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Supporting Parenthood at Work: Fertility Family Benefits Explained

Fertility and family benefits help to support parenthood in many ways. It could be through flexible working, menstrual health policies or inclusive family benefits, as just a few examples.

Employers who build family and fertility benefits create workplaces where people feel genuinely supported. By fostering a supportive culture and implementing inclusive policies and resources that help employees overcome challenges related to parenthood, you signal that you are an organisation that cares about their employees beyond their output.

Why Do Fertility and Family Benefits Matter?

Fertility benefits and family benefits are important parts of modern employee benefits packages.

While fertility benefits support those looking to build a family, family benefits are also for those who already have one. They might also encompass a broader range of benefits to improve inclusivity, such as for those going through menopause.

When employers choose to support working parents and families through these journeys, the business case is as compelling as the human one.

Improved Recruitment and Retention: Research consistently shows that fertility benefits influence job choices. Nearly 70% of millennials would change jobs to ensure they have fertility coverage. Organisations that offer fertility benefits report significantly higher employee retention among those who use them.

Employee Mental Health and Wellbeing: Fertility treatment is physically demanding and emotionally exhausting. Employees without employer support often report higher levels of anxiety, depression, and burnout during treatment. Mental health support may include specialised fertility counselling and emotional assistance for parents returning to work. Research indicates that nearly 1 in 3 new parents experience perinatal mental health issues, which can include postnatal depression, stress, and anxiety.

Inclusion and Equity: Supporting a diverse range of family-building journeys is important for your inclusivity and equity. Same-sex couples, single people by choice, people with medical infertility, those who have experienced pregnancy loss, and those pursuing adoption or surrogacy all have distinct needs. Many families, including LGBTQIA+ families, face significant financial and legal challenges when building or expanding their families, such as the high costs of IVF, surrogacy, or adoption. Inclusive fertility benefits that signal an organisation values every employee's path to parenthood equally are an important statement in any DEI strategy.

Read More about Building and Inclusive Work Place

What Do Family Benefits Include?

Family benefits vary from organisation to organisation. Benefits can range from low-cost policy changes, such as flexible leave for appointments, to more comprehensive financial support for treatment. Whatever the benefits your business can offer, the message to employees is one of support and understanding.

Flexible Working Arrangements

Employees with or working towards a family need flexibility. Offering adjustable hours, remote work options, support for family life, and the ability to attend appointments without stigma.

It is important to provide employees with clear structures and outlines for flexible working hours, paid time off, and the flexibility within this. Being flexible can help reduce stress and guilt, but it is important to set parameters for adjustments so they are fair to the team.

Inclusive Policies and Benefits

As well as standard … Read the rest

Supporting Employees Undergoing Fertility Treatment: Mental Health Guidance For Employers

Fertility treatment is a deeply personal journey that affects physical health, emotional wellbeing, relationships, and daily functioning.

The workplace can either be a source of additional stress or a vital pillar of support.

Approximately 3.5 million people in the UK are currently facing fertility challenges, highlighting the need for a supportive environment in the workplace.

Over 90% of individuals experiencing infertility report that it affects their mental health, emphasising the emotional toll and the importance of supportive policies. Whether you're developing your first fertility policy or enhancing existing provisions, this resource will help you build a more inclusive, supportive workplace culture.

Fertility Treatment, Fertility Challenges and Workplace Impact

Fertility treatment encompasses a range of medical interventions, from initial investigations and medication to procedures such as assisted conception, IVF treatment (in vitro fertilisation), IUI (intrauterine insemination), and ICSI (intracytoplasmic sperm injection).

These treatments are often unpredictable, time-intensive, and emotionally demanding, with significant emotional aspects that can impact employees' wellbeing.

Employees going through fertility treatment may face unique challenges that require understanding and support from their employers.

What Are the Mental Health Risks of Fertility Treatment?

Research consistently shows that fertility treatment can have a significant mental health impact on employees. The feelings found in fertility patients are wide-ranging:

Chronic stress and anxiety
Depression and grief
Emotional exhaustion
Relationship strain
Identity and self-esteem challenges
Social isolation

The emotional toll and financial strain of fertility treatment can be profound, with high costs and ongoing uncertainty compounding the stress and emotional burden on employees.

