Zora Health / Employer guide / Greece
Support your experienced employees through menopause, and help them stay at their best.
Hot flushes, anxiety and night sweats affect most Greek women around menopause, and many are wary of hormone therapy that could help. Zora Health helps you build practical menopause support, from workplace policies and manager training to confidential care navigation and access to 128+ partner clinics in 16 countries, around your workforce and budget. Companies including Hilton, LinkedIn, Sanofi, HSBC, Mastercard, Carousell and Singapore Management University work with us.
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Five things Greek HR leaders should know
- In a study of 827 women in Kavala, the mean age at natural menopause was 49.1, and 12.2% had early menopause at 40 to 44.
- In a 2024 study of rural Greek women, 63.3% reported hot flushes, 64.7% anxiety and 50.0% said they were accomplishing less than before.
- Only 49.5% of Greek women aged 55 to 64 were in work in 2025, well below the EU average of 60.8%.
- In a 2024 survey, Greek women held ambiguous views on oestrogen therapy, and few used it.
- Employers pay 50% of daily wage for the first 3 days of sick leave; EFKA sickness benefit starts on day 4.
Why menopause is a business problem for employers
Menopause rarely announces itself at work. It looks like a senior manager who slept four hours, a wave of heat in the middle of a client meeting, a word that will not come in front of the board. Symptoms come and go for years. Many women do not link them to menopause, and fewer tell their manager.
So the cost stays out of your reports. It shows up instead as:
- Hot flushes and anxiety. In a study of 150 women aged 40 to 60 in rural Evia, 63.3% reported hot flushes, 56.7% night sweats and 64.7% anxiety or nervousness (Kyrkou et al., Cureus, 2024).
- Doing less at work and home. In the same study, 50.0% said they were accomplishing less than before and 50.7% reported lack of energy.
- Early menopause. In a study of 827 women in Kavala, 12.2% reached menopause at 40 to 44 and 4.5% had premature ovarian failure (Koukouliata et al., Hippokratia, 2017).
- Wary of treatment. In a 2024 survey of 187 Greek women, the statement scoring lowest was about actually using oestrogen, and the highest was the belief that oestrogen is generally responsible for cancers (Hellenic Menopause Society, ISPOR 2024).
What employers gain
Keep the people who know how your business runs
Replacing an employee costs one-half to two times their annual salary, according to Gallup. Only 49.5% of Greek women aged 55 to 64 were in work in 2025, against an EU average of 60.8% (Eurostat), so keeping experienced women in work is a real gap. A written policy, trained managers and quick access to the right doctor can help address barriers that contribute to employee attrition.
Stand out to experienced women
We found no Greek employers with published menopause support. A clear offer, explained in your benefits pack, stands out to senior women weighing their next move.
Make menopause support financially predictable
Aon projects Greece’s medical trend at 8.0% for 2026, or 5.9% after inflation (Aon, 2026 report). Much of what helps menopause costs very little: a flexible start time, a fan, a manager who knows what to say.
Zora helps employers set an annual allowance or top-up around EOPYY and your health insurance, so HR can run the programme within an agreed budget. The benefit works alongside your existing insurance.
Want to see what this would look like for your Greek workforce?
What menopause care costs, and what the state pays
Employees are covered by EOPYY. Care at public facilities has no co-payment, while contracted private providers charge co-payments set by regulation. Many employers add private health insurance.
| Item | Public support | What the employee still carries |
|---|---|---|
| Public primary care and hospitals | No co-payment for the EOPYY benefits package | Waiting times, or private fees for faster care |
| EOPYY-contracted private providers | Covered, with co-payments set in the Unified Health Benefits Regulation | The co-payment |
| Time off for appointments | Employer pays 50% of daily wage for days 1 to 3; EFKA sickness benefit from day 4 | No menopause leave |
From EOPYY and L&E Global, March 2026. We could not confirm current co-payment rates, HRT reimbursement or private consultation fees. These are published examples, not guaranteed current prices: actual costs depend on cover, clinic, doctor and treatment, so confirm fees with the provider before budgeting.
Only 49.5% of Greek women aged 55 to 64 were in work in 2025, one of the lowest rates in the EU.
We have found no menopause workplace law or guidance in Greece. For employers, the practical opportunity is to help employees recognise their symptoms, understand their options and reach appropriate clinical advice sooner.
