PMS, PMDD and the workplace

Last updated: August 2026  ·  Reading time: 8 minutes

Summary

PMS and PMDD can significantly impact focus, energy, and emotional wellbeing - especially at work. This article explores how these conditions affect professional life, current UK legislation around menstrual health, and what rights and adjustments employees can request. It also offers practical strategies for talking to your employer, creating a more supportive work environment, and managing symptoms through lifestyle changes.

If you experience PMS during your menstrual cycle and find it is impacting your work, you are not alone. An estimated 75% of people with menstrual cycles experience PMS, and 30% experience moderate to severe PMS, with symptoms ranging from bloating and headaches to mood swings, fatigue, and anxiety. For 3 to 8%, symptoms are severe enough to be classified as PMDD, which tends to be more disabling and persistent - including feelings of sadness, anger, and depression, and a significantly increased risk of suicidal thoughts.

How can PMS and PMDD affect your work?

According to one study, 73% of people with periods struggle to work the way they would like to because of symptoms including low energy, concentration difficulties, pain, and anxiety. Another study found that those with moderate to severe PMS report poorer work-life balance, higher perceived work demands, and less control over their work. Research also shows a correlation between PMS and lower performance, reduced productivity, and higher rates of workplace absence.

🔗 Discover more in Evelyn's 70-page guide on PMS, PMDD, and your career

Current UK legislation and policy

Calls for menstrual leave policies have been growing across the UK and Europe. The Spanish parliament recently approved a bill giving people with incapacitating periods the right to paid sick leave with a doctor's note.

In the UK, while some businesses have led the way with their own PMS-friendly policies, employers are not legally obliged to offer menstrual leave. People whose symptoms require time off must currently use Statutory Sick Pay (SSP). If you are off for less than seven days, you can self-certify when you return, without a GP note.

Dealing with PMS at work: your current entitlements

Defining your rights in relation to PMS is trickier than for PMDD, because PMS is a collection of symptoms rather than a classified condition. That said, research consistently emphasises the need to address menstrual health in the workplace through management training and flexible working.

In the UK, employees have a right to request flexible working. The range of options is wider than many people realise - remote work, compressed hours, annualised or staggered hours - all of which can make a real difference for managing the luteal phase alongside a demanding role.

🔗 Explore further in Evelyn's 70-page guide on PMS, PMDD, and your career

PMDD at work: what you are legally entitled to

PMDD is classified as a depressive disorder in the DSM-5 and, as a result, is classed as a disability under the Equality Act 2010. This gives you important legal protections.

Why you should talk about PMS and PMDD at work

Research shows that people experiencing PMS and PMDD are often unlikely to disclose this at work. There are understandable reasons - stigma, a lack of workplace precedent, and a culture that rarely frames menstrual health as a legitimate professional concern. Even in countries where PMS policies exist, uptake can be low because of the stigma surrounding periods.

But there are clear reasons why disclosure matters:

How to talk to your employer about PMS and PMDD

If you have decided the time is right, preparation is everything. Start by thinking about who to involve - HR if your organisation has one, or your direct line manager or a trusted senior colleague if not. A GP's note is not required, but many people find it helpful to have one as a reference point.

The HOPE initiative at the University of Edinburgh's Centre for Reproductive Health advises keeping these five principles in mind:

Before the meeting, consider what questions your employer is likely to ask - how symptoms affect your work, what makes them better or worse, and what adjustments would realistically help. The more prepared you are, the more likely you are to leave the meeting feeling heard.

🔗 More talking points and supporting advice in Evelyn's 70-page career guide

What if things do not go to plan?

If the conversation does not go the way you hoped, you have options. You can raise a formal grievance if you are not happy with your employer's response. In the most serious cases, an employment tribunal is an option - though this requires a reconciliation process first and is generally considered a last resort.

In most cases, an honest and open dialogue is effective in finding sustainable solutions. If the conversation does not land, it is worth reflecting on whether external support - from a GP, specialist, or mental health professional - could also help address the root of your symptoms.

PMS self-help: at work and beyond

Most people who experience PMS or PMDD at work find that lifestyle changes make a meaningful difference, even if some cyclical symptoms remain. Consider these approaches:

If you think you may have PMDD, do not put off seeing your GP. Medical options such as talking therapy, SSRIs, or the combined oral contraceptive pill can all make a significant difference. For example, 60 to 75% of those with PMDD are helped by SSRIs. Some vitamin and mineral supplements may also be beneficial.

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.