Many employees experience this stress whilst continuing to work, often without adequate support or understanding from colleagues and managers. The pressure to maintain performance standards whilst undergoing physically and emotionally draining treatment can feel overwhelming.

Read More on Fertility and Mental Health

Workplace Productivity and Prevalence

Fertility challenges affect approximately one in seven couples in the UK, making this a workplace issue that touches many of your employees, whether they choose to disclose it or not.

Without appropriate support:

Employees may take unplanned sick leave or struggle with presenteeism
Productivity and engagement can decline as mental health deteriorates
Talented employees may leave organisations that fail to accommodate their needs
Workplace morale can suffer when colleagues witness a lack of support for those facing difficulties

Creating supportive environments is a strategic investment in employee wellbeing, retention, and organisational culture.

11 Ways to Support Employees with Mental Health During Fertility Treatment

Establishing support networks or employee resource groups can provide a valuable safe space for employees facing fertility issues to share experiences and receive mutual support.

1. Signpost Employee Assistance Programme Services

Ensure employees are aware of your Employee Assistance Programme (EAP). These employee assistance programmes can provide specialised counselling for fertility-related stress and bereavement.

Regularly remind staff of EAP availability and where to access the information. Having an EAP is only useful if employees know where to find it.

2. Provide Access to Specialist Counselling Referrals

While EAPs are valuable, specialist fertility counselling offers targeted support. Consider:

Partnering with organisations

… Read the rest

ROI and Absenteeism: The Business Case for Investing in Reproductive Health and Employee Benefits

Reproductive health issues, including fertility concerns, pregnancy loss, menopause, and related mental health challenges, are among the most underestimated contributors to workplace absence.

Employers increasingly recognise the value of supporting employees with evidence-based fertility and reproductive health guidance. Yet they're also among the most preventable through early intervention, education, and supportive benefits.

Let's explore the tangible return on investment (ROI) of embedding inclusive reproductive health support into your employee benefits strategy and policies.

By doing so, you can reduce absenteeism, improve engagement, and deliver measurable cost savings.

Why Absence Management Starts with Wellbeing

Employee absence costs UK businesses billions each year in lost productivity, administrative burden, and reduced morale. Companies face an annual cost of £42 billion due to poor mental health, and £7 billion of this is from absence.

While many organisations track absence rates, fewer understand the underlying drives. Therefore, there is rarely a strategy in place for prevention.

Employee burnout, workplace bullying, and harassment are just a few of the contributors to absenteeism. However, the impact of reproductive health on absence is often overlooked.

Reproductive health heavily impacts wellbeing, and the challenges don't exist in isolation. They intersect with mental health, stress, and workplace culture, directly impacting attendance and performance.

The Hidden Cost of Reproductive Health Absence

The cost of absence due to reproductive health includes both direct and indirect expenses.

Direct expenses, such as wages for employees who aren't working and overtime costs for those that are.

Indirect expenses like delayed delivery of work and lower-quality work.

The Hidden Cost of Reproductive Health Absence

The cost of absence due to reproductive health includes both direct and indirect expenses.

Direct expenses, such as wages for employees who aren't working and overtime costs for those who are.

Indirect expenses include delayed delivery of work and lower-quality work.

Why do employees with reproductive health take absences?

Managers may be unsympathetic to employee absenteeism, but consider some of the challenges which impact wellbeing:

Employees navigating fertility treatment often require multiple clinic appointments, which can mean frequent short-term absences or last-minute schedule changes, especially when they lack confidence in how to speak to their boss about treatment and time off.
Menopause symptoms affect around 70-80% of women, with nearly half reporting that symptoms impact their work. Yet most say their employer offers no support.
Mental health issues linked to reproductive challenges, including anxiety and depression, compound absence rates and reduce productivity even when employees are present. In fact, 23% of absences are related to mental health issues.
Pregnancy loss affects one in four pregnancies, yet many employees feel unable to disclose their situation, leading to unexplained absence or presenteeism.

