Conversations with Supervisors – A Guide for Employees and Managers
Talking to a supervisor about endometriosis can be one of the most challenging but powerful steps toward feeling supported in the workplace. Whether you're newly diagnosed or navigating ongoing symptoms, it’s common to feel nervous, vulnerable, or unsure of how to start the conversation.
But you’re not alone. And with the right tools and preparation, these conversations can build understanding, reduce stigma, and open doors to reasonable adjustments that allow you to thrive.
Why This Conversation Matters
Endometriosis can be invisible but relentless. Flare-ups, fatigue, or the side effects of treatment can all affect your focus, energy, and even your confidence. Yet without open conversations, managers may not realise what you’re going through or how they can help.
Opening up isn’t about oversharing it’s about co-creating a work environment where you can be productive without pushing through pain or hiding your reality.
When to Have the Conversation
Timing matters, but don’t wait for a crisis. Good moments to initiate include:
When symptoms begin to affect your energy, focus, or attendance
When you’re considering adjustments (e.g., flexible hours, WFH, break options)
During return-to-work planning after surgery, hospitalisation, or leave
As part of broader check-ins on wellbeing, performance, or goal setting
Preparing for the Conversation
Preparation can help you feel more grounded and reduce anxiety. Here’s how:
Clarify Your Needs Think about what would help you stay well and productive. This might be flexible start times, space for a heat pack, camera-off meeting days, or time off for appointments.
Decide What to Share You are not required to disclose a diagnosis. You can focus on symptoms or needs (e.g., “I manage a chronic condition that sometimes affects my energy.”)
Use Tools Like QENDO’s Conversation Support Sheet This offers sample scripts and phrases for both employees and managers. Practise or write your key points down.
Bring a Support Person If Needed You can ask a trusted colleague, HR representative, or even your union to be present for the conversation. Their role is to listen and support, not to speak on your behalf.
Example Opener: “I’ve been managing a chronic condition that sometimes impacts my energy and focus. I’d like to talk about a few ways we might be able to work around this together.”
What Managers Can Do Well
Managers don’t need to be medical experts but how they show up in this moment can define the workplace culture.
Manager Do’s
Allow adequate time and ensure privacy for the conversation
Respond with curiosity: “How can we best support you?”
Document key points and next steps with the employee’s consent
Check back in after any adjustment or agreed change
Offer information about internal HR processes, QENDO resources, or available leave options
Manager Don’ts
Dismiss symptoms or compare them to “normal period pain”
Pressure the employee to share more than they’re comfortable with
Delay action without follow-up or support
Require unnecessary medical documentation
Avoid the conversation because it feels uncomfortable
Tips for Ongoing Conversations
Support is not a one-time chat. Make space to revisit the conversation as needs change:
“How are things feeling with the new arrangement?”
“Are your current adjustments still working for you?”
“Would it be helpful to review anything with HR or QENDO?”
These check-ins show care and accountability.
Why This Helps Everyone
When people feel safe to speak about their health, everyone benefits. Team morale improves, absenteeism drops, and trust grows. And for the person managing endometriosis it can mean the difference between surviving work and thriving in it.
QENDO Resources for Support
Conversation Support Sheet – Sample scripts and tips
QENDO Nurse Navigator – For 1:1 non-clinical support and adjustment planning
Workplace Rights Guide – www.qendo.org.au/resources
Support Services – Confidential helpline and peer mentoring
Final Tip: If you’re a manager, ask this simple question: “What does support look like for you right now?”
If you’re an employee, remember this: You don’t have to prove your pain to deserve support. Start where you are. Bring what you can. QENDO is here to help you every step of the way.
👉 Learn more at www.qendo.org.au/work