the daily lives of millions of women. For companies, they mean billions lost in productivity. And still, in most European boardrooms, the subject remains invisible.
Sandra Baron, an executive coach in Berlin, wants to change that. Together with speaker Tina Holmes, she launched TabooTalker, an initiative designed to bring the needs of women in menopause into the spotlight – especially in the workplace.
A taboo with consequences
A study by the Berlin School of Economics and Law shows that women in menopause lose on average 30 minutes of productive work each week. For Germany alone, that equals €9.4 billion in annual economic damage. The real figure is likely higher, since many women hide their symptoms out of fear of stigma. “Many are ashamed or don’t want to bring their private lives into the workplace,” says Baron. Silence, however, means isolation – and missed opportunities for growth, both personal and professional.
Across Europe, the picture is similar. In the UK, charity Henpicked estimates that one in ten women leaves her job early because of menopause symptoms. In France, nearly 70% of women see menopause as a workplace taboo. And in Spain, unions are pushing for formal “menopause policies” – from flexible hours to targeted health programs.
Symptoms that stall careers
Over 30 medically recognized symptoms may appear, from migraines and frozen shoulder to endless nights of sweating. “During this time, your body takes control – you’re powerless at first,” explains Baron. For leaders, that means not only strategies, but also their own nerves are tested.
The biggest obstacle? The old narrative that menopause weakens women – right at the moment when many are reaching senior leadership. “We now have so many women in top positions going through this phase. The issue is bubbling to the surface, whether we like it or not,” says Sandra Baron.
Companies remain hesitant
Best practices are still rare. The Berlin Volksbank recently created a space for open exchange – more than 400 women came. In the UK, retailer Tesco redesigned work uniforms to reduce discomfort. In Italy and France, pilot projects are embedding menopause into diversity strategies. But in Germany, most companies remain cautious.
“HR is often caught in a sandwich position,” notes Baron. “Without top management support, the issue won’t become part of corporate culture.” What’s needed first are role models in leadership who openly anchor menopause in their personal KPIs.
Allies wanted
Men, too, have a role to play. As leaders, they can open spaces, set the tone, and stop inappropriate jokes. “This is about awareness, not special rights,” says Baron.
A cultural turning point
Ultimately, it’s not just about health, but about culture. Greater openness towards menopause could make workplaces more humane – and more productive. “Authenticity and empathy are core leadership qualities,” says Baron. “If we break the taboo, everyone benefits. Every woman who owns her experience becomes a role model – even for men, who in turn learn to be more vulnerable and empathetic.”
Menopause in numbers
- Germany: Around 9 million women aged 45–60 are currently in menopause.
- Economic cost: €9.4 billion in annual productivity losses (Berlin School of Economics & Law, 2023).
- UK: 1 in 10 women quit their jobs due to menopause symptoms (Henpicked, 2022).
- France: 68% see menopause as a taboo topic at work (Ifop, 2023).
- Spain: Unions demand “menopause policies” in collective bargaining.
- EU-wide: Around 50 million working women aged 45–60 are affected.
What women can do
Menopause is not an individual weakness but a normal biological process. Yet many women feel alone with it. Experts advise:
📄 Track symptoms to better identify patterns – this also makes conversations with doctors easier.
👯♀️ Seek allies: Approach colleagues or networks within your company. Safe spaces—such as internal women’s networks or external communities—can provide support.
💬 Start the conversation: approaching managers with clear facts and concrete proposals signals professionalism. A phrase like “I need flexible working hours to maintain my performance” helps take the issue out of the taboo zone.
🧡 Prioritize self-care: sleep, exercise, and stress management are essentials, not luxuries.
⚖︎ Know your rights: in some countries, such as Spain or the UK, workplace guidelines on menopause are already being developed. Looking at them can provide useful orientation.
Conclusion
Menopause is not a private side issue, but a societal and economic one. Companies that act now secure talent, strengthen loyalty, and shape a more inclusive work culture. Between hot flush and transformation lies the choice: will menopause be a career brake – or a catalyst for change?
