PMS and working life – when the cycle affects work
Many women experience PMS (premenstrual syndrome) with symptoms such as fatigue, low mood, anxiety or irritability. For some, the symptoms are so severe that they resemble depression or anxiety, and are then called PMDS (premenstrual dysphoric syndrome). In the workplace, this can manifest as cyclical dips in energy, stress sensitivity or repeated absence.
How can employers support employees with PMS at work?
- Create a culture where it is safe to talk about PMS at work so that problems are discovered as early as possible.
- Provide managers with knowledge about how PMS can affect work ability.
- Offer flexible working arrangements, such as remote working on certain days.
Pregnancy and the work environment – a balance between performance and health
Pregnancy involves major changes that sometimes require adjustments in the workplace. Risks such as gestational diabetes, thyroid disorders or anxiety about childbirth can affect both work ability and attendance. The partner can also suffer from mental stress.
How can employers support pregnant employees?
- Be responsive and avoid high-pressure demands.
- Ensure clear routines for adjustments during pregnancy.
- Offer occupational health care with knowledge of women’s health.
- Facilitate planning for parental leave and return to work.
Menopause at work – an invisible work environment issue
Menopause often occurs in the middle of working life (40–55 years) and affects about half of the workforce. Common symptoms such as sweating, brain fog, sleep problems and mood swings can be misinterpreted as exhaustion or depression. Many women struggle in silence and withdraw until the last moment to seek help, which leads to unnecessary sick leave.
How can employers support employees with menopausal symptoms?
- Offer information and training about menopause at work.
- Offer occupational health with expertise in menopause.
- Educate managers on how women can be affected during menopause, and how to treat them respectfully.
- Ensure clear procedures for adjusting working hours, environment and recovery when necessary.
Why women’s health in the workplace is a business issue
Failing to consider women’s health in the workplace can lead to unnecessarily high sick leave, missed potential among experienced employees, and even employee turnover, especially among women in menopause.
By working proactively, HR and employers can create an inclusive work environment where employees can perform and feel good throughout their lives.
Watch our webinar on women’s health here
