Written by Gabby Daymond, Founder of HerHR
HR Strategist (14+ years experience) | LLB (Law) | Supporting Australian employees and SMEs navigate complex workplace issues.
Last updated: March 2026
Quick Answer:
Perimenopause can affect work performance through symptoms like fatigue, sleep disruption, anxiety or brain fog. In Australia, employees may have workplace protections through anti-discrimination laws, flexible work rights under the Fair Work Act, personal leave entitlements, and workplace health and safety obligations. When approached thoughtfully and collaboratively, workplace adjustments can often support both the employee and the organisation.
Navigating these rights – and knowing how to raise the conversation professionally – isn’t always easy. Speaking with an independent HR expert can help you understand your options and approach workplace discussions calmly and strategically.
What Is Perimenopause & Why Work Can Feel Tougher
Perimenopause is the lead-up to menopause, often starting in your 40s but sometimes earlier. It can last years and bring symptoms such as:
- Hot flushes and night sweats
- Sleep difficulties
- Anxiety or mood changes
- Brain fog and memory lapses
- Fatigue and low energy
When this collides with work demands, many professional women are left wondering: Is my body holding me back from my career? That’s why understanding your workplace rights – and knowing when to seek independent professional guidance – can be so important.
Your Workplace Rights in Australia
Here’s what you should know:
Anti-Discrimination Protections
While “perimenopause” is not specifically named in legislation, symptoms may fall within existing protections relating to sex, age, or disability discrimination. Employers must not treat you unfairly because of health-related changes connected to these characteristics.
Flexible Work and Workplace Adjustments
Depending on your circumstances, you may be able to request practical adjustments at work – such as flexible hours, working from home, cooling measures, or additional breaks.
Eligible employees may request flexible working arrangements under the Fair Work Act 2009. In some situations – particularly where symptoms significantly affect health – employers may also need to consider reasonable workplace adjustments under the Disability Discrimination Act 1992.
Leave Entitlements
You can generally use personal leave (sick leave) for medical appointments or days when symptoms significantly affect your ability to work.
Workplace Health & Safety
Employers also have a duty of care to provide a safe working environment, which includes managing psychosocial and health risks that may affect employees’ wellbeing at work.
What Support Can You Ask For?
If perimenopause symptoms are affecting your work, there are often practical adjustments that can help you stay productive and feel more comfortable at work.
Depending on your situation, you might consider discussing options such as:
• flexible start and finish times
• occasional work-from-home arrangements
• additional rest breaks during difficult days
• adjustments to uniforms, temperature or workspace
• clearer workload planning or temporary adjustments to deadlines
Sometimes it can feel difficult to raise the topic with your manager – or you may not be sure what to ask for, or how to frame the conversation professionally.
That’s where independent HR guidance can help. Speaking with an experienced professional can help you think through your options, clarify what adjustments may genuinely support you, and approach workplace conversations calmly and collaboratively.
When Support Is Not Taken Seriously
Most employers want to support their people well. However, problems can arise when concerns are dismissed, symptoms are misunderstood, or requests for reasonable support are not properly considered.
In some situations, workplace responses may raise questions about discrimination, unfair treatment, or adverse action.
If something doesn’t feel right, it can help to pause and get clarity before reacting or escalating the situation.
Independent HR guidance can help you:
• understand whether your workplace response appears appropriate
• review relevant workplace policies or processes
• plan how to raise concerns in a constructive way
• understand what options may be available if the issue continues
Often, having the right strategy early can help resolve situations more smoothly and protect working relationships.
Your Next Step
If perimenopause symptoms are starting to affect your experience at work, you don’t have to navigate it alone.
At HerHR, I support professional women across Australia to navigate complex workplace situations with clarity, strategy, and confidence – so they can approach important conversations at work calmly and constructively.
Sometimes even one conversation can help work feel manageable again.
Disclaimer: This article shares general information on workplace rights in Australia and is not legal advice. For support tailored to your situation, consider booking a 1:1 individualised support session.
