Endometriosis Awareness Month | Women's Health at Work: Why Employer's Need to Pay Attention

Women’s health is still one of the most overlooked areas in the workplace — yet it has a direct impact on attendance, performance, and retention.

As March comes to a close, marking Endometriosis Awareness Month, it’s something I’ve found myself reflecting on a lot. I was diagnosed with Adenomyosis in October 2024, and just this week, my consultant confirmed with almost a high degree of certainty that I’ve been living with Endometriosis for most of my adult life.

Not only that, but my Adenomyosis is about as severe as it can be. These are things I instinctively knew were happening in my body — yet hearing it confirmed still left me sitting there in tears.

The conversation around these conditions is starting to gain traction, but there is still so little understanding, and experiences vary significantly from person to person. For many employees, the reality is that support at work remains inconsistent, informal, or missing entirely.

I’ve experienced first-hand how dismissiveness and lack of understanding can show up in the workplace. I’ve also seen how difficult it is to balance work and health in environments where awareness is limited and support isn’t structured.

Adenomyosis and Endometriosis are not automatically classified as disabilities. However, under the Equality Act 2010, they can be considered a disability if symptoms have a substantial and long-term impact on day-to-day activities. Given these are chronic conditions often involving severe pain and fatigue, many individuals may be entitled to reasonable adjustments at work.

This isn’t just a wellbeing issue. It’s a workplace issue — and employers need to start paying attention.

Why This Matters for Employers

Women’s health conditions such as Endometriosis and Adenomyosis don’t just affect individuals — they directly impact the workplace.

Symptoms can include chronic pain, fatigue, and unpredictable flare-ups, all of which can affect attendance, concentration, and overall performance.

But the bigger issue is often what sits beneath the surface. Many employees don’t feel comfortable disclosing their condition, particularly in environments where awareness is low or conversations feel difficult.

This can lead to presenteeism, increased absence, or employees leaving organisations altogether when the right support isn’t in place.

For employers, this isn’t just about wellbeing — it’s about retention, productivity, and creating a workplace where people can perform at their best.

The Reality in Workplaces

In many organisations, support for women’s health is still inconsistent.

Policies may exist, but they are often unclear or not widely understood. In practice, support tends to rely heavily on individual managers, their confidence in handling conversations, and operational pressures at the time.

This can lead to very different experiences across teams — with some employees feeling supported, while others face dismissiveness or a lack of understanding.

Without a clear and consistent approach, organisations risk creating environments where employees feel they have to manage in silence.

What Good Looks Like

Creating a supportive approach to women’s health doesn’t need to be complex, but it does need to be intentional.

What makes the biggest difference is:

• An open culture where conversations feel safe

• Managers who are confident and informed

• Flexibility where possible to support individuals

• Clear, practical policies that are actually used in practice

Support doesn’t mean lowering standards — it means enabling employees to perform at their best with the right adjustments in place.

Practical Steps for Employers

There are some simple but effective steps organisations can take:

✔️ Provide training to managers on women’s health and how to handle conversations

✔️ Encourage open, supportive dialogue without stigma

✔️ Review absence and wellbeing policies to ensure they are fit for purpose

✔️ Consider whether workplace adjustments are being applied consistently

✔️ Ensure employees understand what support is available

Taking these steps early can make a significant difference to both employee experience and organisational outcomes.

Women’s health is not a niche issue — it’s a workplace reality affecting a significant proportion of the workforce.

Employers who take the time to understand, support, and put the right structures in place will not only reduce risk, foster trust and improve employee experience, but also build more inclusive, productive, and resilient organisations.

Start today: reviewing your policies and support frameworks can make a tangible difference for your team and your organisation.

Need support implementing workplace adjustments or guidance on chronic health conditions?

HDHR can help you create practical, effective frameworks that supporting people and protect the business.

Get in touch today