Legal update – Breaking the Silence: Addressing Endometriosis in the Workplace
Breaking the Silence: Addressing Endometriosis in the Workplace
March marks Endometriosis Action Month, a dedicated campaign to increase awareness of endometriosis, a chronic and often debilitating condition affecting one in ten women. Despite ongoing efforts to improve understanding, many individuals with endometriosis still face stigma, particularly in the workplace. Research from Endometriosis UK highlights both progress and persistent challenges in addressing this issue at work.
Understanding and Awareness
Encouragingly, public awareness of endometriosis has grown significantly. A recent survey by Endometriosis UK found that 65% of respondents correctly identified it as a gynaecological condition, up from 53% in 2024 and 49% in 2023. However, a notable gender gap remains, while 82% of women recognised the condition, only 47% of men did.
Awareness, however, does not always lead to open discussions. Although 37% of the 2,000 respondents expressed a willingness to talk about menstrual health at work, actual conversations remain rare. Only 11% of men and 20% of women reported ever having spoken about periods or menstrual health with colleagues.
The Workplace Impact of Endometriosis
Endometriosis can severely affect an individual’s ability to work due to symptoms such as chronic pain, fatigue, and fertility issues. Many women find themselves earning lower wages or being forced out of work altogether. In some cases, workplace discrimination has led to legal battles, such as a recent case where a banker successfully claimed reasonable adjustments for her condition. Additionally, many women report having their symptoms dismissed as psychological rather than physical, reinforcing harmful stigmas.
Despite these challenges, a growing number of employees are willing to support colleagues affected by endometriosis. According to the survey:
- 39% would suggest ways to seek workplace support.
- 21% felt they could provide direct support.
- 17% were aware of HR policies or assistance programmes available.
However, some negative perceptions persist:
- 13% worried that the condition could negatively impact a colleague’s performance.
- 6% indicated they would advise against informing a line manager.
- 3% said they would avoid the discussion entirely.
- 2% admitted to feeling embarrassed about the topic.
Creating a Supportive Workplace Culture
Julie Burns, manager of the ‘Endometriosis Friendly Employer’ scheme at Endometriosis UK, emphasises the need for a more inclusive workplace culture. She encourages employers to normalise conversations around menstrual health and create safe spaces where employees can discuss their conditions without fear of stigma or discrimination.
“Nurturing a culture of openness towards endometriosis and menstrual health will help those with the disease to thrive, and your organisation to thrive with them,” Burns states.
Practical Steps for Employers
Employers play a crucial role in ensuring that individuals with endometriosis receive the necessary support to excel in their roles. Here are six key actions businesses can take:
- Provide Training and Raise Awareness
Educate staff about endometriosis to foster understanding and empathy. Endometriosis UK offers bespoke training programmes to help employers navigate these discussions. - Encourage Open Conversations
Reducing stigma around reproductive health can empower employees to speak about their condition with managers and HR teams without fear of discrimination. - Implement Reasonable Adjustments
- Allow time off for medical appointments without using annual leave.
- Separate endometriosis-related absences from general sickness records.
- Ensure these absences do not negatively impact performance evaluations, promotions, or bonuses.
- Offer flexible work hours, hybrid or remote work options, and additional breaks.
- Provide special equipment and comfortable spaces for symptom management (e.g., access to hot water bottles or rest areas).
- Offer Support Services
Direct employees to external support organisations like Endometriosis UK and provide access to occupational health professionals who can recommend workplace adjustments. - Conduct Regular Check-ins
Maintain open lines of communication to ensure affected employees feel supported and to assess whether additional accommodations are needed. - Join the Endometriosis Friendly Employer Scheme
Demonstrating a commitment to supporting employees with endometriosis can foster a more inclusive and productive workplace.
Turning Awareness into Action
While awareness of endometriosis has improved, meaningful action is needed to create genuinely supportive work environments. Employers must proactively implement policies that foster inclusivity, prioritise employee well-being, and dismantle the stigma surrounding menstrual health. By doing so, businesses can ensure that individuals with endometriosis feel valued, empowered, and able to thrive in the workplace.
Now is the time to move beyond recognition and take concrete steps towards workplace inclusivity. Supporting employees with endometriosis isn’t just about compliance, it’s about building a stronger, healthier, and more equitable workplace for all.