Menopause support that fits your workforce and budget
You do not need to overhaul your existing health insurance to support employees through menopause. Start with awareness and manager education, add confidential one-to-one support, or introduce a fuller programme across your offices. There is no minimum company size.
Where included in the employer programme, eligible employees can use talks and care navigation without paying Zora a separate fee. Care navigation allowances are set in each proposal. Treatment and other third-party costs are paid separately, either by employees or through the allowance their employer provides.
Companies starting the conversation
Essentials
Expert-led talks for employees and managers, menopause policy templates, manager guides and full access to the Zora app. Up to 2 talks a year.
Employees supported one to one
Navigation
Everything in Essentials, plus confidential one-to-one care navigation and access to our partner clinic network.
Large teams across countries
Complete
Everything in Navigation, plus quarterly anonymised reporting, a dedicated account manager and scheduled review meetings with HR.
Optional add-ons can be added to any programme, subject to availability: hormone diagnostics and telehealth with specialists. Pricing is tailored to your headcount, your countries and the services you choose. Most companies start with a single talk.
Request a proposal See how Zora works for employers
Comparing menopause benefit providers? Use our RFP question bank
Our question bank has 40 questions for multi-country benefits teams, with why each one matters, what a good answer looks like and a scoring sheet for three providers. Six of the questions for menopause support in Greece:
- Is menopause support included as standard, or only fertility?
- What access do employees get to menopause specialists and hormone testing, and how quickly?
- How does the programme give employees balanced, evidence-based information about hormone therapy?
- Do you provide fertility and menopause policy templates for our markets?
- How can an employee get help confidentially without telling their manager?
- What individual-level data does HR see?
Your download link appears as soon as you submit. Zora Health may contact you about employee benefits; see our privacy policy.
Plan your menopause benefit budget
Menopause care allowance planner
Model the annual claims budget for a menopause care allowance. Change any number.
This is a claims budget, not a Zora quotation. Zora’s programme fees, implementation and optional services are separate.
It estimates the annual budget for a menopause care allowance from your eligible workforce, expected utilisation and allowance per employee, and assumes each user claims the full allowance. Eligible employees defaults to 15% as a stand-in for women aged 45 and over; use your own headcount data. The default allowance of €300 is an illustrative figure for private consultations, tests and treatment. Utilisation is an editable assumption, not observed Zora data. For a proposal covering both programme costs and employee benefits, request an employer proposal.
Estimate the potential workforce impact of menopause symptoms
A rough planning scenario. It applies a published estimate to your headcount, so it is not a prediction for your workforce, a measured loss or a forecast of savings from any programme.
Range: €10,147 to €30,715 a year, depending on replacement cost.
Assumptions: 13.4% of working women aged 45 to 60 reported at least one adverse work outcome due to menopause symptoms, and those who missed work lost a median of 3 days a year (Faubion et al., Mayo Clinic Proceedings, 2023). This was a US clinic sample, so treat it as a rough benchmark for Greece. The default salary is the 2025 full-time average gross monthly salary of €1,516 multiplied by 12. Use your own. Replacing an employee costs one-half to two times their annual salary (Gallup, 2019); the headline uses the low end. Absence is valued at salary divided by 250 working days. Exit rate is your own assumption.
Already have corporate health insurance? Here is where Zora fits
Your medical plan may cover some consultations and treatment. Employees still need to recognise their symptoms, understand their options and find a doctor who knows menopause care, and many never get that far.
Zora works alongside your existing insurance and benefits. We help employees get reliable information, navigate their care options and reach suitable specialists, and we give HR manager training, policy templates and, on the Complete programme, anonymised reporting. You strengthen menopause support without replacing your medical plan.
How Zora works
For your employees
Employees join the Zora app with a company code, or single sign-on for larger teams. They can learn about perimenopause and menopause, understand what your benefit covers, book a confidential care navigation call and find partner doctors and specialists.
For HR
- Kick-off, week 1. Agree goals, countries and which employees are eligible.
- Policy and benefit design, weeks 2 to 4. Draft or update your menopause policy and flexible work guidance using our templates.
- Launch, typically weeks 4 to 6. A launch talk for employees and managers, plus a communications pack for HR to send.
- Live support. Employees book care navigation calls and use the Zora app.
- Reporting, every 3 months, on the Complete programme. Anonymised usage, common themes and our recommendations, reviewed with your account manager.
