The Department for Work and Pensions (DWP) has outlined the full range of support available for workers with endometriosis, following a parliamentary question from Liberal Democrat MP Victoria Collins. She asked what steps the DWP is taking to help support people with the condition in the workplace in her constituency of Harpenden and Berkhamsted.
In response, Labour MP Dame Diana Johnson highlighted that workers with endometriosis would benefit from changes being made under the Get Britain Working White Paper. She specifically pointed to the WorkWell programme, which will be rolled out across England over three years, as a key source of support for disabled people, including those with endometriosis.
Dame Johnson stated: “Disabled people and people with health conditions are a diverse group so access to the right work and health support, in the right place, at the right time, is key. The Government is committed to supporting disabled people and people with health conditions, including women with endometriosis, with their employment journey.” She also noted that individuals unable to work due to endometriosis may be eligible for Statutory Sick Pay from their employer, which from April becomes payable from the first full day of sickness absence.
Following the Keep Britain Working Review recommendations made last November, the DWP has partnered with Vanguard employers to test how best to support good health in work, with women’s health being a particular focus. Dame Johnson added: “Women’s health directly impacts economic participation, with health issues being the leading cause of lost working time for women. We have been inputting into the Women’s Health Strategy renewal to ensure women being in work is a positive health outcome.”
Endometriosis affects around one in ten women, according to Endometriosis UK, and takes an average of eight years and ten months to diagnose. Symptoms can include chronic pain and fatigue, leading to reduced productivity, increased absences, and potential career disruption. Specialist Advisor Jo Hanley advised workers to discuss adjustments with their employer, such as planned breaks, flexible working, or remote working to manage flares. She said: “Remember, it may not always be possible for your employer to automatically agree to adjustments or flexible working requests as it may not be possible within the organisation. However, a conversation is the first step to working together towards a more supportive working environment.”
