Working for Employees with Endometriosis
Our team of Employment solicitors consists of dedicated specialists and lawyers who deal exclusively with employment law. The team has over 60 years’ experience collectively and have wide, in-depth knowledge of all employment matters and disputes.
What is Endometriosis?
Endometriosis is a chronic and often debilitating condition affecting around 1.5 million people in the UK.
It occurs where tissue similar to the lining of the womb grows elsewhere in the body, including the ovaries, fallopian tubes and surrounding organs. This can cause:
Unlike many short-term conditions, endometriosis is typically long-term, unpredictable, and progressive, with symptoms that can vary significantly from day to day.
It is also widely recognised as an “invisible condition”, meaning individuals may appear outwardly well while experiencing significant pain and limitations.
The Reality of Living and Working with Endometriosis
One of the most difficult aspects of Endometriosis is not just the condition itself—but the lack of understanding surrounding it. Many individuals face:
In the workplace, this lack of understanding can translate into unfair treatment, unrealistic expectations, and avoidable conflict.
Is Endometriosis a Disability in the UK?
Endometriosis is not automatically classed as a disability under the Equality Act 2010. However, it can meet the legal definition where:
It has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities.
In practice, many people with endometriosis may qualify where:
The law recognises that conditions do not need to be constant –fluctuating or episodic conditions can still be disabilities if their overall impact is substantial.
How Endometriosis Can Affect You at Work
Endometriosis often impacts work in ways that are distinct from other conditions, particularly due to chronic pain and fatigue. Common workplace difficulties include:
Because symptoms are not always visible, employees may find themselves:
This can create a deeply stressful working environment and, in some cases, lead to resignation.
When to tell Your Employer about your Endometriosis
Many people are able to work despite their condition and have successful and rewarding careers. The extent of the condition can determine whether or not it is formally a disability. The Equality Act 2010 defines disability as “a physical or mental impairment which has an effect on a person’s ability to carry out normal day-to-day activities.” This could include ‘hidden’ impairments or disabilities and the effect must be “substantial, adverse and long-term.” It is arguable that Endometriosis could constitute a disability.
Legally, employees with disabilities should not be treated less favourably than non disabled persons. This may mean giving allowances for time off, providing light duties during episodes of pain and adjustments to their workload. If a person is treated less favourably and/or an employer fails to put into place ‘reasonable adjustments’ individuals may be able to present claims of discrimination.
To assist the employer in understanding your condition and the additional support they could provide, it is important that an assessment is undertaken to provide feedback, assistance and recommendations for adjustments. If this is to take place, you therefore need to ensure that your employer has sufficient knowledge of the condition so that they can offer support or undertake any necessary Occupational Health assessments.
Any recommendations provided should be implemented as quickly as possible, where reasonable to avoid any further detriment.
Where an employer knows or ought reasonably to know, that an employee has Endometriosis which may amount to a disability, they have a duty to consider reasonable adjustments. These may include:
Employers should also take care to ensure that policies, particularly around attendance and performance -do not unfairly disadvantage employees with chronic conditions.
A failure to act reasonably may amount to unlawful disability discrimination.
Common Workplace Issues and Legal Claims
We regularly advise on situations where Endometriosis has been misunderstood or mishandled. Common issues include:
Disciplinary Action for Absence – Employees being penalised for time off linked to flare-ups, treatment or recovery from surgery.
Failure to Make Reasonable Adjustments – Where employers refuse or fail to implement practical support measures.
Discrimination Arising from Disability – For example, dismissal or warnings due to performance issues caused by pain or fatigue.
Indirect Sex Discrimination – Workplace policies that disproportionately affect women and those with menstrual health conditions.
Constructive Dismissal – Where ongoing lack of support or understanding forces an employee to resign.
What Should You Do If You Are Affected?
If Endometriosis is affecting your work, it is important to take proactive steps:
Many issues escalate unnecessarily due to lack of early advice. Addressing concerns early can often lead to a better outcome.
How We Can Help
At Lawson West, we recognise that Endometriosis is a serious, complex and often misunderstood condition, particularly in workplace settings.
We have extensive experience advising employees on:
We approach these cases with sensitivity, realism and a strong focus on achieving practical solutions.
Speak to an Employment Solicitor
If you are struggling at work due to Endometriosis, or facing disciplinary action, absence concerns or dismissal linked to your condition, you do not have to manage this alone.
Contact our employment law team today for confidential advice – Call us on 0116 212 1000
Or Make an enquiry online and we will respond promptly.
Supporting Awareness of Endometriosis at Work
Despite affecting so many people, Endometriosis is still widely misunderstood—particularly in professional environments.
Greater awareness leads to better support, fairer treatment, and improved outcomes for employees.
You should not have to justify your condition or suffer in silence – legal protection may be available to you.
If you want to see us face to face, we run four employment law walk-ins each week at our offices in Leicester and Market Harborough and this initial meeting with you is FREE of charge. We’ll look at your paperwork and advise on the best course of action. We can also meet with you digitally on Teams if you’re in another part of the country, in fact, we advise individuals on their employment legal needs right across the UK.
From settlement agreements, to redundancy, dismissal and disability and other types of employment dispute situation, we’re on hand to support and advise you. Please get in touch as soon as you can, as deadlines might apply.
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Evidence of our great client service can be seen in the reviews and testimonials we regularly receive. We are always pleased to receive great reviews because it means our clients are happy with the service we provide, and it shows that we deliver on our core values, we don’t just talk about them. We really welcome client feedback and hope you enjoy reading some of the latest testimonials throughout this website.
Approaching your employer when you have been suffering with endometriosis is a daunting prospect. Apart from coping with the pain itself, getting across what you are actually suffering from can be difficult, if not impossible.
Starting at the beginning is the best option so you understand the condition and can then help your employer to understand too.
