Workplaces can be tough for anyone, but if you’re living with PMDD (Premenstrual Dysphoric Disorder), PME (Premenstrual Exacerbation), or going through menopause, the impact can be overwhelming.
Mood swings, brain fog, fatigue, and physical pain can make even routine tasks feel impossible. The good news? You have rights. Under the Equality Act 2010, employers must make reasonable adjustments if your symptoms put you at a substantial disadvantage compared to others. But what does that mean in practice, and how do you make it work for you?
Let’s break it down, step by step, with real examples and practical solutions.
What Does the Law Say?
The Equality Act 2010 protects you if you have a physical or mental impairment that has a substantial and long-term effect on your ability to do normal daily activities. Severe PMDD, PME, and menopause symptoms can meet this threshold—especially if they affect your work, relationships, or self-care. You don’t need a formal diagnosis to be protected, but having one can help when negotiating changes.
The duty to make adjustments kicks in when your employer knows (or should reasonably know) about your impairment and the disadvantage it causes. What counts as “reasonable” depends on how effective, practical, and affordable the adjustment is, and how it affects the business. It’s not a blank cheque, but it’s more than just a tick-box exercise.
What Does This Look Like in Real Life?
For people with PMDD, PME, or menopause, reasonable adjustments often focus on flexibility, symptom management, and understanding. For example, someone who struggles with severe fatigue or brain fog might request flexible start times or the option to work from home during flare-ups. If you experience mood swings or anxiety, you might ask for regular check-ins or a quiet space to decompress. If you need time off for medical appointments or treatment, you can ask for this to be accommodated.
Employers are expected to be proactive, not just reactive—so don’t be afraid to start the conversation. Adjustments for hormone-related conditions are as necessary as ramps for wheelchair users.
Do I Have PMDD?
What’s Happening Inside Your Body
PMDD (Premenstrual Dysphoric Disorder) is a severe form of premenstrual syndrome. It’s linked to how your body responds to hormonal changes in the menstrual cycle, especially the rise and fall of oestrogen and progesterone. These hormonal shifts can affect neurotransmitters like serotonin, which play a key role in mood, sleep, and energy. PMDD isn’t caused by a hormone imbalance, but by an increased sensitivity to normal hormonal changes.
How It Makes You Feel
PMDD can cause intense emotional and physical symptoms in the two weeks before your period. You might feel:
Sudden mood swings, irritability, or anger
Anxiety, sadness, or hopelessness
Difficulty concentrating or “brain fog”
Fatigue, sleep problems, or low energy
Physical symptoms like bloating, headaches, or joint pain
These symptoms are much more severe than typical PMS and can disrupt your daily life.
How It Can Affect You in a Workplace
PMDD can make work challenging, especially if your symptoms are unpredictable or severe. 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
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 PMDD, PME, or menopause:
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 project manager, you might ask to shift your start time during your worst symptom days.
Time Off for Appointments: Ask for paid or unpaid leave for medical appointments, therapy, or symptom tracking.
Quiet or Rest Spaces: Request access to a quiet room or a space to rest if you’re experiencing pain, hot flushes, or overwhelm.
Symptom Tracking Support: Ask for help with tracking symptoms and patterns, such as using a shared calendar or app.
Clear Communication: Request written instructions, regular check-ins, or advance notice of changes to routines or meetings.
Awareness Training: Suggest menopause and PMDD 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.
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 PMDD, PME, or menopause. For example, “I experience severe fatigue and brain fog during certain times of the month, which affects my concentration and productivity.”
Propose Specific Adjustments: Pick three to five changes that would make the biggest difference. For instance, “Could I work from home during my worst symptom days, have flexible start times, and access a 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 have PMDD” or “I’m menopausal.” 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
Sam, a marketing executive with PMDD, struggled with severe mood swings and fatigue in the week before her period. After sharing a symptom diary, her manager trialled flexible working hours, allowed remote work during her worst days, and provided a quiet space for breaks. Within two months, Sam’s productivity improved and her sick days 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 PMDD, PME, or menopause 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.
Petition by the The PMDD Project: https://petition.parliament.uk/petitions/738923
Petition starter: Elizabeth Burns
Policy and Advocacy Coordinator, PMDD Project
Ministerial Correspondence Officer, Deputy Prime Minister & Secretary of State
The petition calls for more funding so that PMDD, PME, and menopause are properly considered in mental health care. Supporting it means you’re helping to make sure these issues are picked up sooner and treated with the care they deserve, especially for teenagers and women who might otherwise be missed. Every signature helps move things forward for better support in the UK.
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.
No credit card required
