How to talk to employers about PMS and PMDD

You don’t owe an explanation and you do deserve support

PMS and PMDD can seriously affect your ability to work, including memory and concentration, sleep, pain, and emotional regulation. And yet, most of us have been taught to hide it.

That ends here. You're not being dramatic. You're navigating a neurohormonal cycle with proven effects on:

• mood and anxiety
• cognitive function
• physical stamina
• interpersonal conflict
• burnout risk

"PMDD is not a performance issue – it's a health condition. When we talk about it, we make space for everyone to do their best work.” Bonnie Hatcher, Co-founder - Evelyn 

Read more → Evelyn’s workplace guide

 

Why talking about it can help

✅ It relieves the pressure to perform through it.

✅ It invites flexibility and cycle-aware planning.

✅ It helps managers support, not micromanage.

✅ It changes workplace culture for the next woman.

🧠 Under the Equality Act 2010, if PMDD has a significant, long-term impact on your ability to work, you may be entitled to reasonable adjustments – similar to any other health condition.

 

Step 1: Choose the right moment (and person)

You don’t have to start with human resources (HR). Sometimes a supportive manager or team lead is the best first step. Look for:

• someone you trust to listen without judgement
• a private, non-rushed moment (not a Monday stand-up)

As an option, if you feel some back-up might come in handy, why not bring a printed copy of Evelyn’s workplace guide?

 

Step 2: Use grounding language

Here’s one way to explain your experience without over-disclosing:

“I live with PMDD, which means that, for a few days each month, I experience severe mood shifts, physical pain, and low resilience. It’s cyclical and linked to hormone fluctuations.”

“It’s a medical condition, not a mindset – but it affects how I show up. I’d love to explore some small changes that could help me maintain consistency and clarity.”

📥 Download our free conversation starter templates in the workplace guide. 

 

Step 3: Ask for specific support

Reasonable adjustments might include:

• flexible start times during your luteal phase
• remote work days
• reduced meetings or visibility pressure
• a quiet workspace or ‘do not disturb’ hours
• time-blocking for rest or focused solo work

For increased understanding, you could try something like, “I'm not asking for less responsibility – just a way to manage symptoms without burning out.”

 

Step 4: Offer tools, not just talk

Managers are more likely to listen when you frame it as a team solution, not a personal crisis.

✅ Bring data (cycle tracker and patterns)

✅ Share Evelyn’s workplace guide

✅ Point to resources like Mind, British Association for Counselling and Psychotherapy, or menstrual health charities

✅ Follow up in writing for clarity

💚 Remember, normalising menstrual health at work is everyone’s job. You’re not being difficult – you’re part of the change.

 

Example conversation openers

💬 “I’ve been tracking a cyclical health condition that affects me a few days each month. I’d like to discuss how it might be impacting work and how we can plan around it.”

💬 “I’ve been managing a condition called PMDD. Some months it’s fine, others it’s more disruptive. It’s hormonal, but it affects mental focus and energy. Could we chat about ways to support consistency?”

💬 “I’m not asking for less work – I’m asking for a way to make my workload more sustainable across the month.”

 

You deserve space, not shame

Whether you say “I have PMDD” or just “I need support around my cycle”, you are allowed to exist fully at work – without masking your biology for productivity.

✨ Explore Evelyn’s PMDD supplement now

 

Related articles:

• Managing PMS and PMDD symptoms: a complete guide
• Cycle tracking for PMDD diagnosis
• Top 10 treatments for PMS and PMDD

 

Disclaimer: This content is for informational purposes only and is not intended as medical advice. Always speak to a qualified healthcare professional about any health concerns.