Absences due to endometriosis or adenomyosis

On March 27, 2025, Law 32/2025 was published, promoting the rights of people with endometriosis or adenomyosis, among others, by reinforcing their access to healthcare and creating a regime for justified work absences.

This amendment to the Portuguese Labor Code aims to support employees suffering from severe and debilitating pain during their menstrual period. It ensures their right to miss work without losing any benefits.

What absence regime does this law establish?

Law 32/2025 grants employees the right to justified absences from work, without losing any benefits—including pay—for up to three consecutive days per month worked.

Who can benefit from this absence regime?

All employees who suffer from severe and debilitating pain caused by endometriosis or adenomyosis during their menstrual period can benefit from this regime.

What procedure should employees follow to justify their absence?

To justify their absence, employees must provide the employer with a medical prescription certifying endometriosis or adenomyosis with debilitating pain. This prescription serves as proof of a justified reason for the absence and does not require monthly renewal.

When can employees start benefiting from this absence regime?

Employees can start benefiting from this regime from April 26, 2025, 30 days after Law 32/2025 was published in the Official Gazette of the Republic of Portugal.

Conclusion

This amendment to the Portuguese Labor Code is a significant step in protecting the rights of employees with endometriosis or adenomyosis. It provides a regime for justified absences that acknowledges the severity of their health conditions.

Practical recommendations for employers

Employers must adjust their internal procedures to ensure access to this new absence regime. We also recommend holding awareness sessions for employees—both peers and superiors—about these health conditions and the needs of affected employees. Employers must respect the confidentiality of all medical information provided by employees and avoid discriminating against or stigmatizing those who use this absence regime.