Introduce Statutory Menstrual Leave for People with Endometriosis & Adenomyosis

We call on the UK Government to introduce statutory paid menstrual leave of up to 3 days per month for people with conditions such as endometriosis and adenomyosis, following the model introduced in Portugal in 2025.

We urge the UK Government to implement a statutory menstrual leave policy similar to the one recently passed in Portugal.

• Provide up to 3 days of paid menstrual leave per month for individuals with a valid medical diagnosis • Require only a single annual medical certificate confirming the condition • Ensure full employment protections, including no loss of pay, benefits or seniority • Guarantee confidentiality and non-discrimination in the workplace

We recognise the difficulty and pain many women with endometriosis, adenomyosis and other menstrual or reproductive health issues face. We understand that for some women, menstrual or reproductive health issues can have a significant impact on their physical and mental wellbeing, including their participation in education and the workforce.

The Government takes women’s health issues very seriously, and we are committed to tackling them and supporting women to balance work with wider life circumstances.

The Equality Act 2010 defines disability as a physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. ‘Long-term’ is described as having lasted or likely to last for at least 12 months, or likely to last for the rest of a person’s life. ‘Substantial’ is defined as more than minor or trivial. Endometriosis and adenomyosis can classify as disabilities under this definition, and individuals with a disability are protected from discrimination and their employer is required to make reasonable adjustments.

Reasonable adjustments can include useful changes such as phased returns to work, part-time working or flexible hours. These adjustments ensure that disabled employees are not placed at a substantial disadvantage compared to their non-disabled colleagues. Therefore, the Government has no plans to introduce statutory menstrual leave for people with endometriosis and adenomyosis.

However, we are taking steps to support the wellbeing and positive work-life balance of all workers, including those suffering from both conditions.

If an individual’s symptoms result in them being unable to work, they may be entitled to receive Statutory Sick Pay. The landmark Employment Rights Bill boosts access to this by making Statutory Sick Pay available to all eligible employees and payable from the first day of sickness absence.

The Bill will also make flexible working the default except where not reasonably feasible. This will help workers with menstrual or reproductive health issues and their employers to agree solutions which work for both parties, ensuring they can access greater flexibility to balance their work and manage their condition.

As part of our plan to Get Britain Working, we have launched an external review to support and enable employers to promote healthy and inclusive workplaces. Sir Charlie Mayfield’s Keep Britain Working Independent Review is examining how best to support more people to stay in or return to work from periods of sickness absence, and recruit and retain more disabled people and people with health conditions. Sir Charlie Mayfield is expected to produce a final report with recommendations for government on how to support this agenda in autumn 2025.

It is unacceptable that women can wait an average of 4 to 10 years for an endometriosis diagnosis, and we have already taken action to address this.

The National Institute for Health and Care Excellence (NICE) updated their guidelines on endometriosis in November 2024. Two new treatments have been approved, and we are investing £5.6 million into research and taking action to cut gynaecology waiting lists through our Elective Reform Plan.

We know that endometriosis, adenomyosis and other menstrual or reproductive health issues can affect women in different ways. We therefore believe that the best approach is to enable individuals to have an open discussion to determine what solution best supports their needs and the circumstances of the employer.

Department for Business and Trade