Employers must take endometriosis more seriously
Jemma Forrest says legislation on menopause in workplace is on its way
Endometriosis affects one in ten women. Yet many workplaces barely mention it.
With employers already facing legal scrutiny, waiting for legislation to prompt action could be financially and reputationally costly. A recent London tribunal highlighted that organisations can be held accountable when long-term health conditions aren’t properly recognised or supported, particularly when meeting the legal disability definition.
Legislation relating to gender equality and menopause at work is on the way, with Equality Action Plans for businesses with more than 250 employees expected from April 2027.
Organisations will need to outline how they tackle gender equality in the workplace, including gender pay gaps and supporting employees managing health conditions like endometriosis. Voluntary adoption of Equality Action Plans began in April but firms must act now to get ahead of the legislation.
With 54 per cent of people unsure what it is, endometriosis is often dismissed as “bad period pain”. However, symptoms like chronic inflammation interfere with everyday activities, including work.
Public awareness is beginning to shift, with online searches for endometriosis rising steadily over the past decade, and public figures from Molly-Mae Hague to Baby Spice speaking openly about their diagnoses. Workplaces, however, aren’t keeping pace. While menopause and fertility support now enter mainstream workplace discussions (with companies like ASDA and Tesco introducing paid IVF leave) endometriosis remains largely overlooked.
If organisations are comfortable running menopause awareness sessions, why is endometriosis absent from wellbeing education?
With just 10 per cent feeling comfortable discussing menstrual health at work, it isn’t surprising concerns about “unreliable” or “difficult” labels still shape how women talk about health in professional environments.
Managers can make a huge difference. Encouraging conversations about health conditions before absences or performance reviews can ensure small issues remain minor. Employers should ensure line managers are properly trained to recognise signs, use the right language and to ask supportive, practical questions.
Managers also need reassurance that supporting employees through health challenges is not lowering expectations, it is appropriate management. When senior leaders speak openly about health, employees are more likely to ask for help without fearing career consequences.
One of the biggest challenges for employers is that endometriosis does not behave predictably. Symptoms can fluctuate significantly and what works one week may not work the next – standard frameworks rarely accommodate that.
HR bodies like the CIPD have long advocated flexible, individualised support for employees managing long-term health conditions, particularly those disproportionately affecting women. That might mean temporary workload adjustments, hybrid working arrangements, flexible hours during flare-ups or simply removing the stigma around stepping back when symptoms become unmanageable.
Small adjustments can make the difference between someone remaining in work or not. Get the basics right: review absence triggers and performance management frameworks and avoid inadvertently penalising employees managing chronic conditions. Systems often assume predictable health conditions and linear working patterns. Endometriosis does not fit either.
Mandatory business reporting will be enforced by the Equality and Human Rights Commission. Not having an equality action plan could lead to formal investigations, compliance orders and court enforcement – with potential unlimited fines.
The government might publicly name employers who fail to comply and any business on that list could face reputational risks and indirect commercial impact, from public procurement eligibility to equality or discrimination claims.
Employers must demonstrate a credible, data-backed plan, which will take time. So, act now. Seeking advice from employment law specialists can help organisations assess readiness, identify potential gaps and be prepared.
Jemma Forrest is a director, Anderson Strathern