PMS and PMDD can impact various aspects of our lives, especially our work. Symptoms affect energy levels, concentration, clarity, and social interaction.
The US legislation does not mandate specific accommodations or leave for PMS and PMDD. However, PMDD can be recognized as a disability under the Americans with Disabilities Act (ADA) if it substantially limits one or more major life activities. Leveraging hybrid, remote, and flexible working arrangements can help manage work around PMS/PMDD.
Addressing PMS and PMDD with your manager or team lead is crucial. Lifestyle changes and medical treatments can help manage symptoms, and tracking symptoms to avoid scheduling important work events during the luteal phase can be beneficial.
Understanding PMDD and Its Impact on Work
Premenstrual Dysphoric Disorder (PMDD) is a severe form of premenstrual syndrome (PMS) that affects 3-8% of menstruators. While PMS symptoms like bloating, headaches, and mood swings are common, PMDD includes more severe symptoms such as:
- Intense sadness
- Anger
- Depression
- Feeling of being out of control
These symptoms can be so debilitating that they significantly impact a person’s professional life. According to studies, a large percentage of menstruators struggle to perform their work effectively due to period-related symptoms. These include low energy, concentration difficulties, pain, and anxiety.
Poor work-life balance, higher perceived work demands, and less control over work are often reported by those with moderate to severe PMS.
Is PMDD a Disability?
In the USA, PMDD can be recognized as a disability under the Americans with Disabilities Act (ADA) if it substantially limits one or more major life activities. Additionally, the Social Security Administration (SSA) may classify PMDD as a disability if it severely impairs an individual’s ability to function in a work environment or perform daily activities.
The recognition of PMDD as a disability varies, but it is increasingly being acknowledged due to growing awareness and understanding of the condition.
Managing PMS and PMDD at Work
Addressing PMS and PMDD in the workplace involves a combination of lifestyle changes, medical treatments, and open communication with employers. Here are some strategies to consider:
- Flexible Working Arrangements: Employees have the right to request flexible working, which can help manage symptoms more effectively. Options include remote work, compressed hours, and staggered hours.
- Symptom Tracking: Keeping track of symptoms can help in scheduling important work events outside the luteal phase.
- Lifestyle Changes: Regular exercise, stress reduction techniques, and a healthy diet can significantly reduce PMS symptoms.
- Medical Treatments: For PMDD, treatments such as talking therapy, antidepressants, or hormonal treatments may be recommended.
Don’t let PMDD disrupt your career. Focus with Belle.
Belle Health Community Answers
We asked our community about their experiences with PMDD and work. Here are some of their stories and insights:
How Do You Feel About PMDD and the Workplace?
“I work for a mental health team, and thankfully they are very supportive. I have a workplace action plan for those really tough days. Sometimes, I need to rely on them to tell me when I need to go home because I can’t always make the best decisions for myself during PMDD episodes.”
“I need accommodations. It’s impossible to stand for six hours smiling when I’m suffering from PMDD. I wish there was something like pain period leave for a few days a month.”
“My employers are supportive, but it’s still a battle. On my worst days, I just sleep because of the severe headaches, dizziness, and low mood. Flexible working hours would be a great help.”
“Having open conversations about PMDD in the workplace is essential. Hiding how you feel and putting on a mask is draining. Flexibility around working hours would be beneficial, allowing us to work more when we feel better and rest when needed.”
Have You Ever Quit Your Job Because of PMDD Symptoms?
“Yes, and it’s awful. Especially when they start comparing you to other employees because you’re trying to take care of yourself and can’t even walk, while others go to work even though they are sick. PD we did not have the same health issues.”
“I’ve been very close to doing so! But keeping a planner/tracker is key to knowing what to do around this time.”
“Yes! Quite a few times, plus ended relationships and moved across the country more than once too. In SM now and can’t believe the constant car crash moments in my life when I look back to my worst, undiagnosed, and untreated episodes. Feel like I’m restarting my adult life all over again—sadly, I’m in my 40s, so I lost about 20 years of building a stable, solid life. I’m now settled on a worthwhile career path, have a beautiful daughter, and a wonderfully supportive husband.”
“Just before my official diagnosis, I had to change my job. I was working late hours, missing time with my two young children, which just made the PMDD worse, and I just snapped. Now I know when it’s coming and how I’m going to feel. I’m much better prepared, and the job I now have helps me manage it all better. It’s still not easy, but I manage.”
“No, but I’ve called in a few times. There are times when it’s just NOT physically or mentally possible for me to be at work and deal with people and the environment I work in.”
Conclusion
PMDD can have a profound impact on one’s professional life. While the legal framework in the US is still evolving, there is hope for more accommodating workplace policies in the future. Until then, leveraging flexible working arrangements, making lifestyle changes, and maintaining open communication with employers can help manage the challenges posed by PMDD.
Sharing experiences and insights within the community also plays a crucial role in raising awareness and fostering supportive work environments!