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Why does the absence of reproductive health matter?

Without proactive support, these challenges create a cycle.

Employees struggle in silence, take unplanned leave, and often disengage or leave altogether.

Absenteeism negatively impacts employee morale and productivity, and chronic absenteeism disrupts a business's day-to-day operations. It's recruitment, training, loss of institutional knowledge, and diminished team performance.

Building a Business … Read the rest

Supporting Fertility Challenges at Work: Reducing Workplace Stress

Fertility challenges affect more people in your workforce than you might realise.

Around one in seven couples in the UK have difficulties conceiving, and infertility is a growing issue. For many, navigating that journey while working creates stress that is rarely visible, rarely discussed, and rarely formally supported.

Fertility problems can have a significant impact on both mental and physical health. Over 85% of people experiencing infertility feel it affects their mental health, which leads to a negative impact on their work life and daily tasks.

Employees often feel the need to hide their struggles with fertility, which causes more stress and anxiety. Employers who take a proactive, inclusive approach to fertility support are seeing real, measurable improvements in wellbeing, retention, and productivity.

Fertility Challenges in the Workplace

Work-related stress tends to focus on workload, management relationships, or organisational change. But obviously, there are many reasons that people feel stressed.

The impact of fertility challenges on day-to-day life can be huge. Having the right policies and procedures in place helps your employees understand what benefits and support are available to them. From a business perspective, workplace fertility support can improve retention, morale, and productivity.

Why do people going through fertility challenges feel stress?

The NHS recognises that fertility treatment is directly associated with elevated levels of anxiety and depression.

Stress can be from the emotional cycles of hope and loss from trying to grow a family or from the physical demands of treatment, such as hormone injections, clinic appointments and surgical procedures.

Who do fertility challenges impact?

Fertility challenges affect people of all genders, backgrounds, and family structures.

Every person in your employment could be impacted by fertility, and that's why it is important to create inclusive benefits, regardless of what the fertility journey looks like.

That includes employees undergoing IVF or IUI, those using donor conception, those facing pregnancy loss, and those supporting a partner through treatment.

Support networks and practical employee support, such as flexible hours and understanding policies for fertility patients and those undergoing fertility investigations, are essential for employee wellbeing.

How to Identify Fertility Stress in Your Business?

Work-related stress impacts UK employers each year through absenteeism, presenteeism, and staff turnover. There is currently no statutory right to time off for fertility treatment in the UK. Employers are encouraged to adopt supportive policies to address this gap and retain top talent.

Here are 5 patterns for your teams to look for when identifying potential triggers for fertility stress:

Unexplained absences for medical appointments, many of which are booked at short notice.

A gradual decline in output, engagement, and confidence. Presenteeism is driven by emotional exhaustion.

Increased use of sick leave during active treatment cycles or following pregnancy loss.

Talented employees quietly decide to leave for organisations they believe will be more understanding.

Requests for additional flexibility to attend appointments rather than using sick leave.

Nearly one in five employees has considered leaving their job due to a lack … Read the rest

Why Support Matters: Building Your Fertility Network at Home and Work

Going through the IVF process can be stressful, as it’s emotionally and physically challenging. Having a strong support network in place before, during and after treatment, can help to significantly reduce stress and increase the chances of success with IVF.

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How can employers support their employees who are going through IVF?

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Employees who are supported at work will be less prone to stress-related illness and more able to cope with the demands of their job. Yet, despite an increase in people going through IVF, many workplaces are not supportive.

According to the 2023 Workplace Infertility Stigma Survey, ‘47% of companies have no supportive policies for employees struggling with infertility’ and ‘only 2% of line managers had been trained on fertility issues and how to address these conversations.’

Many work-related issues, arising from employees going through infertility treatment, could be avoided, if employers:

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· Have a clear and supportive workplace fertility policy in place. This will ensure that employers and employees know where they stand from the outset and it makes conversations and action more straightforward. It also reduces the likelihood of discrimination or confusion. It is good for recruitment and retention too.

