Premenstrual Dysphoric Disorder (PMDD) is increasingly being recognised as a serious and often debilitating health condition. While awareness is still developing, we are seeing a growing number of employees experiencing significant workplace difficulties linked to PMDD symptoms.
In much the same way that conditions like endometriosis have become better understood in recent years, PMDD is now beginning to be more openly discussed—and importantly, recognised -within employment law.
If you are struggling at work because of PMDD, it is important to understand that you may have legal protection.
What is PMDD?
PMDD is a severe hormonal condition linked to the menstrual cycle. Unlike more common premenstrual symptoms, PMDD can cause:
Symptoms typically occur in the luteal phase (the weeks before menstruation) and can significantly impact day-to-day functioning.
For many individuals, PMDD is not just an inconvenience -it can be disabling.
Can PMDD be a Disability under Employment Law?
Under the Equality Act 2010, a disability is defined as: A physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.
PMDD may meet this definition where:
Although PMDD is not automatically classified as a disability, tribunals are increasingly willing to recognise fluctuating and cyclical conditions where their overall impact is significant.
How PMDD Can Affect You at Work
Employees with PMDD may experience:
Without understanding or support, this can lead to:
In some cases, employees feel forced to resign due to a lack of support.
Employer Duties: What Should Your Employer Do?
If your employer knows, or ought reasonably to know that you have PMDD which may amount to a disability, they are under a legal duty to make reasonable adjustments. These might include:
Failure to make reasonable adjustments can amount to disability discrimination.
Discrimination Risks Employers Should Be Aware Of
PMDD-related issues can give rise to several types of claims, including:
Where an employer fails to implement adjustments to alleviate disadvantage caused by PMDD.
For example, disciplining or dismissing an employee for absence or performance issues directly linked to PMDD.
Policies such as rigid attendance or performance requirements may disproportionately affect women and those impacted by menstrual health conditions.
Insensitive comments, dismissal of symptoms, or a lack of empathy can amount to unlawful harassment.
Where an employee resigns due to a serious breach of trust and confidence -for example, repeated failure to support or acknowledge the condition.
The Importance of Awareness
One of the key challenges with PMDD is lack of understanding. Unlike visible conditions, PMDD symptoms can fluctuate and may not be immediately apparent.
Employees are often reluctant to disclose their condition due to stigma or fear of being misunderstood. However, awareness is improving. Increasingly:
Practical Steps if You Are Affected
If you are experiencing PMDD-related difficulties at work, you should consider:
Getting legal advice at an early stage can help you protect your position and avoid escalation.
How We Can Help
At our firm, we recognise that conditions like PMDD are real, serious, and often misunderstood. We have experience advising employees on:
We approach these cases with sensitivity, understanding, and a clear focus on achieving the best outcome for you.
PMDD is an evolving area in both medicine and employment law. As awareness grows, so too does recognition of the significant impact it can have in the workplace.
You should not have to struggle in silence or face unfair treatment because of your condition.
If you are experiencing difficulties at work related to PMDD, seeking advice can be the first step towards resolution.
Please contact us on telephone 0116 212 1000 or alternatively complete the free Contact Us form and we will get in touch.
