National Care Group: “With a predominantly female workforce, support for women’s health issues is integral to our strategy. Through our partnership with Sarah, we have been able to deliver online colleague sessions on the menopause but also on broader topics of women’s health more generally.”
Endometriosis is often discussed through the lens of pain and diagnosis. At work, it is often seen through the lens of absence. But absence is only part of the story.
Newson Health explains that endometriosis can cause symptoms including heavy, painful periods, pelvic or abdominal pain and fertility issues. It also notes that some people may experience surgical or chemical menopause as part of treatment pathways.
For employers, this matters because endometriosis can affect working life in ways that are not always visible.
Someone may be at work but in significant pain. They may be managing fatigue, heavy bleeding, medication side effects, anxiety about symptoms or appointments. They may be worried about access to toilets, privacy, uniforms, long meetings, travel, shift patterns or being judged for repeated absence.
If the organisation only asks, “How many days has this person been off?”, it misses the bigger question: “Is work designed in a way that allows this person to keep working with dignity?”
That is where endometriosis becomes a work design issue.
A supportive workplace does not need to know every detail of an employee’s condition. It does need to understand how pain, fatigue and unpredictability can affect work. It also needs to ensure managers are not responding with embarrassment, suspicion or irritation.
One of the most damaging experiences for employees with chronic or recurring symptoms is feeling they have to prove they are genuinely unwell every time. Over time, that erodes trust. It also discourages early conversations, which means issues are more likely to escalate.
Employers should focus on practical support. Can the person access toilets easily? Can they take breaks without scrutiny? Can they work from home during flare-ups, where the role allows? Can shifts or travel be adjusted? Can uniforms be adapted? Can long meetings include breaks? Can absence processes account for recurring health conditions without becoming punitive?
These are not extravagant questions. They are basic questions of dignity and inclusion.
There is also a manager capability issue. Many managers have never been trained to discuss menstrual or gynaecological health at work. They may avoid the subject or handle it clumsily. That is why training matters.
Managers need to know how to keep the conversation work-focused: what is the impact, what support might help, what can be adjusted, and when should HR or occupational health be involved? They do not need to ask intrusive questions. They do not need to understand treatment options. They do not need to provide medical advice.
Endometriosis also reminds us that women’s health support cannot begin and end with menopause. Many employees experience hormone-related or reproductive health issues throughout working life. A modern people strategy should be broader than one life stage.
Facilities - Toilet access, private space, hygiene facilities and ease of taking breaks
Flexibility - Start times, remote working where possible, shift swaps, appointment time and flare-up support
Physical comfort - Uniforms, seating, temperature, standing requirements and travel expectations
Workload - Deadline flexibility, high-pressure periods, meeting length and recovery time
Absence process - Whether recurring symptoms are treated fairly and consistently
Manager response - Whether managers know how to discuss support without embarrassment or judgement
At Balance@Work, we believe endometriosis support should be practical, respectful and grounded in work design. Employers cannot remove the condition, but they can remove unnecessary barriers that make working life harder. For more information, please check out further resources that can be found here.
Encouraging people to speak about their mental health matters. But a supportive workplace also needs to know what to do when they do.
A menopause policy can be approved, published and technically complete without changing a single employee’s experience.
For employers, that has a clear connection to hormone health at work. Trust is not created by a policy or an awareness campaign alone. It develops when people can find credible information, understand what support is available and know what will happen if they ask for help.