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· Ensure that their line managers are aware of how fertility treatment may affect employees. Knowledge and awareness of what is involved with IVF, including the physical and emotional impact, can reduce the risk of insensitivity. It can also help to avoid discrimination or disciplinary action.

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· Make reasonable adjustments, where necessary. This may include offering flexible working hours for appointments, time off for sickness (without triggering disciplinary action) less physically strenuous tasks and reduced exposure to chemicals in the workplace. It can also include greater patience and tolerance.

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· Ensure that the colleagues of the person going through IVF are aware that the adjustments are due to medical reasons and approved by management. This reduces the risk of conflict or accusations of unfair treatment and makes for a more harmonious work environment for everyone.

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Where else is support available from?

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As well as talking to friends and family, it’s advisable to speak to a counsellor before going through IVF, as well as during and afterwards, if further support is needed. There are counsellors trained to work with IVF patients, who understand the physical and emotional challenges involved. If you need support, you can speak to your GP to be referred.

Some companies have their own counsellors that they may be able to refer employees to, for support.

There are a number of support groups available too, if it helps to speak to others who are going through IVF, or who have been through it before.

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Here, at The IVF Network, we understand the importance of equality, for everyone experiencing fertility issues and treatment. To help people to make informed choices, we provide a wide range of information, through our dedicated channel of experts, our website and our blog posts.

We believe that education is the … Read the rest

Fertility Awareness Week 2025: Supporting Fertility in the Workplace

Fertility Awareness Week takes place in November 2025, with the theme “Every Voice, Every Journey.” This year, the focus highlights that fertility struggles can affect anyone — and that support in the workplace can make a huge difference.

For employers, it’s an important opportunity to reflect on how to create a fertility-friendly workplace, where employees feel safe, respected, and supported through what can be a deeply emotional and physically demanding experience.

Why Fertility Matters at Work

1 in 6 people globally face infertility at some stage in their lives.

Fertility treatment, such as IVF, can involve frequent medical appointments, side effects from medication, and significant emotional stress.

Employees who feel unsupported may struggle with productivity, engagement, or even leave their roles.

A workplace that acknowledges and accommodates fertility challenges fosters loyalty, inclusivity, and well-being.

Tips for Employers

1. Introduce a Fertility Policy

Having a clear, written fertility policy helps set expectations and provides reassurance to employees. Policies can outline:

Paid or unpaid time off for appointments and treatment

Options for flexible or hybrid working during treatment cycles

Guidance for managers on handling sensitive conversations

2. Train and Support Line Managers

Managers often play a key role in an employee’s day-to-day experience. Training should cover:

How to have compassionate, confidential conversations

Awareness of treatment demands and possible side effects

Signposting staff to internal and external support

3. Encourage Flexibility

Fertility treatment often involves last-minute appointments. Flexibility with working hours, remote working, or reduced travel expectations can ease the pressure on employees.

4. Promote a Culture of Openness

Employees may be reluctant to disclose fertility struggles for fear of stigma. Employers can help by:

Using inclusive language in HR materials

Sharing awareness campaigns, such as Fertility Awareness Week

Encouraging leadership to model empathy and understanding

5. Provide Emotional and Practical Support

Beyond policy, organisations can:

Offer access to counselling or employee assistance programmes (EAPs)

Create peer support groups or employee networks

Partner with fertility specialists and organisations such as the IVFN to provide webinars and resources

Why This Matters for Employers

Supporting fertility in the workplace isn’t just about compassion. it’s about building a culture where employees feel valued and safe. Employers who recognise and respond to fertility challenges benefit from:

Improved staff retention

Higher morale and engagement

A reputation as an inclusive and supportive workplace

Fertility Awareness Week 2025 is a chance for employers to reflect on how they can better support their staff. Whether through policy, training, or simply creating space for honest and open conversations, your actions can have a lasting impact on employees navigating one of the most challenging journeys of their lives. … Read the rest … Read the rest

Ultimate Guide to Creating a Fertility Policy

Approximately 55,000 couples received IVF treatment or donor insemination in 2021, and the number is increasing year on year. Creating a policy that acknowledges fertility issues ensures an open and inclusive culture in your workplace.

