As an organisation that actively campaigns to improve the rights of those with menstrual health conditions in the workplace, Endometriosis UK has welcomed the spotlight the petition for 3-day menstrual leave has shone on this important topic. While the Government has responded to the petition by confirming it will not be implementing menstrual leave, Endometriosis UK continues to lobby for the Government to ensure the Employment Rights Bill currently going through Parliament, includes the introduction of menstrual health action plans that would provide clear guidance to better support those with endometriosis, adenomyosis and all menstrual health conditions at work.
Among the changes we are also seeking is an end to unfair practices such as absence management systems that penalise those with disease.
Employers need to recognise the real impact that menstrual health conditions have on their individual employees and adapt their working practices and policies to suit individual needs. Through our own Endometriosis Friendly Employer Scheme and ‘menstrual health at work’ training sessions, we are demonstrating how employers can be helped to understand the impact the disease can have and what simple steps can be taken to support those with menstrual health conditions in the workplace.
We want those with endometriosis, adenomyosis and other menstrual health conditions to thrive at work without worrying about losing their job, having to change their career, or feel restricted in the type of work they can do because of their condition.
While we call for the implementation of menstrual health action plans, the government also urgently needs to act to improve endometriosis care, so that those with the disease are not stuck on unnecessarily long NHS waiting lists or waiting on average nearly 9 years for a diagnosis. It’s vital that employees receive the care they need in the NHS, to reduce the potential impact in the workplace.
