A proposal for legislation on menopause was submitted to Parliament last Thursday by Charalambos Theopemptou, MP of the Ecologist Movement – Citizens’ Cooperation. The bill follows extensive preparatory work and public consultation with women’s organisations and seeks to address gaps in information, health support and workplace protection for women experiencing menopause.
Menopause as a recognised life stage
Menopause is linked to the reduction or cessation of the production of oestrogen and progesterone and usually occurs between the ages of 45 and 55, without excluding cases of premature or medically induced menopause.
Despite being a common phase of life, menopause remains an area marked by limited information and persistent social misconceptions. This lack of awareness contributes to stigma and can hinder women’s equal participation in social and professional life. In practice, this may result in employees avoiding discussions about symptoms, not requesting support, or facing unfavourable treatment, particularly in demanding or male-dominated work environments.
Purpose and scope of the proposed legislation
The proposed legislation sets out to establish a comprehensive framework for recognition, information, prevention and support. Its stated objective is to safeguard health and wellbeing, while ensuring women’s equal and unhindered participation in social and professional life.
Access to information and health services
The proposal provides for strengthened access to information and health services. The state would be required to ensure universal and equal access to scientifically documented information on menopause.
Public and private health services would be obliged to provide guidance, counselling and clinical support, including hormonal and non-hormonal interventions, psychological and psychosocial support, and referrals where appropriate. The bill also provides for information and training actions for health professionals, coordinated by the Ministry of Health.
Protection against discrimination in the workplace
The proposal introduces explicit workplace protections, prohibiting direct and indirect discrimination, unfavourable treatment and harassment related to menopause-related symptoms or conditions.
Employers would be required to provide reasonable and proportionate adjustments where menopause affects functionality, health, safety, comfort or productivity. These adjustments would be applied without salary reduction or adverse consequences and would be determined through dialogue between employee and employer.
Verification by a health professional may be requested without the disclosure of detailed medical data, in order to protect privacy. Retaliation is expressly prohibited, including reprimands, transfers, dismissal or demotion because an employee informed the employer, requested or made use of adjustments.
Prevention through information and training at work
Employers would be obliged to inform staff about menopause and related employment rights, train managers and human resources personnel, and integrate support procedures into equality and wellbeing policies.
For employers with more than 30 employees, the proposal provides for annual specialised training for managers and HR staff.
Enforcement and compliance mechanisms
The Department of Labour Inspection would be assigned responsibility for inspections and compliance monitoring. For violations of specific provisions of the law, a written compliance notice of up to 15 days would be issued, followed by an administrative fine of up to €3,000 in cases of non-compliance.
Key provisions of the law would enter into force six months after publication in the Official Gazette, allowing time for preparation by public services and employers.
Alignment with international good practices
The direction of the proposed legislation aligns with practices already promoted internationally.
In Ireland, a public policy framework on menopause in the workplace provides guidance on workplace adjustments. In the Netherlands, social partners have developed a guide aimed at breaking taboos and offering tools for discussion and support at work. In Great Britain, official guidance issued by equality and labour authorities outlines employer obligations and approaches to the sensitive management of menopause-related issues.
Common workplace adjustments identified internationally
Flexible working arrangements. Later start times or flexible arrival and departure, particularly where sleep disruption is present. Reduced intensity of consecutive meetings and buffer time between meetings. Temporary remote or hybrid working options where feasible.
Shift pattern adjustments. Avoidance of consecutive night or highly demanding shifts for a defined period. Shift swaps, more stable schedules or temporary reassignment to morning shifts.
Breaks and access to quiet spaces. Short, flexible breaks, including unscheduled breaks when necessary. Access to a quiet room or rest area.
Temperature and ventilation measures. Provision of desk fans, improved ventilation or relocation of workstations away from heat sources. Allowing employees to manage thermal comfort where possible.
Access to facilities and water. Unrestricted access to toilet facilities and availability of cold drinking water.
Uniform and dress code adaptations. Use of cooler materials or alternative uniform options, where permitted by health and safety requirements and job role.
Temporary workload and duty adjustments. Limited redistribution of tasks or temporary changes in assignments during difficult periods. Minor adjustments to targets or deadlines for a specific timeframe, subject to review.
Management of absences and medical appointments. Flexibility for medical appointments and fair recording of menopause-related absences to avoid disproportionate impact on attendance records.
Designated points of contact and confidential support. Access to a specific HR or wellbeing contact, rather than an immediate line manager where appropriate. Regular check-ins instead of one-off discussions.
Cognitive support tools. Use of reminders, calendars, notes applications and clearer written instructions to assist with concentration and memory difficulties.
The direction of the proposed legislation aligns with good practices that are already being promoted internationally.
In Ireland, a public policy framework on menopause in the workplace provides guidance on workplace adjustments. In the Netherlands, social partners have developed guidance aimed at breaking taboos and offering practical tools for discussion and support in the workplace. In the United Kingdom (Great Britain, excluding Northern Ireland), official guidance issued by the Equality and Human Rights Commission and ACAS sets out employers’ obligations and approaches to the sensitive management of menopause-related issues.