Moreover, 68% of adults say they would switch jobs to gain fertility benefits. So, making an accessible, fertility-friendly environment with clear policies will help you retain talent through the fertility journey. Additionally, it will provide guidance for managers and HR professionals to support their teams.

What is a fertility policy?

A fertility policy outlines the process your company has for its employees undergoing fertility treatment. It should clearly state the guidance and support available through all stages of the fertility journey. The policy will provide a baseline knowledge of what infertility is, the causes of infertility and what an individual's fertility options are. Your employees should understand their rights and the support the company will offer them while undergoing fertility treatment. The policy should assist managers in educating them on the best practices while providing a fair approach in line with legislative requirements.

The policy should be inclusive and supportive to all individuals, not just women undergoing IVF treatment, but to all staff, irrespective of their gender and sexual orientation. Be conscious of writing the policy in a neutral tone that does not discriminate against relationship status, age or gender.

This should be a separate policy and not hidden inside another policy, such as a maternity policy. An individual looking to undergo fertility treatment will often search for their fertility policy at work before discussing it with a manager or member of HR. Therefore, having a transparent and accessible policy will give your employees the opportunity to get a better indication of how the company will facilitate their pathway to parenthood.

What to include in the fertility policy?

If you're not sure what to include in your company's fertility policy, then The IVFN is here to help. Our HR experts and fertility specialists have collaborated to create a model fertility policy. Simply download our free policy template and tailor it to your company's needs.

To get a better understanding of the sections in the policy and why they are included, learn about their importance below.

Defining terms

The policy should clearly define the fertility treatment covered. You may want to include any form of assisted reproduction, such as in vitro fertilisation (IVF) or intracytoplasmic sperm injection (ICSI), for example. You should also include any treatment or medical examinations that the company covers, such as egg collection or embryo transfer.

Requesting support

Fertility treatments can be incredibly challenging. It can be emotionally, physically and financially draining. By implementing this policy, you are indicating to your employees that you are committed to providing an environment where staff are genuinely supported. Employees should feel safe to discuss their fertility treatment and any other medical appointment with their line managers or members of HR and understand the support available to them. By requesting support, measurements can be … Read the rest

A woman sitting at work with a computer at home with stress, Upset woman due to pregnancy related sickness Worried woman due to unfair treatment

Miscarriages and the Workplace

Miscarriages are common, with approximately 1 in 5 pregnancies resulting in miscarriage. Despite its frequency, it doesn’t make the emotional impact of it less heartbreaking. A lack of support from employers can negatively impact an employee's mental and physical wellbeing and reduce productivity.

What is a miscarriage?

A miscarriage is a pregnancy loss that occurs in the first 23 weeks of pregnancy. It is not always possible to know why a miscarriage happens. Many things can contribute to a miscarriage, like age, pregnancy history, medical conditions and lifestyle factors.

What is the difference between a miscarriage and a stillbirth?

Pregnancy loss between 12 and 24 weeks is referred to as a late miscarriage rather than a stillbirth. Even if the woman gives birth to the baby.

This is because, after 24 weeks, the legal viewpoint is that the baby may have had a chance of survival, so the loss is referred to as a stillbirth.

Your workplace rights after a stillbirth are very different from your rights after a miscarriage.

What to do if a miscarriage happens in the workplace?

Experiencing a miscarriage in the workplace is likely to be a traumatic, upsetting and potentially embarrassing experience. The employee might pretend that they feel fine because they feel unable to discuss what has happened freely.

Employers legally only need to be informed about the pregnancy 15 weeks before the baby is due.

The individual may experience heavy bleeding, pains and cramps and, in some cases, especially with an ectopic pregnancy, may cause the individual to feel faint while miscarrying.

The employee may wish for you to call their partner or a family member to help them. The individual experiencing the miscarriage should seek medical assistance. However, they may not be able to transport themselves to the hospital or their GP.

If the employee is the partner of the individual experiencing the miscarriage. It is important to allow them to leave work immediately to assist their partner and to be involved as much as possible.

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When can employees go back to work after a miscarriage?

