It is important to recognise that for many women working in education, endometriosis, adenomyosis and fibroids are an occupational health issue, as well as an equality issue.
Regardless of diagnosis or disability status, this advice provides collective bargaining strategies that workplace representatives can use to secure effective reasonable adjustments for all women affected by these conditions.
One in 10 women experience endometriosis, one in 20 experience adenomyosis, and one in three women experience uterine fibroids. Government health survey data shows that Black women are more likely to report reproductive conditions, including fibroids, endometriosis and other menstrual problems.
It is important to understand that no one experience of the conditions will be the same. Some women experience mild or intermittent symptoms, while others experience ongoing, debilitating pain and fatigue, which impacts every aspect of their day-to-day lives.
All women who experience endometriosis, adenomyosis and fibroids should:
- have access to appropriate support at work
- have easy access to a toilet/washroom
- have reliable cover arrangements, with systems in place in the workplace to ensure that if a member of staff needs to use the toilet/washroom during lesson time, they are able to do so
- have understanding from managers and colleagues regarding any condition that may require reasonable adjustments
- have access at work to reasonable adjustments
Reasonable adjustment case studies
Questions to raise in the workplace:
- are all staff aware of the symptoms of endometriosis, adenomyosis and fibroids, and the impact these conditions can have on women in the workplace, so that women do not need to raise it as an individual issue? (You could discuss this with management opportunities to raise awareness of these conditions among all staff)
- is there a climate of openness where women are able, if they so choose, to disclose their symptoms to colleagues and management and request adjustments?
- is there a procedure for providing brief cover arrangements for women workers who may need to use toilet, washing or changing facilities during a lesson or when they are working with an individual pupil?
What are endometriosis, adenomyosis and fibroids?
Further information on each of these conditions can be found at:
What reasonable adjustments can I request?
Reasonable adjustments are changes to the workplace that enable women to work safely and productively. Many employers automatically assume that making ‘reasonable adjustments’ will be costly and difficult to implement, but very often this is not the case. Below is a list of reasonable adjustments suggested by NEU members with endometriosis, adenomyosis or fibroids which are either no cost or low cost, and could make a big difference to how women are able to access the workplace.
Remember that whether a requested adjustment is ‘reasonable’ or not depends entirely on the facts and circumstances of each individual case. Employers should consider such requests carefully before reaching a decision.
Ask your workplace rep about requesting reasonable adjustments in the workplace, as there may be collective adjustments that can be made to assist other workers.
Individual reasonable adjustments you can bargain for:
- release from covering break and lunch times – negotiate alternative tasks at this time
- PPA to be taken at home – this will cost the school/employer nothing and is easy to put into place. Many schools already do this for all teachers, regardless of their circumstances
- classroom located close to toilets/washroom. Ensure access to suitable changing facilities in the workplace and time to change when necessary (have plans in place for class cover at these times)
- access to your pain relief or heat pads
- flexibility around attendance at medical appointments
- parking space if not already available, to avoid having to use public transport when experiencing heavy bleeding or related bowel issues
- request a DSE assessment to access an ergonomically appropriate chair and workstation (understanding that these conditions can affect the whole body and can impair mobility)
- facilities and arrangements to enable staff to join meetings and training online
- for support and ancillary staff, temporary reassignment of physically demanding tasks during flare-ups
- adjustment of start and finish times during severe symptoms
- reduction in playground/break duty
- provision of a suitable chair in all work settings
- access to a private rest space when needed
Workplace changes and adjustments reps can collectively bargain for:
- disability leave policy and use of disability passports
- use of disability passports avoids having to repeat history and needs to different managers
- adoption of a workplace support plan (model attached) to be included in the disability passport
- recording of any absence related to endometriosis, uterine fibroids, menopause or perimenopause separately from other sickness absence, so as to avoid triggering disciplinary penalties or absence monitoring (NB: workers with endometriosis and adenomyosis can be immunosuppressed and therefore at greater risk of infection from simple colds, so will be less able to just ‘carry on’ when ill)
- training for all staff on understanding colleagues’ and students’ experience of chronic menstrual health conditions and how they impact daily life
- regular reviews of reasonable adjustments with managers (at least every 12 months, but preferably every six months, or whenever symptoms worsen), as health conditions can fluctuate and different adjustments may be required