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March is Endometriosis Awareness Month, and it's an important time to talk about a condition that affects millions of people worldwide. With 1 in 10 women in the UK and equally around 10% of women globally living with endometriosis, this gynaecological condition can have a significant impact on physical health, mental health, and career progression.

For workplaces, the impact of endometriosis is profound. Symptoms like chronic pain, fatigue, and heavy periods often lead to sickness absence, reduced productivity, and even employment tribunal cases in some instances. Yet, despite the prevalence and severity, there is still a lack of understanding about endometriosis in many workplaces.

This article will look at how businesses can take meaningful steps to support employees with endometriosis. By creating an inclusive workplace and implementing reasonable adjustments, employers can help employees feel happier, more supported, and more productive.

It's important to note at the start of this article that endometriosis doesn’t only affect women. Trans and non-binary employees can also experience endometriosis, which is why it’s essential to make sure that benefits, policies, and conversations are inclusive and accessible to all employees, no matter their gender identity.

So what is endometriosis?

Endometriosis occurs when tissue similar to the lining of the womb grows outside the uterus, for example, on the fallopian tubes, ovaries, or other areas of the pelvis. This condition can cause severe pain, scar tissue, and a range of debilitating symptoms, which often have a negative impact on day activities and job performance.

Quick facts

• Endometriosis affects 1 in 10 women in the UK.
• Symptoms of endometriosis can lead to substantial and long-term adverse effects on physical health.
• On average it takes 8 years and 10 months from the first GP visit to get an endometriosis diagnosis.
• Globally, 10% of women are diagnosed with this chronic condition.
• 55% of people with endometriosis have taken time off work "often" or "very often" for their symptoms.
• Workplace productivity loss from endometriosis-related absences costs millions annually. Remember that this is just diagnosed endometriosis, and many cases go undiagnosed. If we include the economic cost of absenteeism due to severe period pain and heavy periods (the most common symptoms of endometriosis), it's estimated to cost £11 billion per year.

The symptoms of endometriosis vary from person to person, making it difficult to identify and manage consistently. Chronic pain, painful periods, and pelvic pain are common symptoms, but psychological symptoms like anxiety and depression are also very common. This creates challenges for workers with endometriosis and the organisations employing them.

Common symptoms affecting work performance

Physical symptoms

Endometriosis can be a very painful condition, characterised by heavy periods, severe pelvic pain, joint pains, and fatigue. These symptoms may require frequent breaks or even extended time away from work. For people with endometriosis, day-to-day functioning can become difficult, especially without proper accommodations.

Cognitive and emotional impacts

Chronic conditions like endometriosis can lead to brain fog, decreased concentration, and fatigue. Emotional wellbeing often suffers due to the frustration of dealing with severe symptoms, the stigma surrounding menstrual health conditions, and the lack of understanding about endometriosis in workplaces.

A real-world example

Meet Anna, a skilled marketing professional who loves her job. Despite her talent and dedication, Anna’s endometriosis—causing chronic pelvic pain, fatigue, and other symptoms—started to take a toll. Frequent sick days and missed deadlines made her worry about her career progression.

Without workplace support, Anna struggled to manage her condition and maintain her high performance. Her employer didn’t fully understand the impact of endometriosis, and there was little flexibility in her role. This left Anna feeling anxious, isolated, and unsure of her future.

What could have helped?

Flexible working hours, remote work options, regular breaks, or even access to a quiet space could have made a huge difference for Anna. Supportive communication and workplace policies would have empowered her to manage her health while continuing to excel at work.

Anna’s story highlights how small, thoughtful changes in the workplace can create a supportive environment where employees with chronic conditions, and all employees, can thrive.

Practical workplace solutions

Supporting workers with endometriosis begins with practical changes to the workplace. Here are strategies that help create an inclusive workplace while addressing the impact of endometriosis:

Physical environment adjustments

• Quiet spaces: Provide quiet rooms where your employees can rest or manage symptoms during the workday.
• Adequate toilet facilities: Make sure that bathrooms are easily accessible and well-stocked with sanitary products.
• Special equipment: Ergonomic furniture or heating pads can help your employees manage their pain more effectively.

Work arrangement modifications

• Flexible working arrangements: Offering options like remote work, job sharing, and flexible schedules can make a world of difference for your employees. After all, health and personal challenges don’t stick to a 9-to-5 schedule.
• Frequent breaks: Allow your employees to take regular breaks to manage pain or fatigue.
• Extra breaks: Be open to providing additional time off for people with severe symptoms.

Supportive policies

Creating a supportive workplace starts with the right policies.

• Think about offering paid leave for endometriosis-related absences—it shows your team you truly care.
• Consider introducing policies that address menstrual health conditions directly, so employees know their needs are taken seriously.
• Most importantly, encourage open and honest communication between HR and employees. Building trust goes a long way in making people feel supported and understood.

Endometriosis affects everyone differently, which is why a one-size-fits-all approach to workplace adjustments simply doesn’t work. As one HR specialist explains:

'It is vitally important at this stage that both employer and employee are clear on what is being agreed to. As the condition varies so dramatically from person to person, two different employees' needs could be very different.'

This is why companies need to build flexibility into their policies, allowing managers and employees to work together and adjust accommodations as needs evolve. By starting with an open and adaptable approach, organisations can make sure that employees feel supported no matter how their condition may change over time.

If you’re looking for inspiration to draft or improve the Women’s Health Policy at your workplace, click the link below for a helpful template.