When an employee decides to return to work after a miscarriage, it will alter for each individual. As an employer, it is vital that employees are not treated unfairly after a period of leave.

Informing the employer will make them aware of a loss and potentially be more understanding and compassionate. Particularly if the employee is struggling to return to work. This is important in the short-term and longer-term, as those suffering a miscarriage may find that grief comes in waves and it may be triggered by a colleague bringing their new baby into work, or someone announcing their pregnancy.

Some women choose to return to work after a few days, others might need longer. To help employees process what has happened, it can be useful to inform them of the miscarriage policy at the company. Making reasonable adjustments, such as reduced hours or phased return to work can help the individual to work through … Read the rest

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 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 individual 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.

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· 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.

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· 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.

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· 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.

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· It can encourage a culture of openness, honesty and respect in the company, which can lead to a happier workplace and better productivity.

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· 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

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· You are less likely to face disciplinary action for taking time off sick, or for not being as productive … Read the rest

Menstrual Health, Menopause and Fertility in the Workplace

‘The British Standards Institution (BSI) has published a workplace standard to tackle taboos and help employers keep talented people in work.

It suggests more training for managers and offering flexible work patterns.’ (BBC, May 2023)

The guidelines in ‘The British Standard BS 30416, Menstruation, menstrual health and menopause in the workplace’ aim to support the health and well-being of employees who menstruate, or who are experiencing the perimenopause or menopause.

The Fawcett Society, a women's rights charity, found that ‘one in 10 women who worked during the menopause has left a job due to their symptoms.’

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How do menstruation, perimenopause and menopause affect the employees who are going through these stages?

· Physically - they may experience irregular and unpredictable bleeding, discomfort from excessive bleeding, cramps and joint pains, etc.

· Mentally - they may be more forgetful or distracted and fearful of bleeding through their clothing

· Emotionally, they may experience low mood, mood swings and irritability.

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How do the effects of menstruation, perimenopause and menopause affect companies?

When employees are experiencing the symptoms listed in the bullet points above, their work quality and attendance are likely to be affected. This may lead to issues around capability or disciplinary action due to increased sick leave and in turn, this creates a risk of employers being accused of discrimination.

When employers have a range of policies in place that support all of their workforce, their employees are often less stressed, happier and more motivated. When employers are supportive, it has a positive impact on staff retention and recruitment too.

Which menstrual conditions should employers be more aware of?

Endometriosis is the most common of a range of health conditions experienced by people who are menstruating. A recent blog post by Dr Maria Tomlinson states that:

‘Endometriosisis a condition that can cause debilitating symptoms such as pain and excessive bleeding. Although awareness of endometriosis remains low and doctors can take many years to diagnose it, endometriosis is a common health condition. Employers and occupational health teams should therefore consider endometriosis as seriously as they would more widely recognised conditions such as diabetes. It is estimated that 10% of women have endometriosis. Symptoms can impact the attendance of employees, as well as their ability to complete tasks effectively. Employees who have endometriosis may therefore require reasonable adjustments to their working lives, such as flexible working, time off for medical appointments, and access to occupational health services. Employees with other menstrual health conditions, such as Premenstrual Dysphoric Disorder(PMDD) and Polycystic Ovary Syndrome (PCOS), may also require reasonable adjustments.’

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How do the new guidelines link to fertility?

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It is important to be aware that women who are struggling with medical conditions such as endometriosis, PCOS and early menopause, may also be going through fertility treatment, as these conditions can lead to difficulties in conceiving naturally.

The number of people having fertility treatment has increased considerably over the last 30-40 years. According to … Read the rest

Why is fertility a gender issue for employees?

A new report from Pregnant Then Screwed (based on results found by Women in Data) has revealed that only 42% of women going through fertility treatment actually told their boss.

Of those who did tell their employer, one in four of the women then experienced unfair treatment at work as a result.

Why is it a gender issue, when men also experience infertility?

Around half of infertility issues are caused by male factor infertility, however, it’s mostly women who have the invasive procedures or experience side-effects from the fertility drugs and therefore require more time off from work. It would also, subsequently, be the women who may need lighter duties during pregnancy and potentially more time off after the birth.

