Andropause and men’s health: an overlooked risk in business
While menopause is increasingly acknowledged in corporate health strategies, hormonal changes in men still carry stigma – or worse, go unmentioned. Yet testosterone levels begin to decline from around age 35, typically by one percent per year. In fact, medical studies show that around 17 percent of men over 50 experience a clinically relevant testosterone deficiency. More than half of these men report symptoms such as fatigue, low motivation, reduced concentration, and mood swings – all of which have a direct impact on their ability to function at work.
These symptoms are often misinterpreted, either by the individuals themselves or by those around them. Many men delay seeking medical advice, unaware that their health issues may be hormonal rather than psychological or age-related. This delay has consequences – not only for individual wellbeing but also for productivity, team dynamics and workplace stability.
Burnout, depression and underperformance: the invisible cost of silence
Low testosterone levels affect more than physical energy. They also impact emotional balance, focus and mental resilience – all critical qualities in today’s high-pressure work environments. Research shows that men are less likely to seek psychological support, yet when they do experience conditions such as burnout or depression, their absences tend to be longer and more disruptive.
In organisational terms, this translates into higher rates of long-term sickness, more frequent disengagement, and growing risk of early retirement. According to Germany’s Institute for Employment Research (IAB), absenteeism and lost productivity cost several thousand euros per employee per year – with preventable chronic conditions representing a major share of that loss.
The bottom line: neglecting men’s health at work is costly. Not just in financial terms, but in missed opportunities to retain experienced talent, foster strong teams and create inclusive leadership cultures.
What employers can do: building prevention into workplace culture
A modern health strategy must include men. The first step is awareness. Many men are unaware that andropause exists – or that it can have serious, treatable consequences for their personal and professional lives. Education, therefore, is essential. Communicating clearly and without judgement creates a foundation for prevention, early recognition and support.
The next step is offering accessible services. Medical check-ups that include hormone screening, digital self-assessments or expert-led webinars on men’s health in the workplace are highly effective. What matters is that support is low-threshold, discreet and voluntary. Data shows that only 20 to 25 percent of eligible men in Germany regularly make use of the preventive screenings covered by public health insurance. A well-designed BGM (Betriebliches Gesundheitsmanagement – Corporate Health Programme) can help change that.
Managers and team leaders also play a key role. They should be equipped to identify changes in behaviour, listen without judgement and initiate respectful conversations when needed. Specific leadership training helps build this confidence and sensitivity – especially when it comes to topics such as performance issues, absenteeism or emotional withdrawal.
Ultimately, the goal is not a list of measures, but a shift in culture. Organisations that openly recognise the role of andropause at work foster trust and resilience. They create spaces where health concerns are not taboo – and where men are encouraged to take responsibility for their wellbeing just as much as women.
How Onuava can help
At Onuava, we support companies in making men’s health a visible and credible part of workplace strategy. Our evidence-based platform provides digital content, expert articles, self-assessment tools and tailored information on topics like testosterone deficiency, burnout risk, and mental health support for men.
We also offer keynote presentations, workshops and short impulse sessions for company health days and internal campaigns. These sessions cover key issues such as hormonal change, stress management and preventative care – always grounded in science and aligned with the needs of employees and HR professionals.
In addition, we provide HR teams with communication toolkits and advisory support to help integrate men’s health into existing BGM structures. Our goal is to create inclusive, proactive and informed workplaces where men’s health is no longer neglected.
Conclusion
Men’s health is a business issue. Andropause is not rare – it affects a growing share of the working male population. Companies that choose to engage with the topic are doing more than preventing illness. They’re fostering loyalty, securing performance and building a modern, inclusive health culture.
