Menopause is a life phase that affects nearly half of the female workforce. Recent research shows that eight out of ten women experience complaints during menopause, and for seven out of ten women, these complaints affect their work. Examples include hot flashes, sleep problems, fatigue, and loss of concentration. Yet, the topic often remains underexposed in the workplace: only 13% of women discuss their complaints with their supervisor, and only 2% of employers have a specific policy addressing menopausal complaints. This can lead to absenteeism, burnout, or even withdrawal from the labor process, with significant consequences for both employee and employer.
Claire Huijts published an article in the latest issue of ArbeidsRecht in which she analyzes the legal possibilities and challenges surrounding menopausal complaints. Although no specific legislation exists, employment law and the Working Conditions Act do provide useful tools. Employers are required under the Working Conditions Act to implement policies aimed at good working conditions, and the Risk Inventory & Evaluation (RI&E) can be supplemented with attention to menopausal complaints. Certain collective labor agreements also address this issue. Additionally, employees may invoke the Flexible Working Act and, under certain circumstances, may be entitled to protection under equal treatment legislation if they have been disadvantaged due to menopausal complaints.
Menopause is still often considered a taboo subject in society. It is important to break this taboo and start conversations. Through awareness and openness, employers can contribute to the sustainable employability of female employees. This can be achieved through practical tailored arrangements, such as flexible working hours, additional breaks, more opportunities to work from home, providing a fan, or easy access to occupational health physicians and psychological support.
Would you like to know how, as an employer, you can practically and legally respond to menopausal complaints? Or are you curious about the recommendations from the article? Please feel free to contact us for more information or advice!