Menopause at work: France plans flexible hours, European unions seek an EU law
Representative image: kaboompics / Pixabay
France's first menopause conference on October 15, 2026, proposed flexible hours and better care; on October 16 European unions asked for an EU law on menopause at work.
What Happened
Menopause moved up the workplace agenda in Europe in the week of World Menopause Day. On Thursday, October 15, 2026, France held its first national Assises de la ménopause, a conference at PariSantéCampus in Paris, where the government set out new steps on care and work. Labour minister Jean-Pierre Farandou said working conditions should be adjusted for women going through menopause, through changes to working hours and some days of remote work, to be negotiated through social dialogue. A day later, on October 16, the European Trade Union Confederation (ETUC), which says it represents 45 million members in 41 countries, called for menopause to be written into European Union workplace law.
Key Facts
- France's first Assises de la ménopause took place on October 15, 2026, in Paris.
- Health minister Stéphanie Rist's ministry said the free "Mon Bilan Prévention" health check offered between ages 45 and 50 will be strengthened, and a long consultation dedicated to menopause is planned.
- Talks are to open between the national health insurer and midwives, and the health regulator HAS has been asked whether midwives could prescribe menopause hormone therapy under safety conditions.
- A study of the economic and social cost of poorly treated menopause is due for publication in October 2027, and a national awareness campaign is planned for January.
- Jean-Pierre Farandou proposed adjusted hours, some remote-work days, use of the mid-career health check, and better support for occupational doctors.
- ETUC wants risk assessments that cover temperature, ventilation and facilities, flexible hours and remote work, training for managers, and paid leave for severe symptoms without penalty.
- ETUC cites Norwegian research showing women's earnings fall by 7.4% in the four years after menopause begins, and says about 30% of women have symptoms that affect their capacity to work.
Why It Matters
Menopause has long been treated as a private matter that women manage quietly. Women in their late forties and fifties are a large and experienced part of many workplaces, and symptoms such as hot flushes, poor sleep, brain fog and anxiety can affect concentration and confidence at exactly the stage when many are in senior roles.
The union argument is about money as much as health. ETUC deputy general secretary Isabelle Schömann has argued that lost pay, missed promotions and smaller pensions are the price millions of women pay when workplaces do not adapt, and that occupational health rules are still built around male-dominated jobs. The 7.4% earnings drop cited by the union shows how a few difficult years can leave a mark on lifetime income.
France's approach combines health care and work. On the medical side, it aims to reach women earlier and give midwives a bigger role. On the work side, the labour minister prefers practical changes, such as flexible hours and remote days, agreed between employers and unions, rather than a new legal right. A representative of ANACT, the French agency for working conditions, said leave does not meet women's needs and called for concrete changes to how work is organised.
At EU level, the picture is less settled. The European Commission included menopause in its Gender Equality Strategy for 2026 to 2030, published in March, with plans to share good practice between countries and carry out a study in 2028. Unions say that falls short of binding rights, and the European Parliament is examining a report on the subject.
| Who | What was proposed | Status |
|---|---|---|
| French health ministry | Stronger health check at 45 to 50, dedicated consultation, bigger role for midwives | Announced October 15; some steps depend on talks and expert advice |
| French labour ministry | Adjusted hours, remote-work days, mid-career health check | Proposals to be negotiated with social partners |
| ETUC | EU law on menopause at work, including risk assessments, flexibility and paid leave for severe symptoms | Demand made October 16; no Commission proposal yet |
Impact
Short-term: French employers and unions can expect talks on flexible arrangements for women in menopause, and women in France should see a stronger prevention check and new consultation options.
Long-term: If France's measures and the cost study show results, they could become a model for other countries. An EU law, if one ever follows, would set minimum standards for millions of women across member states.
Who is affected: Women aged roughly 45 to 55 in work, their managers and HR teams, occupational doctors, midwives, and employers.
Key Takeaway
In the week of World Menopause Day 2026, France promised better care and flexible work for women in menopause, while European unions called for binding EU workplace rules.
Questions and Answers
What did France announce on menopause at work in October 2026?
At its first Assises de la ménopause in Paris on October 15, 2026, labour minister Jean-Pierre Farandou proposed adjusting working hours and allowing some remote-work days for women in menopause, to be negotiated with unions and employers. The health ministry announced a stronger health check at 45 to 50 and a dedicated menopause consultation.
What does the ETUC want from the European Union?
On October 16, 2026, the ETUC asked for menopause to be recognised in EU workplace law, with risk assessments covering temperature and ventilation, flexible hours and remote work, manager training, and paid leave for severe symptoms without penalty.
How much can menopause cost women at work?
The ETUC cites Norwegian research showing women's earnings fall by 7.4% in the four years after menopause begins, and says about 30% of women have symptoms that affect their ability to work.
What can a working woman do if menopause symptoms affect her job?
Speaking to a doctor about symptoms and treatment options is a first step. At work, it can help to ask HR or a manager about practical adjustments, such as flexible hours, a cooler workspace or occasional remote days, which are the kinds of changes now being proposed in Europe.
Disclaimer: Prepared by the Peepals newsroom from publicly available sources with AI assistance. Information is accurate to the best of our knowledge at the time of publication and may change. Images may be representative. Not professional advice. Report an error via our contact page.
Sourced and fact-checked by the Peepals Global Editorial Team
Calling husband 'beggar', pushing him from elderly mother is cruelty: Chhattisgarh HC
Story time and play light up toddler brains more than a film, Northwestern study finds
Reported, fact-checked and published by the Peepals Global Editorial Team.