What does this bias against fertility treatment look like?

Some women feel unsupported while going through the emotional struggles of infertility and IVF, but for others, the bias can be more direct and personal. Serena toldPregnant Then Screwed, ‘I have been told repeatedly that any side effects from fertility treatment are self-inflicted and I was selfish for having special measures in place as it put more pressure on the rest of the team, just so I could have a baby.’

A recent report by Fertility Family states that ‘women surveyed are more likely to not receive any support from employers whilst experiencing fertility issues (42%women vs 30% men).’

What impact does this bias have on businesses longer term?

Being unsupported in the work place during fertility treatment can lead to longer term mental health issues, meaning more time off and costing employers more in the long run. Many employees fear that their long-term career progress will be jeopardised if they are open about having fertility treatment. In some cases, employees are being forced to choose between their job and fertility treatment and this may lead to businesses losing valuable, conscientious employees. Employers also risk being sued if they are shown to be discriminating against women.

Where does the law stand regarding time off for fertility treatment?

The report by Fertility Family, states that ‘the law currently doesn’t support women in this position. There’s currently a Bill trying to get through parliament to give employees a statutory right to take time off work to attend fertility clinic appointments. The second reading was on March 24th and the results are currently ‘in progress.’

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What could be done by employers to address this discrimination?

Regardless of the results of the Bill, there are many measures that employers can take in order to ensure that employees going through fertility treatment are not subjected to discrimination. These may include:

· Increasing their own awareness of what is involved with IVF, so that any reasonable adjustments can be made

· Ensuring that line managers receive training on fertility issues, as currently only 2% do

· Helping employees who need counselling to be able to access it, by knowing where to direct people to for additional support

· Offering flexible … Read the rest

The Cost of Ignoring Fertility in the Workplace

Sadly, many employers bury their heads in the sand about fertility, haven’t got a policy in place about time off for appointments and reasonable adjustments, and, in some cases, even discriminate against people going through fertility treatment.

What is the cost of ignoring fertility issues in the workplace, in terms of the financial and emotional toll, the cost to the workplace and the loss of valuable and conscientious employees, whose careers are cut short?

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The key findings from ‘The 2023 Workplace Infertility Stigma Survey’ carried out by Fertility Family:

‘3 in 4 people feel their employer doesn’t create an open environment to discuss fertility
1 in 5 people feared they would miss out on future opportunities if their employer knew about their fertility struggles
Only 1 in 25 people (4%) received financial support from their employer
1 in 5 employees would rather call in sick than inform their employer of a fertility appointment
47% of companies have no supportive policies for employees struggling with fertility
Only 2% of line managers (1 in 50) had been trained on fertility issues and how to address these conversations
Almost 8 in 10 employees feel flexible working should be allowed for employees to leave for fertility-related appointments
1 in 3 (36%) feel line managers should be trained on fertility issues and how to address these conversations with colleagues’

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What are the financial challenges of fertility treatment?

Although IVF is available for some people on the NHS, many people will have to self-fund their treatments. For same sex couples and single people, depending where they live, they may need to self-fund unsuccessful IUIs to prove their infertility, before having access to NHS IVF funding.

If these people are then refused paid leave from work for appointments, they will be put under further financial strain, which can then also have a mental health impact.

People may lose out on longer-term career income and promotions if they are discriminated against or if they have to choose between a career and family.

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What are the emotional challenges of fertility treatment?

Experiencing infertility is emotionally draining, as is going through the treatment itself.Hopes are pinned on the outcome and it’s devastating to go through IVF and not to get a positive pregnancy test result. IVF and some other fertility treatments involve taking fertility medication, which can have a number of side effects too. The overall well-being of people going through IVF is important for a successful cycle. While stress is not believed to be the sole cause of infertility, it can have a negative impact on fertility treatment.

Not being supported by an employer can increase stress levels and have a longer-term impact on the employee’s mental health and well-being.

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What are the implications for employers who don’t support their employees while they are going through their fertility treatment?

· The additional stress the employees will be under could have a negative impact on their work output and their health and may lead to a … Read the rest