Endometriosis Support Policy

This policy can be used for employers looking to set out what employees struggling with this issue can expect from them.
It also outlines what support is available.

Introduction

Endometriosis is a condition where tissue similar to the lining of the womb starts to grow in other places, such as the ovaries and fallopian tubes. We recognise that endometriosis is a long-term condition that affects women and those assigned female at birth of any age.

The main symptoms of endometriosis are:

pain in your lower tummy or back (pelvic pain)
period pain that stops you doing your normal activities
pain when going to the toilet
feeling sick, constipation, diarrhoea, or blood in your urine
difficulty getting pregnant
fatigue
heavy periods.

Endometriosis may also cause some women or those assigned female at birth to suffer from mental health issues such as depression.

As an organisation, we have a duty to ensure the health, safety and welfare of all of our employees under the Health and Safety at Work Act 1974. In addition, the Equality Act 2010 outlines that individuals must not be discriminated against due to any form of disability and we recognise that the symptoms of endometriosis may constitute a disability. We are committed to ensuring appropriate support and assistance is provided to any employee who suffers with endometriosis.

The purpose of this policy is to assist with creating an open and supportive workplace where managers and employees can discuss any issues associated with endometriosis, and to ensure the available support is known about and offered to employees when needed.

B) Employee responsibilities

It is important that, as an employee, you prioritise your personal health and wellbeing. If you are struggling with any aspect of your role as a result of symptoms associated with endometriosis, you should discuss any concerns you may have with your manager, who will treat the matter with complete confidence. In order to ensure we can provide you with the best support possible we encourage you to be open in these conversations.

However, we recognise that this is a sensitive issue so if you don’t feel comfortable discussing your situation with your manager, you are encouraged to speak with another senior member of staff, HR or (insert details of a point of contact in place within the organisation such as occupational health, mental health first aiders, Endometriosis Champions and/or an Employee Assistance Programme, if applicable).

C) Employer responsibilities

When responding to an employee experiencing difficulties caused by endometriosis, managers will maintain an open door policy so that employees feel comfortable in approaching them. They will support you to talk openly about your current situation and will not make presumptions about how it is affecting you.

If you need additional support, we would encourage you to speak to (signpost points of contact within the organisation, i.e. occupational health, mental health first aiders or Endometriosis Champions).

Further external information and support is available at (insert details such as https://www.endometriosis-uk.org).

Optional: We have adopted the following measures to support employees suffering from endometriosis (insert measures such as: we are demonstrating our commitment to supporting employees suffering with endometriosis by becoming an Endometriosis Friendly Employer, for more information on this scheme, please contact (name/job title) / we have appointed dedicated Endometriosis Champions who can be contacted at (insert contact details)).

During any discussions, your manager will carefully consider your individual situation and if any adjustments can be made. Your individual needs will be addressed sensitively and confidentiality will be maintained.

Managers will also arrange regular welfare meetings with you to discuss any support you may need, including any adjustments that may benefit you and to evaluate the effectiveness of any adjustments already put in place.

We will explore making adjustments to your role or working environment with the aim of reducing the effect that endometriosis is having on you at work. We acknowledge that endometriosis affects each individual in different ways so no adjustment will be made without fully discussing it with you first.

Examples of adjustments we may consider include:

conducting a risk assessment to identify any particular areas that are a detriment to individuals suffering with endometriosis
assessing how work is allocated and whether additional support can be provided at particular points of the month
additional rest breaks
considering flexible or hybrid working arrangements or home working, including making arrangements for this to take place on an ad hoc basis to help manage intermittent symptoms
changes to working hours and changes to start/finish times
providing lighter duties or amended responsibilities
any special equipment that may be beneficial
adjusting absence trigger points for sickness absence relating to endometriosis.

We are legally obliged by the Equality Act 2010 to make reasonable adjustments to an employee’s role or working conditions if they have a disability that places them at a disadvantage when performing their role and we will ensure compliance with our obligations in this regard.

D) (Optional) Time off for medical appointments

If you need time off work to attend a medical appointment you should inform your manager, giving as much notice as possible. Time can be taken in blocks of minimum one hour. You may be required to provide evidence of the time and date of the appointment.

(EITHER)

(OR)

Employees should attempt to secure any medical appointments outside of their normal working hours, or as close to the start or the end of the working day as possible. Employees are required to make up time taken off work to attend medical appointments, as agreed with the employee’s manager.

(OR)

Employees should attempt to secure any medical appointments outside of their normal working hours, or as close to the start or the end of the working day as possible. Where time is taken off work to attend the appointment, this will be paid to a maximum of (number) hours per appointment. Time taken in excess of this on each separate occasion will be unpaid.

(OR)

Employees should attempt to secure any medical appointments outside of their normal working hours, or as close to the start or the end of the working day as possible. Time taken off work to attend the appointment will be paid.

(OR)

Employees are entitled to paid time off to attend medical appointments.

(OR)

(Insert other arrangements for time off/pay during time off).

E) (optional) Sick pay

(Note – please ensure that these enhanced sick pay rules are applied consistently to all employees and for all medical conditions to reduce the risk of discrimination claims.)

We recognise that sickness absences relating to endometriosis will often be short-term, caused by a flare-up of symptoms. Therefore, you will receive occupational sick pay from day one of any sickness absence relating to endometriosis at the rate of (insert details i.e. full pay, half pay).

F) Bullying and harassment

There is an expectation on all employees to conduct themselves in a supportive, sensitive and open-minded manner towards colleagues. We maintain a zero-tolerance approach to bullying and harassment and will treat any and all complaints seriously. If you feel that you have been mistreated in any way by a colleague because of matters related to endometriosis, please make your concerns known to (insert name or job title).

G) (optional) Employee assistance programme

We would like to remind you that further support is available by contacting our Employee Assistance Programme, a confidential 24-hour telephone counselling service, which can be accessed on (insert details).