Many women of working age say that perimenopause and menopause symptoms make everyday working life significantly more difficult. hot flushes, night sweats, sleep disorders, concentration problems (“brain fog”) and mood swings are listed among the most common complaints in several German studies and reports. These symptoms can lead to absence from work, reduced performance and, in some cases, early retirement from working life. This is reflected in research over recent years and in the experience of occupational and health researchers in Germany.
The federal government addressed the issue early on: Federal Health Minister Nina Warken launched a dialogue process on 24 November 2025 , called “menopause”, with the aim of identifying gaps in care and developing recommendations for businesses. The process identifies employers, workplace health management and healthcare as key players in finding solutions. At the same time, research projects such as “MenoSupport” at the Berlin School of Economics and Law, along with translational studies and health insurance reports, have provided descriptions of the situation and recommendations for action.
Empirical studies in Germany show that a large proportion of affected women do not seek medical help, or do so only after a delay, and that many feel their symptoms are taboo or misunderstood in the workplace. Suggested ways to improve matters include simple measures: adjusting room temperatures and ventilation, offering more flexible breaks, providing confidential advice, training managers and making ergonomic changes to workstations. The German Social Accident Insurance (DGUV) and regional occupational safety authorities recommend using existing occupational health and safety structures to introduce easily accessible support.
Economic analyses and health experts point to wider societal consequences: as the population ages and working lives grow longer, the number of affected employees is increasing; failure to address the issue at work can exacerbate skills shortages and productivity losses. At the same time, doctors and occupational researchers emphasise that individual treatment options, awareness-raising and breaking the taboo around the issue at work are the most important ways to reduce the impact on performance and keep career paths open.
Facts and forecasts should be distinguished: the federal government has been holding discussions since November 2025; numerous studies and practical guidance published between 2023 and 2026 provide findings and recommendations. It remains to be seen how quickly nationwide recommendations will be translated into concrete workplace measures, and how employers in different industries and of different sizes will respond.
Editor: Clara Simonichek (Article created with AI assistance).