Privacy
On the Complete programme, HR receives anonymised, aggregated reports only: how many employees used the programme, which services they used and the common themes. On every programme, HR never sees an individual employee’s health information, bookings or test results, and employees can get help without telling their manager. Employee data is stored on Amazon Web Services in Singapore and handled in line with Singapore’s Personal Data Protection Act.
Clinics and doctors in Greece
Zora’s clinic and doctor directory does not list providers in Greece yet. It lists 421 clinics and 1,185 doctors across 25 countries, mostly in Asia Pacific and the Middle East (browse clinics or browse doctors). Employees in Greece can still use Zora’s education and the Zora app. Ask us how your team in Greece would use Zora before you launch. See Zora’s employer guides for every country.
Rules and eligibility in Greece
Sick pay
With at least 10 days’ service, the employer pays 50% of the agreed daily wage for the first 3 days of illness. From day 4, the employee can claim EFKA sickness benefit, which the employer may deduct (L&E Global).
Equal treatment
Law 4443/2016, now codified in the Greek Labour Code, bans discrimination on grounds including sex, age and disability or chronic illness, with the Greek Ombudsman as equality body (L&E Global).
Flexible work
Law 4808/2021 transposed the EU Work-Life Balance Directive, giving parents and carers the right to request flexible arrangements such as teleworking (EY Greece).
EU strategy and a new standard
The EU Gender Equality Strategy 2026 to 2030 includes menopause, with a study planned for 2028, and European trade unions launched a campaign for EU menopause-at-work legislation in October 2026 (Euronews). ISO 45010, published in September 2026, gives guidance on menstruation and menopause in the workplace, including risk assessment and individual adjustments (ecnews.it).
Why employers choose Zora
Companies including Hilton, LinkedIn, Sanofi, HSBC, Mastercard, Carousell and Singapore Management University work with Zora Health. We work alongside your existing insurance, helping employees use the cover they already have and find suitable doctors and specialists based on their needs.
Zora Health helped me to reclaim my confidence to thrive at work!
Questions HR teams ask us
Do Greek employers have to give menopause leave?
No. There is no menopause leave. Employees use sick leave, annual leave or flexible arrangements unless their employer offers more.
Who pays sick pay in Greece?
The employer pays 50% of daily wage for the first 3 days. EFKA sickness benefit starts on day 4.
How common are menopause symptoms in Greece?
In a 2024 study of rural Greek women, 63.3% reported hot flushes and 64.7% anxiety.
Do Greek women use hormone therapy?
Few do. A 2024 survey found ambiguous views on oestrogen therapy and widespread concern about cancer risk.
At what age do Greek women reach menopause?
In a study of 827 women in Kavala, the mean age at natural menopause was 49.1.
Does Zora replace our health insurance?
No. Zora works alongside your insurance. We help employees understand their options, find suitable specialists and use the cover they already have.
How much does menopause support cost an employer?
It depends on the programme, any allowance and expected uptake. Use the budget planner on this page for a first estimate, then ask us for a tailored proposal based on your headcount and countries.
How quickly can we launch?
Typically 4 to 6 weeks from contract to launch, depending on scope and countries. Most companies start with a single talk.
Related guides for Greek employers
Build a menopause support programme for your team
Whether you are introducing menopause benefits for the first time or improving an existing programme, tell us your headcount, countries and priorities. We will come back within two working days with suitable services, an indicative budget and a practical rollout plan for your Greek team. No obligation.
Sources
- Koukouliata et al., Hippokratia, 2017 (827 women)
- Kyrkou et al., Menopause and quality of life among Greek women in rural areas, Cureus, October 2024 (150 women)
- Augoulea et al., Menopause Review, 2020
- Georgi, Pappa and Kouvelas, Greek women’s attitudes to oestrogen, ISPOR Europe 2024 (187 women)
- Eurostat, Employment rates by sex and age, 2025
- GPA, ERGANI average gross salary 2025, February 2026
- EOPYY, Healthcare costs in Greece
- L&E Global, Employee benefits in Greece, March 2026
- L&E Global, Anti-discrimination laws in Greece, March 2026
- EY Greece, Law 4808/2021
- Aon, Global Medical Trend Rates Report 2026
- Euronews, Trade unions call for EU law on menopause at work, 17 October 2026
- ecnews.it, ISO 45010 on menstruation and menopause in the workplace, September 2026
- Gallup, This fixable problem costs US businesses $1 trillion, 2019
- Mayo Clinic News Network, Faubion et al., Impact of menopause symptoms on women in the workplace, Mayo Clinic Proceedings, April 2023