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  • EMAS 2021 Menopause & Work Global Recommendations - Overview_FINAL Figure 1

    Submitted manuscript, 1.36 MB, PDF document

  • EMAS 2021 Menopause in the Workplace Global Recommendations - Detailed_FINAL Figure 2

    Submitted manuscript, 1.14 MB, PDF document

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    Rights statement: This is the author’s version of a work that was accepted for publication in Maturitas. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Maturitas, 373, 4-5, 2021 DOI: 10.1016/S0370-1573(02)00269-7

    Accepted author manuscript, 1.73 MB, PDF document

    Embargo ends: 14/07/22

    Available under license: CC BY-NC: Creative Commons Attribution-NonCommercial 4.0 International License


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

Research output: Contribution to journalJournal article

E-pub ahead of print
  • Margaret Rees
  • Johannes Bitzer
  • Antonio Cano
  • Iuliana Ceausu
  • Peter Chedraui
  • Fatih Durmusoglu
  • Risto Erkkola
  • Marije Geukes
  • Alan Godfrey
  • Dimitrios G Goulis
  • Amanda Griffiths
  • Martha Hickey
  • Angelica Lindén Hirschberg
  • Myra Hunter
  • Ludwig Kiesel
  • Gavin Jack
  • Patrice Lopes
  • Gita Mishra
  • Henk Oosterhof
  • Amos Pines
  • Kathleen Riach
  • Chrisandra Shufelt
  • Mick van Trotsenburg
  • Rachel Weiss
  • Irene Lambrinoudaki
<mark>Journal publication date</mark>14/07/2021
Publication StatusE-pub ahead of print
Early online date14/07/21
<mark>Original language</mark>English


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.