Scottish employers are strengthening support for workers with endometriosis as new research reveals the difficulties many face in keeping their jobs and advancing their careers. The Scottish Ambulance Service, ScotRail and NHS organisations are among those supporting efforts to improve understanding of the chronic condition.
The push for change comes as a parliamentary inquiry published on October 14, 2026, found widespread problems with workplace support across the United Kingdom. The report, Endometriosis (Not) In The Workplace, examined how severe pain, unpredictable symptoms and inadequate employer policies affect working lives.
The All-Party Parliamentary Group on Endometriosis received 6,239 responses to its employee survey. Among respondents, 90% had taken time off work because of the condition, while 55% had used annual leave instead of sick leave. Another 47% reported losing income, and 40% said they had experienced financial hardship.
The findings also showed that 49% of respondents believed endometriosis had damaged their career progression. About 39% had reduced their working hours, and 28% reported leaving a job because of the condition.
These figures come from people who participated in the inquiry rather than a representative survey of every affected worker. Nevertheless, they provide substantial evidence of the difficulties reported by employees who are managing endometriosis.
Endometriosis occurs when tissue similar to the lining of the uterus grows elsewhere in the body. It can cause inflammation, scar tissue and significant pain, particularly during menstruation.
The World Health Organization estimates that the condition affects approximately 10% of women of reproductive age worldwide. Symptoms can include chronic pelvic pain, heavy menstrual bleeding, fatigue, digestive problems and difficulty becoming pregnant.
The severity varies considerably between individuals. Some people experience relatively mild symptoms, while others struggle with pain that disrupts everyday activities and employment.
Scottish Ambulance Service Takes Action
The Scottish Ambulance Service has become an example of how employers can address the condition through workplace education and practical support.
In May 2026, Endometriosis UK highlighted the organisation's work through an interview with Shyamali Das-Bharadwa, its Equality and Diversity Project Officer.
The service has established a dedicated menopause and endometriosis subgroup within its Women's Network. It has also joined Endometriosis UK's Endometriosis Friendly Employer Scheme, which helps organisations develop more supportive working environments.
Das-Bharadwa explained that ambulance workers face challenges that differ from those of office employees. Emergency crews cannot always leave their duties when symptoms become severe, making advance planning particularly important.
Possible workplace measures include improved access to facilities, arrangements involving alternative ambulance bases and access to spare uniforms. The organisation is also encouraging male employees to become involved in awareness efforts.
The service has incorporated equality and inclusion work into its management structures, with staff forums receiving support from senior leadership, human resources and trade union representatives.
Other Scottish organisations have made similar commitments. ScotRail and NHS Western Isles joined the Endometriosis Friendly Employer Scheme in 2024, while NHS Ayrshire and Arran has also been identified among participating employers.
The scheme encourages organisations to improve communication, train managers and develop policies that reflect the needs of workers experiencing menstrual health conditions.
Participating employers can appoint Endometriosis Champions who receive training and provide information to colleagues. The programme also encourages regular reviews of workplace practices.
Long Delays in Diagnosis Create Additional Problems
Obtaining a diagnosis can be another significant challenge for people with endometriosis.
Endometriosis UK reports that the average time to receive a diagnosis in the United Kingdom is approximately nine years and four months. During that period, symptoms may interfere with employment before individuals understand what is causing their pain.
There is currently no definitive cure for endometriosis. Treatments can include pain management, hormonal medication and surgery, depending on symptoms, personal circumstances and clinical advice.
Earlier recognition can help patients access assessment and treatment, although diagnosis and care may remain complicated. Workplace support is important both before and after a formal diagnosis.
The Scottish Government has identified endometriosis as a priority within its Women's Health Plan. Measures have included improved public information, research funding and efforts to strengthen referral pathways within NHS Scotland.
Scotland also introduced an NHS menopause and menstrual health workplace policy in October 2023. Supporting resources include guidance for managers and information about workplace adjustments.
These materials are intended to help employers beyond the NHS, including organisations in the private and voluntary sectors.
Workers Seek Greater Flexibility and Understanding
For workers dealing with endometriosis, practical changes can make a substantial difference.
Flexible starting times, opportunities to work remotely where duties permit and easier access to toilets may help employees manage symptoms. Employers can also consider rest areas, adjustments to physically demanding duties and suitable arrangements for medical appointments.
However, not every job can accommodate the same measures. Healthcare workers, emergency responders, transport employees and factory staff may require different arrangements from those working in offices.
The parliamentary inquiry found that 62% of employee respondents felt unable to be honest with their line managers about their condition. It also reported that many employers lacked adequate training or guidance.
Concerns about confidentiality, professional judgment and attendance records can discourage employees from explaining their symptoms. Some workers also face difficulties when repeated short absences trigger formal attendance procedures.
Under the Equality Act 2010, endometriosis may qualify as a disability when its effects meet the legal definition. In those circumstances, employers can have a duty to make reasonable adjustments.
The UK government confirmed that position in a parliamentary answer on September 14, 2026. It also noted that flexible working arrangements can help employees whose symptoms do not meet the legal threshold for disability.
Campaigners want stronger guidance so that employers understand how to support people with long-term conditions that fluctuate over time.
Endometriosis UK is calling for improvements in manager training, greater fairness in absence monitoring and broader recognition of menstrual health conditions within workplace policies.
The charity is also urging policymakers to consider endometriosis when developing wider employment reforms. Following the October parliamentary report, it has begun seeking discussions with officials about possible changes.
For Scotland, the focus is increasingly on turning awareness into practical arrangements. Existing programmes provide employers with guidance, but the new findings indicate that significant gaps in workplace support remain.
The parliamentary group's recommendations now give policymakers and employers a basis for further action, particularly on training, attendance policies and reasonable adjustments for employees living with endometriosis.