Women, leadership & menopause
Hot flushes at the office
“She’s probably on her period.” Though usually whispered behind closed doors, most people have probably heard this disparaging remark being uttered. It’s emblematic of how female biology is often treated, not only but also in the workplace. For Susann Zietek, marketing expert at the PEIX Health Group and an active networker in the healthcare sector, one thing is clear: At a biological level, menopause has now arrived in the world of work. Structurally and culturally, however, it has not. For too long, it has been dismissed as a women’s issue—a taboo that needs to be broken.
Menopause is no longer a fringe topic, especially not for the roughly nine million women aged 40 to 55 in Germany—the majority of whom are employed. However, many companies still fail to provide a space where people can talk openly about the strain it can cause. There’s uncertainty on both sides.
“Menopause has started to gain attention over the last two or three years,” says Zietek. “But that doesn’t equal the topic finding its way into people’s day-to-day work lives.” In midlife, many women are at the peak of their careers, carrying responsibilities, managing teams—while also facing changes that can upend their routines.
Sleep disturbances, difficulty concentrating, exhaustion, mood swings: Many of these symptoms are burdensome and directly affect workplace performance.
A recent study by Healthcare Frauen e. V., published in March 2025 and based on responses from 821 participants, paints a clear picture: 82 percent of women in leadership roles who experience menopausal symptoms report that cognitive issues affect their workday. Around 40 per cent reduce their working hours, change roles—exit the workforce early. Apart from being a personal problem, it’s an economic one.
Why is this subject still not being addressed properly? First, there is a lack of awareness—especially among male managers. But there’s also the fear among women of being seen as weak or less capable. This is where Zietek argues that the mindset must shift: “This isn’t about asking for special treatment. It’s about recognising physiological realities and responding to them with flexibility.” In practice, this could mean more flexible working hours, the option to work from home on particularly difficult days and understanding for when performance fluctuates. Above all, though, it requires a workplace culture where such issues can be talked about openly.
“If a company generally does not promote communication, then it won’t be possible to talk about menopause either,” says Zietek. “Companies need to recognise that it’s part of the lived reality of many employees.”
But it isn’t only men’s perspectives that need to change. “Previous generations of women had to fight hard for their space. This has left a mark, even on how women interact with one another.”
However, she is already seeing some positive developments. Networks such as Healthcare Frauen or the Healthcare Businesswomen’s Association, whose Berlin Chapter is led by Zietek, are actively supporting women’s careers and fostering solidarity rather than competition. Exchange within such networks plays a crucial role in empowering women, not just during challenging phases of life.
PEIX is one example of what a modern workplace culture can look like. For over 30 years, the Berlin-based agency group has been developing communications solutions for the healthcare sector—worldwide. Its interdisciplinary team of more than 100 employees combines medical expertise with creative thinking and actively supports equal opportunity in the healthcare market. Equality is not just a buzzword but embedded in daily practice at PEIX. There are no pay gaps for people in the same role, women’s networks receive support, and management listens.
“Our CEO asked me directly how we as a company can do more to promote equality. That was an important moment,” says Zietek. This kind of openness, she believes, should become the norm.
Rico Bigelmann for Adlershof Journal