Endo isn’t just “bad period cramps”. It’s a complex chronic condition that causes serious pain, fatigue, and other symptoms that can make working difficult. For the 830,000 Australians with endometriosis, small changes in the workplace can make a real difference in managing work and health. Here’s some ways you can make that happen.
Flexible Work Options
Flexibility is crucial for employees managing endometriosis. When pain flares up unexpectedly, having the option to work from home can be the difference between a productive day and a sick day.
- Flexibility to work from home when symptoms flare up
- Flexible working hours
- Permission to take breaks when needed
- Job-sharing options
- Provide staggered or altered return-to-work options for surgery or medical episode recovery
Leave Policies That Work
Thoughtful leave policies demonstrate that your organisation understands the realities of living with endometriosis.
- Establish a menstrual leave policy
- Separate menstrual leave from sick leave
- Offer extra leave for chronic conditions management
- Do not require a doctor’s certificate
- Make leave easy to request
- Include everyone who needs it
- Consider including time for partners of people with periods too
Build Understanding
Better understanding makes better workplaces. Invest in educational resources, and provide specialised training for managers so they can appropriately support team members with endo without overstepping boundaries.
- Create a safe working environment
- Help your team learn and understand more about chronic illness and how it can show up in the workplace
- Train managers to support their team appropriately
- Keep communication open
- Make health chat normal, not awkward
Improve Communication
Creating clear channels for discussing health needs is essential in an endo-friendly workplace. Establish confidential ways for employees to communicate their needs without having to share personal medical details with everyone.
- Speak to the staff member to understand what they need
- Make relevant accommodations without fuss
- Be collaborative regarding return-to-work goals post surgery
- Be transparent about any issues
- Ensure any upper management understands the situation to avoid accidental escalation
- Make receiving support simple
- Provide an Employee Assistance Service (EAS) if possible
Not sure where to get started? There are many small ways you can get the ball rolling on an endo-friendly workplace (or any chronic disease—supporting people with endo creates a better workplace for everyone!). Start the conversation about chronic health conditions in your team. Check your existing policies to see what could be updated. Print out this list and not-so-subtly leave it on your manager’s desk. Even when a step seems small, it’s still a step closer towards providing the flexibility and support that can give someone with endometriosis the best chance to succeed on your team.
Experiencing office life with endo? We want to hear your story. Share it as part of the Bodies of a Broken System project here.
*At Astrid, while we use the term ‘women’ in our endometriosis campaign, we recognise this reflects common but incomplete medical terminology. Endometriosis can affect people across the gender spectrum, and conventional language often fails to acknowledge this reality. We welcome and support all individuals affected by endometriosis, regardless of gender identity.
