PMS and the workplace
12 Oct 2007
With increasing frequency NAPS is contacted by women whose PMS is seriously affecting their employment prospects and careers. A recent example from Mrs A illustrates the issues often involved.
“ I am 33 years old and have suffered with PMS since my early twenties which has become even worse since the birth of my children, 7 years ago. I suffer from erratic mood swings, paranoia, despondency, bloating, irritable bowel, severe cramps, backache, headaches, nerve (leg) pain, heavy periods. I also suffer slightly milder symptoms at ovulation. I have worked part time (25hrs per week) for the past 5 years. I have lost approximately 1-2 days per month (not every month, but mostly) due to period problems. My employer was aware of this and when possible I would make up my hours.
However, my employer recently called me in for a "chat", which resulted in me being issued with a formal oral warning for my sickness record. Apparently I had taken 19 days sick leave (this was inclusive of time taken to look after my children during sickness) since the previous July and was told that there was no reason for this. I explained that my manager was aware of my period problems and this was denied.
I have since been unable to return to work, suffering from nervous debility - reactive depression - and have been prescribed anti-depressants and Norethisterone to try and alleviate the PMS and control my periods more effectively. I do feel that these are helping slightly but do not feel I can return to my present employers, or gain new employment, until all these symptoms are totally under control.
I do not mind you using my letter. However, as I am still employed but on sick leave, I wish to be anonymous. I do not want any repercussions from work as I have since received a letter stating they wish to hold a formal disciplinary hearing (only after I complained to the management that they were wrong in the way they conducted the oral warning.) My doctor has advised me against attending and has sent them a letter stating I am unfit to attend at the present time. They have accepted this. “
This is not an isolated case. Rather it represents a growing issue. PMS often gets more severe as women enter their middle years when they are able to resume their careers. Women in all walks of life whose employment and careers are affected by PMS have contacted NAPS. Whilst we can help provide guidance on managing PMS, we need to play our part in increasing awareness of the employment issues confronting many sufferers. We want to begin the process of encouraging practices that understand and acknowledge the particular health issues experienced by many women during their reproductive years. This is a challenging area, however, we consider that we should address it head on. NAPS is the only specialist voice of PMS. Women will become the majority of the workforce within the next decade. This should provide the opportunity for rebalancing attitudes in the workplace to take account of the particular health and related issues that affect working women during these important years.
NAPS wants to raise the issue of PMS in the workplace with trade unions, employers and with the Women’s National Commission. We need your input. We would value your views and experiences so that we can cast greater light on issues involved. Do you agree that this is an area of concern? Are you fearful that your PMS is affecting your work? Do you feel vulnerable like Mrs A? Have you ideas about improvements? What is your personal experience? Do get in touch. We will respect totally your confidentially unless you want otherwise. We believe this is a major issue. Do you?
