Abstract
Background: Endometriosis costs Australia $9.7 billion AUD annually, with absenteeism and lost productivity mostly contributing to this cost burden. Previous research has shown how the absence of workplace support(s) for endometriosis symptom management can exacerbate negative effects. Despite this knowledge, the role of employers and workplace policies in supporting employees with endometriosis remains unexamined. Background/Objectives: As part of the Endo@Work project (co-designed endometriosis workplace guidelines), this study examines the perceptions and experiences of managers, HR, and senior leaders to understand how the Endo@Work guidelines can be successfully implemented. Methods: Seven focus groups with 24 Australian employers were undertaken. Using reflexive thematic analysis, data were interpreted through a post-structural feminist lens with focus group discussions revealing how employers recognise the importance of workplace guidance/policies. Results/Conclusions: Problematically, existing policies and practices were often tokenistic and inconsistently implemented. This study identifies how leadership buy-in, flexible work arrangements, and the thoughtful integration of workplace education initiatives contribute to supporting employees managing endometriosis symptoms at work. This study's findings emphasise how consistent policy enactment alongside ongoing education/training foster inclusive workplaces and gender equity outcomes.