Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement

Margaret Rees*, Johannes Bitzer, Antonio Cano, Iuliana Ceausu, Peter Chedraui, Fatih Durmusoglu, Risto Erkkola, Marije Geukes, Alan Godfrey, Dimitrios G. Goulis, Amanda Griffiths, Claire Hardy, Martha Hickey, Angelica Lindén Hirschberg, Myra Hunter, Ludwig Kiesel, Gavin Jack, Patrice Lopes, Gita Mishra, Henk OosterhofAmos Pines, Kathleen Riach, Chrisandra Shufelt, Mick van Trotsenburg, Rachel Weiss, Irene Lambrinoudaki

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

31 Scopus citations


Introduction: Worldwide, there are 657 million women aged 45–59 and around half contribute to the labor force during their menopausal years. There is a diversity of experience of menopause in the workplace. It is shaped not only by menopausal symptoms and context but also by the workplace environment. It affects quality of life, engagement, performance, motivation and relations with employers. Aim: To provide recommendations for employers, managers, healthcare professionals and women to make the workplace environment more menopause supportive, and to improve women's wellbeing and their ability to remain in work. Materials and methods: Literature review and consensus of expert opinion. Summary recommendations: Workplace health and wellbeing frameworks and policies should incorporate menopausal health as part of the wider context of gender and age equality and reproductive and post-reproductive health. Workplaces should create an open, inclusive and supportive culture regarding menopause, involving, if available, occupational health professionals and human resource managers working together. Women should not be discriminated against, marginalized or dismissed because of menopausal symptoms. Health and allied health professionals should recognize that, for some women, menopausal symptoms can adversely affect the ability to work, which can lead to reduction of working hours, underemployment or unemployment, and consequently financial insecurity in later life.

Original languageEnglish
Pages (from-to)55-62
Number of pages8
StatePublished - Sep 2021


FundersFunder number
British Menopause Society
Chartered Institute of Personnel and Development
Federaci?n Latinoamericana de Sociedades de Climaterio y Menopausia
ITF Research Pharma
International Gynecologic Cancer Society
International Network of Research Management Societies
Proyecto Omega III
Sistema de Investigaci?n y Desarrollo
Sistema de Investigación y Desarrollo
Society of Occupational Medicine
Universidad Cat?lica de Santiago de Guayaquil
Universidad Católica de Santiago de Guayaquil
Vice-Rectorado de Investigaci?n & Postgrado
Vice-Rectorado de Investigación & Postgrado
North American Menopause Society
Australasian Menopause Society


    • Aging
    • Employment
    • Equality
    • Gender
    • Guidelines
    • Menopause
    • Workplace


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