Premenstrual Syndrome (PMS) and Premenstrual Dysphoric Disorder (PMDD) significantly affect millions of women, impacting their daily lives, including their professional environments. Recent studies provide a deeper understanding of how these conditions influence work performance and what workplaces can do to support affected employees.

Deep Dive into Recent Studies

Exploring Female Staff Experiences and Recommendations for Workplaces:

• Study Overview: This UK study involved an online survey of 125 working women, revealing that over 90% experienced premenstrual symptoms, with 40% reporting moderate to severe symptoms.
• Impact on Work: There was a direct correlation between the severity of symptoms and reduced presenteeism, increased intentions to reduce working hours, and higher absenteeism.
• Workplace Dynamics: The disclosure of symptoms was notably low due to stigma, perceived inappropriateness, and gender dynamics in management.
• Recommendations: The study emphasized the need for improved managerial training on PMS and PMDD, better communication strategies, and tailored support for affected staff.

Impact of Premenstrual Disorders on Work Disruptions Among Working Women:

• Context and Methodology: Conducted in Iran among 358 working women, this study categorized participants into those with and without premenstrual disorders and analyzed their work productivity and daily functioning.
• Findings: A significant 33.8% of participants had premenstrual disorders, with teachers experiencing higher prevalence than industrial workers, attributed to different work stresses and responsibilities.
• Work Performance: Women with premenstrual disorders reported worse work productivity, functional capacity, and daily activity performance, highlighting a crucial area for occupational health focus.

Addressing Premenstrual Health in the Workplace

The insights from these studies underscore the necessity for workplaces to recognize and adapt to the challenges posed by PMS and PMDD:

Policy Development:

• Implement Clear Policies: Establish clear guidelines and support systems for women experiencing premenstrual health issues.
• Flexible Working Conditions: Adapt flexible work policies that allow affected women to work from home or modify their work hours during symptomatic periods.

Managerial Training and Support:

• Educate and Train Managers: Provide training for managers to understand the symptoms and impacts of PMS and PMDD, promoting empathy and appropriate support.
• Encourage Open Dialogue: Foster an environment where women can discuss their health issues without fear of stigma or misunderstanding.

Employee Support Systems:

• Health and Wellness Programs: Incorporate comprehensive health and wellness programs that include support for menstrual health issues.
• Resource Accessibility: Ensure easy access to medical and psychological support for employees suffering from severe symptoms.

Conclusion

PMS and PMDD are not just personal health issues but are significant workplace concerns that affect absenteeism, productivity, and overall work-life quality. By integrating comprehensive support systems, providing appropriate training, and fostering an inclusive culture, workplaces can significantly mitigate the impact of these disorders and support affected women in maintaining their professional and personal well-being.

Many women in the workplace are either menstruating, transitioning into menopause, or actively experiencing it. For more comprehensive insights, please refer to our report titled Menstruation and Menopause at Work: Impact and Support.