Working Flexibly with Endo – Rethinking What Productivity Looks Like
QENDO Blog: Working Flexibly with Endo – Rethinking What Productivity Looks Like
Flexibility is often spoken about as a perk. But for people managing endometriosis, it’s far more than that it’s a health necessity. When workplaces allow for flexible arrangements, they not only support an individual’s ability to work, they protect their dignity, autonomy, and overall wellbeing.
Why Flexibility Matters
Endometriosis isn’t a 9-to-5 condition. It flares without notice, varies in intensity, and often brings fatigue, nausea, or the need for recovery after treatment. Traditional, rigid work hours and environments simply don’t accommodate this reality.
Flexibility makes it possible for staff to stay employed, engaged, and well without having to “push through” or hide what they’re experiencing.
Types of Flexibility That Make a Difference
Remote Work: Allows employees to manage symptoms at home, reduce travel time, and rest between meetings. Particularly helpful during flare-ups, recovery periods, or after procedures.
Adjusted Start/Finish Times: Morning symptoms such as nausea, cramping, or fatigue can be intense. A 10 a.m. start might make the difference between attending and taking leave.
Split Shifts or Part Days: Staff may work better with breaks between tasks or prefer working evenings if mornings are difficult.
Task Swapping: On high-pain days, shifting from externally-facing meetings to admin, research, or asynchronous work can help maintain contribution without additional strain.
Building Flexible Arrangements: How to Start
Creating flexible plans doesn’t need to be complex. But it does need to be intentional.
Start Early: Don’t wait until a crisis. Talk about flexibility as soon as symptoms or patterns arise.
Use Your Workplace’s Policy: This outlines formal entitlements and processes for requesting flexibility.
Keep it Under Review: Endometriosis symptoms can change. What works now may not work in three months. Schedule regular check-ins to adjust.
Document Agreements: Use QENDO’s Workplace Adjustment Reporting Tool to keep track of agreed changes and make it easier to revisit them later.
What Managers Can Do
Flexibility requires leadership that understands this isn’t about lowering standards it’s about meeting people where they are so they can continue to perform.
Say Yes Where You Can Often, flexible arrangements are easier than they seem. If a request is reasonable and doesn’t disrupt core outcomes, support it.
Offer Alternatives If a request isn’t feasible, suggest an adjusted version that still meets the employee’s health needs and your team’s goals.
Normalise, Don’t Stigmatise Make it clear that flexibility is part of your leadership toolkit not an exception or “special treatment.”
Don’t Play Favourites Flexibility should be applied equitably, not just for high performers. Everyone deserves a safe work environment.
The Bigger Picture
Flexible work arrangements don’t just help the person with endo. They:
Reduce burnout across the team
Encourage open communication about health
Improve staff retention
Build more resilient, responsive workplace cultures
When employees can do their best work on their best terms, everyone wins.
QENDO Can Help
ManageEndo Online Program – Over 30 evidence-based modules for managing symptoms
QENDO Nurse Navigator – Personalised support for adjusting work around symptoms
Workplace Training Sessions – Tailored sessions for managers, teams, and leadership
Resources & Templates – Reporting tools, adjustment checklists, and conversation guides
📣 Final Reminder: If you know 7 women+, you know someone with endometriosis. Would you recognise the signs? Would you offer flexibility without hesitation?
Let’s build workplaces that say yes—early, often, and without stigma.
👉 Learn more at www.qendo.org.au/work