Practical Workplace Adjustments for Perimenopause: A Straightforward Guide
Practical workplace adjustments can make a real difference during perimenopause. Learn what to ask for, how to ask, and what your employer should provide.
Why the workplace often makes perimenopause harder
The modern workplace was not designed with perimenopause in mind. Fixed hours, open-plan offices, formal dress codes, and performance pressures all create an environment where perimenopause symptoms can feel impossible to manage discreetly. Hot flushes, brain fog, anxiety, and fatigue do not conveniently pause during work hours. Many women report that work is where they feel perimenopause most acutely, because the stakes feel high and the freedom to respond to symptoms is limited. Practical adjustments can change this significantly, and you have every right to ask for them.
Temperature and ventilation adjustments
Hot flushes are among the most disruptive perimenopause symptoms in a workplace setting. If your office is warm or poorly ventilated, this compounds the problem. Simple adjustments make a real difference: a desk positioned away from radiators or direct sunlight, permission to use a personal fan at your workstation, access to a cooler room or outdoor space during severe episodes, and flexibility around dress code so that layering is practical. These requests cost employers nothing and have an immediate impact on your ability to function comfortably during the working day.
Flexible hours and remote working
Sleep disruption is one of the most common and most underestimated effects of perimenopause. Night sweats and difficulty sleeping mean that early morning starts can become genuinely punishing. If your role allows it, requesting a later start time or the ability to make up hours flexibly across the week can make a considerable difference to your functioning and wellbeing. Similarly, being able to work from home on days when symptoms are particularly severe removes the energy expenditure of commuting and gives you more control over your environment. Many employers who have adopted hybrid working already have the infrastructure to accommodate this.
Rest breaks and private space
Some perimenopause symptoms, including sudden intense anxiety, brain fog, or a severe hot flush, are best managed with a brief break and a private space to recover. Knowing that you can step away for five to ten minutes without having to explain yourself in detail to a colleague makes it easier to manage symptoms without compounding them with embarrassment or stress. If your workplace has a quiet room, wellness room, or any private space, check whether you can use it during difficult moments. If not, this is a reasonable adjustment to request from HR.
Cognitive adjustments for brain fog
Brain fog affects memory, concentration, and the ability to process information quickly. In a demanding job, this can feel devastating. Adjustments that help include written records of meetings and action points rather than relying on verbal summaries, deadlines communicated in writing, permission to record calls or meetings for reference, and reduced reliance on real-time decision-making in high-pressure situations where possible. These accommodations do not lower expectations but remove unnecessary barriers to meeting them. Many of these practices benefit other colleagues too, which can make them easier to introduce without drawing attention to your specific situation.
Keeping your own records
If you are requesting adjustments or managing a formal process with HR, keeping a record of conversations and outcomes is important. Write notes after verbal meetings and send a brief email summarising what was discussed and agreed. Keep copies of any formal requests and responses. Alongside this, tracking your symptoms helps you demonstrate the pattern and severity of what you are experiencing. PeriPlan lets you log symptoms and track patterns over time, which means you have a reliable record of your experience that is timestamped and consistent, rather than impressionistic accounts written after the fact.
What to do if adjustments are refused
If your employer refuses to make reasonable adjustments without a satisfactory explanation, you have several options. You can raise a formal grievance through your employer's internal process, which creates a documented paper trail. ACAS can provide guidance and offer early conciliation if a dispute escalates. If your symptoms meet the legal threshold for disability under the Equality Act 2010, refusal to make reasonable adjustments could constitute discrimination. This does not mean you need to go straight to a tribunal. Most disputes are resolved through internal processes or ACAS mediation, but knowing your rights strengthens your negotiating position considerably.
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