Menopause Benefits for Employers in Spain

Written by Anna Haotanto, Founder, Zora Health. Last reviewed: November 2026. General information, not legal or medical advice. This guide covers what your employees go through, what care costs, what the rules ask of you and how to build menopause support.

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:

• Resignations. In the EADA Business School survey of 575 working women aged 45 to 58, more than 50% had considered leaving their job because of menopause (EADA, May 2025).
• Lower performance. In the same survey, 93.5% had at least one symptom and 60.4% had seven or more, yet 82% had never taken time off for them.
• Silence at work. 53% had never discussed menopause at work, and the measures they valued most were flexible hours, workshops and remote work.
• Little employer support. Only 5% said their company offered a specific menopause benefit.

What employers gain

What menopause care costs, and what the state pays

Most menopause care in Spain starts in primary care in the public system (SNS). Some employees also have private health insurance through work for faster gynaecology access.

Co-payments from Royal Decree-law 11/2026 (BOE), as summarised by laboral-social.com; sick pay from Seguridad Social. We could not confirm which hormone therapy products qualify for the reduced 10% co-payment, or typical 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.

Support is the exception. Only 5% of working women in the EADA survey said their company offers a specific menopause benefit.

Researchers have proposed flexible hours, remote work and menopause leave as workplace measures (Frontiers in Reproductive Health, December 2024), but there is no menopause law. 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.

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

Plan your menopause benefit budget

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

1. Kick-off, week 1. Agree goals, countries and which employees are eligible.
2. Policy and benefit design, weeks 2 to 4. Draft or update your menopause policy and flexible work guidance using our templates.
3. Launch, typically weeks 4 to 6. A launch talk for employees and managers, plus a communications pack for HR to send.
4. Live support. Employees book care navigation calls and use the Zora app.
5. 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 Spain

Zora’s clinic and doctor directory does not list providers in Spain 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 Spain can still use Zora’s education and the Zora app. Ask us how your team in Spain would use Zora before you launch. See Zora’s employer guides for every country.

Rules and eligibility in Spain

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.

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Zora Health helped me to reclaim my confidence to thrive at work!

Questions HR teams ask us

Do Spanish employers have to give menopause leave?

No. There is no menopause leave. Spain’s 2023 menstrual leave covers disabling secondary menstruation only. Employees use sick leave, annual leave or flexible arrangements unless their employer offers more.

Does menstrual leave cover menopause?

No. The special sick leave created in 2023 applies to disabling secondary menstruation, not menopause.

What sick pay applies?

For common illness, the benefit starts on day 4 at 60% of the regulatory base and rises to 75% from day 21. The employer pays it from day 4 to day 15.

Can an employee ask to adapt their working time?

Article 34.8 of the Workers’ Statute gives a right to request adjustments for work and family life. Requests for health reasons depend on company policy, so a clear menopause policy helps managers respond consistently.

What do Spanish women want from employers?

In the EADA survey, flexible hours, workshops and remote work were the most valued measures.

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.

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