How to speak to your boss about your fertility treatment

According to a recent news report by ‘Pregnant Then Screwed,’ only 42% of women going through fertility treatment decided to tell their employer. One in four of those women then experienced unfair treatment at work, as a result.  

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In ‘The 2023 Workplace Infertility Stigma Survey’ conducted by Fertility Family, it states that more men than women would rather call in sick than tell their employer they’re going to a fertility appointment, and that 44% of these men were in the 45-54 age bracket, possibly due to being in a position of authority.

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With more people going through fertility treatment, it seems difficult to believe that only 16% of companies have a supportive fertility policy.

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Here at the IVF Network, we provide key information so that you can have an informed conversation with your employer.

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Where does the law stand on allowing time off for fertility treatment?

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Currently, UK law doesn’t give employees statutory rights to attend fertility related appointments. If the current Bill is accepted by Parliament, this may change, but for now, the decision is in the hands of each employer. As some employers are more knowledgeable and sympathetic towards fertility treatment than others, it can feel like a lottery.

Are employers required to have a fertility policy in place?

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Employers are expected to treat their employees fairly, without discrimination, but a fertility policy is not a legal requirement.

What are the benefits for employers and employees of having a fertility policy in place?

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• It ensures consistency and equality for everyone going through fertility treatment. It’s there in black and white for employers and employees, meaning that discrimination, misinterpretation or confusion are less likely to occur.
• A fair policy will ensure that reasonable adjustments can be made to workload and working conditions, flexible working hours can be introduced to accommodate appointments, and reasonable time off for IVF won’t result in a disciplinary for exceeding the number of sick days allowed.
• Employees will be aware from the beginning whether time off for fertility treatment will be with full pay, part pay, no pay, or taken as time in lieu.
• Having a fertility policy in place is great for recruitment and retention, as it shows that the employer is supportive of their employees and committed to equal opportunities.
• It can encourage a culture of openness, honesty and respect in the company, which can lead to a happier workplace and better productivity.
• Employees are more likely to be open about their appointments and time off, taking the appointment time, rather than a full day off sick.

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What are the benefits for me of telling my employer that I am going for fertility treatment?

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• Being honest and open can help to reduce stress levels, which in turn can increase your chances of a successful treatment
• You are less likely to face disciplinary action for taking time off sick, or for not being as productive as usual