For around one in seven Australian women and those presumed female at birth, going to work can mean pushing through severe pain, fatigue, and emotional strain. This is the daily reality of living with endometriosis.
But these employees often manage their symptoms in silence. Because endometriosis is largely invisible, its effects in the workplace are often misunderstood or overlooked — leaving employees to “mask” their symptoms just to keep their jobs.
The reality of working with endometriosis
Imagine sitting in a meeting while feeling stabbing pain that takes your breath away, or trying to meet a critical deadline while fighting waves of nausea and brain fog. For many with endometriosis, this isn’t hypothetical — it’s business as usual.
Work life with endo can be a cycle of:
- Absenteeism — missing work due to flare-ups, medical appointments, or surgeries.
- Presenteeism — pushing through work while unwell, often with reduced productivity.
- Career impact — passed over for promotions, reduce hours, or change jobs to cope with symptoms.
Why supportive workplaces matter
A supportive workplace can be life-changing for someone with endometriosis. It can mean the difference between keeping a valued employee or losing them entirely.
For employees, workplace support means:
- Reduced stress and better mental health.
- The ability to maintain stable income and career progression.
- Feeling respected and included rather than “different” or burdensome.
For employers, it’s not just about compassion — it’s about smart business. When employees feel supported, they are more engaged, productive, and loyal. A culture that accommodates chronic illness also strengthens a company’s diversity, equity, and inclusion (DEI) profile, attracting top talent and improving team morale.
What workplace support can look like
Creating an endo-friendly workplace doesn’t require massive structural change — it’s about flexibility, understanding, and communication.
Some practical strategies include:
- Flexible working arrangements: Offering hybrid work options, adjusted start/finish times, or the ability to work from home during flare-ups.
- Reasonable adjustments: Adjusting deadlines, reassigning tasks temporarily, or allowing additional breaks when needed.
- Leave options: Ensuring access to paid sick leave, carers leave, or additional unpaid leave for recovery after surgeries or during severe symptoms.
- Workplace awareness and training: Providing education for managers and HR teams about endometriosis and its impact on work via Endometriosis Australia’s EndoThrive program.
- Employee Assistance Programs (EAPs): Offering counselling and wellbeing support, recognising the mental health toll of living with chronic pain.
Endometriosis doesn’t have to end careers. With awareness, flexibility, and compassion, workplaces can empower employees to perform at their best — and send a powerful message that everyone’s wellbeing matters.
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