Do I Have Perimenopause?
What’s Happening Inside Your Body
Perimenopause is the transition phase before menopause, when hormone levels (oestrogen and progesterone) start to fluctuate. This can last for several years and brings a wide range of symptoms, including irregular periods, hot flushes, night sweats, sleep problems, and changes in mood or memory. These changes are natural, but for some, they can be severe and disruptive.
How It Makes You Feel
Perimenopause can cause:
Sudden mood swings, anxiety, or irritability
Difficulty concentrating or “brain fog”
Fatigue, sleep problems, or low energy
Hot flushes, night sweats, and physical discomfort
Irregular or heavy periods
Symptoms can be unpredictable and may not follow a monthly pattern.
How It Can Affect You in a Workplace
Perimenopause can make work challenging, especially if symptoms are severe or fluctuate day to day. You might struggle with:
Concentration and memory, making tasks harder to complete
Managing stress or workplace relationships due to mood changes
Keeping up with deadlines or meetings during symptom flare-ups
Needing time off for medical appointments or rest
Coping with physical symptoms like hot flushes or sleep deprivation
If perimenopause is affecting your ability to work, you have the right to ask for reasonable adjustments. This could mean flexible hours, remote work, or extra support from your manager.
What Kind of Adjustments Actually Help?
Generic advice is everywhere, but let’s get specific. Here are adjustments that often make a real difference for people with perimenopause:
Flexible Working: Request the option to work from home, adjust your hours, or take breaks when symptoms are severe. For example, if you’re a team leader, you might ask to start later after a night of poor sleep.
Time Off for Appointments: Ask for paid or unpaid leave for medical appointments, menopause clinics, or therapy.
Quiet or Rest Spaces: Request access to a quiet room or a space to rest if you’re experiencing fatigue, hot flushes, or overwhelm.
Temperature Control: Ask for a fan, access to windows, or permission to adjust the thermostat.
Clear Communication: Request written instructions, regular check-ins, or advance notice of changes to routines or meetings.
Awareness Training: Suggest menopause and perimenopause awareness training for managers and colleagues to foster understanding and reduce stigma.
Adjustments to Workload: Ask for temporary changes to deadlines, targets, or duties during severe symptom periods.
Some employers offer annual allowances for Occupational Health assessments or therapy sessions—check if your workplace has an Employee Assistance Programme or similar scheme.
How to Ask for Adjustments (and Get Results)
It’s natural to feel anxious about asking for help, but a clear, practical approach works best. Here’s how to do it:
Write a Short Request: Explain the specific difficulties you’re facing at work due to perimenopause. For example, “I experience brain fog and fatigue during symptom flare-ups, which affects my concentration and ability to meet deadlines.”
Propose Specific Adjustments: Pick three to five changes that would make the biggest difference. For instance, “Could I work from home after nights of poor sleep, have flexible start times, and access a fan or quiet space when needed?”
Attach Evidence: If you have Occupational Health notes, a symptom diary, or a brief self-assessment, include them. Map your difficulties to the tasks you struggle with.
Suggest a Trial Period: Propose a six to eight week trial, with a review date to tweak what’s working and what isn’t.
Keep a Record: Send your request by email, and keep notes of meetings and agreed actions. This helps if you need to follow up or escalate.
What Should Your Evidence Bundle Include?
You don’t need a mountain of paperwork. A simple bundle might include:
Occupational Health recommendations (if you have them)
A short role profile and examples of tasks affected (e.g., fatigue, brain fog, unpredictable symptoms)
Any supportive clinical documentation or symptom diary
Proposed adjustments linked directly to each difficulty
Pitfalls and Watch-Outs
It’s easy to fall into common traps:
Only Stating Diagnosis: Don’t just say “I’m perimenopausal.” Describe how it affects your work and what you need to succeed.
Asking for Everything at Once: Prioritise high-impact, low-cost adjustments first. You can always add more later.
No Review Date: Without a trial and review, adjustments can drift or be forgotten.
Silence After Disclosure: If nothing happens after you disclose, follow up. Use HR or a formal process if needed.
Real Example
Helen, a project manager in her late 40s, struggled with brain fog, fatigue, and unpredictable hot flushes. After sharing an Occupational Health report, her manager trialled flexible working hours, allowed remote work after poor sleep, and provided a fan and access to a quiet space for breaks. Within two months, Helen’s productivity improved and her stress levels reduced.
If You’re Struggling to Get Adjustments
If your employer drags their feet, keep following up. If you’re ignored, consider raising a formal grievance. ACAS Early Conciliation is a step before any tribunal claim, and it’s worth using if things don’t improve.
Final Thoughts
Navigating perimenopause at work isn’t just about getting by—it’s about thriving. Reasonable adjustments aren’t a favour; they’re a legal right. The key is to be specific, practical, and persistent. Start with what will make the biggest difference, keep the conversation going, and don’t be afraid to ask for what you need.
Disclaimer: This article provides general information for educational purposes only. It is not legal, medical, financial or tax advice. Outcomes can vary based on your personal circumstances.
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