Endometriosis at work: simple adjustments for a big impact

Endometriosis affects between 10 and 20% of women of reproductive age, and yet, this chronic disease is still largely unknown in the world of work. Disabling pain, intense fatigue, repeated absences... For many employees, Reconciling career and endometriosis is an obstacle course.

For companies, it is a necessity to understand endometriosis since they have a key role to play: according to an Ipsos survey for the Endometriosis Research Foundation, 53% of French women believe that they should better support the people concerned. Despite this realization, only 4% of companies have implemented concrete actions. The majority of employees do not even know if their organization takes this subject into account, as it is still a taboo for some women, a disease that is difficult to address and that it is difficult to put into words.

So, how can we transform this health issue into a real lever for inclusion and well-being at work ? Flexibility, teleworking, layout of workstations... Solutions exist and can be implemented easily. HR, discover how to adapt your support policy for a positive and lasting impact.

Reconciling professional life and endometriosis: a daily challenge

Endometriosis in a nutshell

A disease that is still unknown, but with very real effects.

🧠 Definition: Endometriosis is characterized by the presence of endometrium-like tissue outside the uterus, causing intense pelvic pain, digestive disorders, chronic fatigue, and even fertility complications.

Despite its prevalence, endometriosis remains underdiagnosed and little taken into account, especially in the world of work. Many employees suffer in silence, juggling between disabling pain and professional imperatives, often at the expense of their well-being and sometimes even their career.

Symptoms and consequences at work

The symptoms of endometriosis vary from person to person, but their consequences on work are often the same:

• Intense and unpredictable pain, causing difficulties in concentration and productivity.
• Chronic fatigue and increased fatigability, making it difficult to manage a typical workday.
• Recurrent absenteeism, with crises that may require frequent and unexpected sick leave.

Self-censorship and a barrier to professional developmente, some employees are hesitant to apply for positions of responsibility for fear of not being able to keep up with the pace.

Without appropriate support, these obstacles can lead to deterioration of well-being at work, increased stress and even, in some cases, forced resignation. However, solutions exist to allow employees with endometriosis to continue to evolve in a more inclusive and caring professional environment.

“In my practice, women regularly share with me their need to hide their suffering at work, for fear of being perceived as less efficient. Chronic diseases such as endometriosis present disabling symptoms that impact the relationship at work, yet they are not always comfortable discussing the subject with their employer. For organizations to take this issue seriously, beyond raising awareness, concrete actions should be put in place: adapt working conditions (teleworking, scheduling), train managers to better understand and support the employees concerned, and above all, create an environment where speech is free to speak without fear of stigmatization.”, Clelia Sacadura, Occupational Psychologist & Expertise Director at Qualisocial

The key role of HR in the face of endometriosis among its employees: support and adaptation

Avoiding negative perception: changing the way we look at endometriosis in the workplace

Endometriosis is still too often perceived as a personal subject, even taboo, rather than a real issue of health at work. For some companies, it rhymes with absenteeism, unforeseen events and disorganization, sometimes causing a form of reluctance to talk about it or to put in place appropriate measures.

However, better consideration of the disease does not mean a decrease in performance. On the contrary, by establishing an open dialogue and adapted solutions, HR can transform this challenge into an opportunity: retain talent, improving the quality of life at work and strengthen their inclusion and diversity policies.

The expectations of female employees: concrete solutions, more than compassion

The employees concerned do not want to be cared for, but to be able to work in good conditions despite their illness. According to the Ipsos survey, the expectations of female employees are clear:

• More flexibility : 62% want teleworking and 55% an adaptation of work schedules, in particular to better manage pain attacks.
• A layout of the workstation : 51% mention simple adjustments such as an ergonomic chair, an office close to the sanitary facilities or even a reserved parking space.
• A more inclusive framework : raising awareness among teams and training managers is essential to break the taboo and prevent indirect discrimination. However, only a minority of companies have taken action in this direction.
• Official recognition : support for RQTH (Recognition of the Quality of Disabled Worker) can be an interesting lever to secure the professional career of the employees concerned.

