This Midweek's Focus

When it comes to perimenopause in the workplace, conversations reveal a mix of personal struggle, shared frustration, and a search for practical, real-world solutions. Here are the top 3 to consider:

• Workplace Accommodations (with Caution): While many users acknowledge the legal gray area of perimenopause not being a recognized disability in some places (like the US), they share that getting a doctor's note for "anxiety," "insomnia," or other specific symptoms can be an effective way to get accommodations without revealing the full diagnosis. Examples include working from home, having more flexibility in their schedules, and getting a desk fan or other simple environmental adjustments to manage hot flashes.

• Open Communication with Management (but Read the Room): There's a wide range of opinions on whether to disclose perimenopause to a boss. Some women find it beneficial, especially if their manager is a woman or someone who is empathetic. However, many others caution against it, citing a fear of ageism, being seen as a "menopausal bitch," or that the information could be used against them.

• Strategic Use of FMLA: It’s been suggested using the Family and Medical Leave Act (FMLA) for intermittent leave. Since perimenopause is not a recognized disability in many places, they suggest getting a doctor's note for specific, related symptoms like "anxiety," "chronic insomnia," or "migraines." This approach provides job protection without needing to fully disclose the underlying cause.

💬 Call To Action: Your well-being matters. As mentioned previously, explore the resources on your company health plan to see what's available for you. Additionally, share with us what you have found has been beneficial for you at your workplace. We got this!

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