Communication strategies

Creating a culture of understanding about endometriosis starts with transparent communication. Here are steps to get started:

Educate all staff

Offer training sessions or resources about the symptoms of endometriosis and its workplace impact. You could work with organisations like Endometriosis UK or Inclusive Employers who provide expert advice.

Build support networks

Encourage the creation of employee resource groups or  appoint endometriosis champions within your organisation. These allies can provide peer support and advocate for positive change.

Template conversations

Talking about endometriosis can feel daunting, but creating a safe space for open conversations is important. Here’s how to approach these discussions with care and empathy:

What to say:

“Thank you for sharing this with me. How can we best support you?”

“I understand that endometriosis can have a big impact on day-to-day life. Let’s discuss any adjustments you might need.”

“Your health and wellbeing are important to us. What can we do to help you manage your symptoms?”

“Would flexible work arrangements or extra breaks be helpful?”

“I’m here if you need to talk or need help finding resources.”

What not to say:

“It’s just a bad period, right?”

“Everyone has to deal with some pain. Can’t you push through?”

“It can’t be that bad, can it?”

“You’re lucky it’s not something worse.”

“Are you sure it’s endometriosis? You look fine to me.”

Do’s and don’ts:

Do normalise conversations around menstrual health to reduce stigma.

Do actively listen to employees and acknowledge their experiences.

Do educate yourself and your team about the symptoms and challenges of endometriosis.

Don’t dismiss an employee’s symptoms or compare their experience to others.

Don’t avoid the conversation for fear of saying the wrong thing—engagement shows you care.

Don’t assume you know what’s best for the employee without discussing their needs.

Know your legal obligations

Under UK employment law, endometriosis can qualify as a disability if it causes a substantial and long-term adverse effect on an individual’s ability to carry out normal day-to-day activities. Employers are legally obligated to make reasonable adjustments to accommodate employees with such medical conditions.

Guidance for employers

• Consult occupational health professionals for expert advice.
• Develop clear policies outlining workplace adjustments for menstrual health conditions.
• Maintain accurate documentation to avoid misunderstandings or employment tribunal risks.

A real-world example

Sometimes, it’s easier to understand the importance of workplace adaptations by looking at how others have approached the challenge. Let’s take a closer look at a real-life example where an organisation made meaningful changes to support an employee with endometriosis—and the difference it made.

In November 2024, Barclays Bank faced a significant legal decision highlighting the importance of workplace adaptations for employees with endometriosis. Anca Lacatus, a former analyst at Barclays, was awarded almost £50,000 by the East London Employment Tribunal for personal injury and sex discrimination. The tribunal found that Barclays had failed to adjust her working hours while she suffered from endometriosis and anxiety.

This case underscores the necessity for organisations to implement comprehensive policies that support employees with chronic health conditions like endometriosis. Following the tribunal's decision, Barclays took proactive steps to enhance their workplace policies:

Flexible working arrangements: Barclays introduced more flexible working hours and remote work options to accommodate employees dealing with chronic conditions, ensuring they can manage their health alongside work responsibilities.

Employee resource groups: The bank established support networks within the organisation, providing a platform for employees to share experiences and access resources related to endometriosis and other health issues.

Training and awareness programmes: Barclays implemented training sessions for managers and staff to raise awareness about endometriosis, aiming to create a more inclusive and understanding workplace culture.

Creating a support system

Building a strong support network is essential for employee wellbeing. Here’s how employers can work towards this:

• Partner with organisations like Endometriosis UK or Inclusive Employers to access resources and guidance.
• Encourage workers with endometriosis to connect with healthcare providers for medical advice and pain management.
• Establish employee resource groups focused on reproductive health issues.

Providing support for employees with endometriosis isn’t about giving them special treatment—it’s about creating an environment where they can thrive. As Rozie Corbett, Head of Development at Endometriosis UK, puts it:

'Providing workplace support to those with endometriosis isn't about "going easy" on staff, it's about making adjustments to ensure people are happy, healthy, and able to fulfil their potential and help an organisation to reach its business goals.'

Building a culture of understanding and implementing thoughtful adjustments will help create a workplace that benefits everyone.

Action plan for endometriosis-friendly workplaces

To become an endometriosis-friendly employer, start by following these steps:

1. Assess needs: Conduct anonymous surveys to better understand the needs of your employees with menstrual conditions.
2. Develop policies: Implement a friendly employer scheme with clear guidelines for workplace adjustments. If you need inspiration for your policies, you can download our Women's Health Policy template here.
3. Train managers: Educate managers about symptoms of endometriosis and how to support affected employees.
4. Provide resources: Make sure employees have access to expert advice and support networks. Consider partnering with a benefits provider like Fertifa. Your employees will have access to educational resources, created and curated by medical experts on the most common and complicated women's health topics, as well as access to video consultations and appointments with our in-house clinical team.
5. Track progress: Use progress tracking methods to evaluate the effectiveness of your policies.

Next steps

Endometriosis is something many people live with, and workplaces have an incredible opportunity to make a real difference. By taking steps to better understand the challenges and creating a supportive environment, you can not only help your team feel valued and supported but also ease some of the burden of their pain, making their workday a little more manageable.

This Endometriosis Awareness Month, take some time to reflect on how your workplace can improve. Start by reviewing your policies, opening up conversations, and seeking advice if needed. Small changes can have a huge impact—not just for those living with endometriosis, but for building a more caring and inclusive workplace overall.