Endometriosis is a chronic and debilitating condition that affects approximately 1 in 10 women in the UK. Last month was Endometriosis Action Month, which aimed to raise awareness of this condition and to promote better support for those living with it.
In this blog, I will discuss how UK employers can support workers with endometriosis, and what legal obligations they have to do so.
What is Endometriosis?
Endometriosis is a painful condition where tissue similar to the lining of the uterus grows outside the womb. This tissue can grow on the ovaries, fallopian tubes, bladder, bowel, or other parts of the pelvic area. Endometriosis can cause chronic pain and fertility issues. Other factors include fatigue, nausea, and bowel or bladder problems. As the symptoms of the condition can be severe, they will often impact employment, so it is important employers understand the impact of this condition.
How does Endometriosis affect work?
Endometriosis can have a significant impact on a person’s ability to work. The pain and other symptoms can make it difficult to concentrate, sit or stand for a long time, and perform physically demanding tasks. As a result, women with endometriosis are more likely to take time off work, and they may experience discrimination and stigma in the workplace.
Employers’ legal obligations
Under UK employment law, employers have a duty to make reasonable adjustments to support workers with a disability or long-term health condition. Endometriosis is considered a disability under the Equality Act 2010 if it has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.
Reasonable adjustments employers can make may include:
- flexible working arrangements,
- providing extra breaks or rest periods,
- making adjustments to the work environment,
- additional support.
Employers should also have policies in place to prevent discrimination and harassment in the workplace.
Employers and Endometriosis
Endometriosis can have a significant impact on a person’s ability to work, and it is important that employers provide support to workers with this condition. Employers have a legal duty to make reasonable adjustments and support employees with endometriosis. By offering flexible working arrangements, reasonable adjustments, awareness and training, access to healthcare, and reviewing policies, employers can create an inclusive and supportive workplace for employees with endometriosis.
To discuss this, or any other related matter with an Employment Law expert, contact Jane or a member of her team by calling us, email us or start a live chat today.
*This is not legal advice; it is intended to provide information of general interest about current legal issues.
