Endometriosis Support Policy

Table of contents

Read alongside

Sickness Absence Policy

1.0 Introduction

Clinical Partners seeks to encourage a working environment where everybody is able to contribute as fully as possible. Our purpose is to improve the lives of our patients, their families and those who care about them, and to be a trusted provider of mental health and medical services. We aim to do the right thing, be positive, compassionate, and ambitious.

This policy does not form part of any employee's contract of employment, and it may be amended at any time.

1.1 Clinical Partners recognizes that endometriosis is a long-term condition that can affect women and those assigned female at birth, regardless of age. Endometriosis is a condition where tissue similar to the lining of the womb starts to grow in other places, such as ovaries and fallopian tubes. 

1.2 Clinical Partners has a duty to ensure the health, safety, and welfare of all of our employees under the Health and Safety at Work Act 1974. In addition, the Equality Act 2010 outlines that individuals must not be discriminated against due to any form of disability and we recognise that the symptoms of endometriosis may constitute a disability.

2.0 Purpose

The purpose of this policy is to assist with creating an open and supportive workplace where managers and employees can discuss any issues associated with endometriosis, and to ensure the available support is known about and offered to employees when needed.

3.0 Scope

3.1 This policy covers all employees.

3.2 It is important to note that while this policy predominantly talks about women in relation to endometriosis it is also recognised and appreciated that can impact trans and non-binary people who don’t identify as women in the same manner.

3.3 We are committed to ensuring appropriate support and assistance is provided to any employee who suffers with endometriosis.

4.0 Communication

Employee Responsibilities

4.1 It is important that, as an employee, you prioritise your personal health and wellbeing. If you are struggling with any aspect of your role as a result of symptoms associated with endometriosis, you should discuss any concerns you may have with your manager, who will treat the matter with complete confidence.

4.2 The main symptoms of endometriosis are:

• Pain in your lower tummy or back (pelvic pain).

• Period pain that stops you doing your normal activities.

• Pain when going to the toilet.

• Feeling sick, constipation, diarrhoea, or blood in your urine.

• Difficulty getting pregnant.

• Fatigue.

• Heavy periods.

• Endometriosis may also cause also cause some women or those assigned female at birth to suffer from mental health issues such as depression.

4.3 In order to ensure that Clinical Partners can provide you with the best support possible we encourage you to be open in these conversations.

4.4 We recognise that this is a sensitive issue so if you don’t feel comfortable discussing your situation with your manager, you are encouraged to speak with another senior member of staff, a member of the People Operations team, or the counsellors available to you through the EAP programme.

4.5 Alternatively, we may, with your agreement, arrange a referral to our occupational health provider, who will advise on how best we can support you.

Supporting colleagues

4.6 There is an expectation on all employees to conduct themselves in a supportive, sensitive, and open-minded manner towards colleagues.

4.7 We maintain a zero-tolerance approach to bullying and harassment and will treat any and all complaints seriously. If you feel that you have been mistreated in any way by a colleague because of matters related to endometriosis, please make your concerns known to your line manager or a member of the HR team.

Employer responsibilities

Approachability

4.8 When responding to an employee experiencing difficulties caused by endometriosis, managers will maintain an open-door policy so that employees feel comfortable in approaching them. They will support you to talk openly about your current situation and will not make presumptions about how it is affecting you.

Discussion

4.9 During any discussions, your manager will carefully consider your individual situation and if any adjustments can be made. Your individual needs will be addressed sensitively, and confidentiality will be maintained. Managers will also arrange regular welfare meetings with you to discuss any support you may need, including any adjustments that may benefit you and to evaluate the effectiveness of any adjustments already put in place.

5.0 Workplace adjustments

5.1 Clinical Partners will explore making adjustments to your role or working environment with the aim of reducing the effect that endometriosis is having on you at work. We acknowledge that endometriosis affects each individual in different ways so no adjustment will be made without fully discussing it with you first.

5.2 Examples of adjustments include:

• conducting a risk assessment to identify any particular areas that are a detriment to individuals suffering with endometriosis

• assessing how work is allocated and whether additional support can be provided at particular points of the month

• additional rest breaks

• considering flexible or hybrid working arrangements or home working, including making arrangements for this to take place on an ad hoc basis to help manage intermittent symptoms

• changes to working hours and changes to start/finish times

• providing lighter duties or amended responsibilities

• any special equipment that may be beneficial

• adjusting absence trigger points for sickness absence relating to endometriosis.

5.3 Once the adjustments are agreed, they will be reviewed on an ongoing basis to ensure they are having the required effect.

Clinical Partners is legally obliged by the Equality Act 2010 to make reasonable adjustments, where practically possible, to an employee’s role or working conditions if they have a disability that places them at a disadvantage when performing their role and we will ensure compliance with our obligations in this regard.

6.0 Further support

Further external information and support is available at

Clinical Partners Employee Assistance Programme (EAP); Employee Assistance Programme (sharepoint.com)

7.0 Review of policy

 This Policy will be reviewed every 3 years or upon a change in approach /legislation / regulation – whichever is sooner.