What concrete solutions to better support employees with endometriosis?

Far from being an organizational headache, supporting female employees with endometriosis is based on simple but high-impact adjustments. The objective? Promote their well-being while maintaining their professional commitment.

Arrange working conditions for greater flexibility

• Adapted telework : allow 1 to 2 days of teleworking per week or the possibility of using it punctually during periods of crisis.
• Flexible hours : relax arrival and departure times to better manage fatigue and nighttime pain.
• Therapeutic part time : offer the possibility of a temporary adjustment of working time in consultation with occupational health.

Adapting the workstation for better comfort

• Ergonomic furniture : a more comfortable chair, an adjustable desk or a station close to the sanitary facilities to limit discomfort.
• A dedicated parking space : avoid tiring trips by guaranteeing easy access to the premises.
• A space to rest : offer a place where the employee can lie down in case of intense pain.

Raising awareness and training to break the taboo

• Training managers and HR : to give them the keys to better understand endometriosis and to support the employees concerned without prejudice.
• Informing the teams : organize awareness-raising campaigns to create a caring climate and avoid misunderstandings about absences or accommodations granted.
• Set up a health referent : a dedicated contact person to listen, advise and guide employees to the right resources.

💡 Quick tips from the editor: March 28, World Endometriosis Day, can be the ideal opportunity to launch internal communication and raise awareness among your employees about this disease that is still too unknown.

Support recognition and administrative procedures

• Facilitating the request for RQTH (Recognition of the Quality of Disabled Worker) to secure the professional career and benefit from specific arrangements.
• Suggest an adapted mutual insurance with better care for endometriosis.
• Encouraging dialogue with occupational health to identify the best solutions for adapting the position.

Towards a more inclusive business: there is no small solution

A small step for the company, a big step for employees ! Making endometriosis a subject for dialogue and action in business is not a matter of radical transformation, but of a gradual evolution of HR practices. Every action, even the simplest, contributes to creating a more caring and inclusive work environment.

Not every company can implement menstrual leave or a complete overhaul of work organization. But every adjustment, no matter how small, counts:

• Authorizing occasional telework in the event of a crisis means recognizing the specific needs of female employees without impacting productivity.
• Adapting work schedules means giving flexibility to better manage fatigue and pain.
• Setting up an open dialogue with HR and managers is already lifting a taboo and showing that the company is listening.

Adopting more inclusive practices is not a constraint, but a driver of loyalty and performance. Companies that are committed to these topics strengthen their employer brand, attract talent and build a more resilient and human organization.

💡The main thing to remember: There is no small solution. The key is to pave the way for better consideration of endometriosis at work, with actions adapted to each company. Listening, flexibility and adaptation are the first steps towards a more inclusive and efficient company.

To go further: useful resources and contacts

Supporting employees with endometriosis requires information and the right resources. Find useful contacts to go further in setting up an inclusive work environment. 🔍

Specialized associations and organizations

• Endometriosis Research Foundation → Information, awareness and scientific advances on the disease.
• EndoFrance → A reference association that supports patients and raises awareness among the general public.
• Endomind → Awareness-raising and advocacy for the recognition of endometriosis in business.

Rights and administrative support

• MDPH (Departmental House for Persons with Disabilities) → Request for Recognition of the Quality of Disabled Worker (RQTH) and support.
• Ameli.fr (Health Insurance) → Information on work stoppages, therapeutic part-time work and care arrangements.
• Agefiph → Financial aid and advice for the layout of workstations for employees with disabilities.

💡 Are you an HR or manager and want to take action?

Start by opening a dialogue, getting information and implementing concrete actions. Raising awareness, developing, listening: each step counts for a more inclusive business. To support you in this process, Qualisocial offers adapted solutions to promote a respectful and inclusive environment for your employees.