Why fertility policies are key to keeping your best employees

AdviserPlus HR Business Partner, Jane Bradshaw-Jones recently shared her insights with People Management Magazine in this article on the importance of supporting employees undergoing fertility treatments. With only 20% of firms currently offering such support, many workers are left juggling the demands of their jobs with the emotional and logistical challenges of treatment. A report from the Chartered Management Institute (CMI) highlights the urgent need for formal workplace policies to address this issue, warning that the lack of support could lead to the loss of talented employees.

Jane expands on her thoughts in this blog, where she provides practical advice for managing fertility in the workplace and why it’s crucial for businesses to take action.

Supporting employees through their fertility journey by creating an inclusive and understanding workplace

Fertility treatment is a deeply personal journey that can have profound implications for individuals both in their personal lives and their professional environments. For many employees, balancing the demands of fertility treatment with workplace responsibilities can feel overwhelming, often requiring a delicate juggling act between medical appointments, physical side effects, and emotional wellbeing.

Recognising the challenges that employees face, whether it is the emotional toll, the financial pressures, or the side effects of treatment, can help create a more supportive environment. Talking openly about infertility and/or fertility treatment should not be taboo, especially when it affects so many people.

1. Encouraging an open culture

Creating a workplace culture where employees feel they can discuss their personal journey with their manager without fear of repercussion is essential. Encouraging employees to speak out about their experiences should be paired with ensuring that managers are equipped to handle these conversations appropriately.

When a manager becomes aware of an employee undergoing fertility treatment, they should proactively discuss ways in which they can support them, for example by checking in regularly, and following up with them after they’ve had appointments or procedures.

2. Allow time off for appointments

Although there is no statutory right to time off—either paid or unpaid—for medical appointments related to fertility treatment, employers can make a significant difference by supporting employees as much as possible. It’s reasonable to ask employees to minimise the impact on their working day by scheduling appointments at the beginning or end of the workday, but understanding that this may not always be a possibility.

There may be some instances where appointments occur in the middle of the day or involve a procedures under sedation, like egg retrieval, where it may then be reasonable to allow employees the rest of the day off, using paid or unpaid leave, making up time, or using holiday allowances should be considered. To further support employees, employers might allow holiday to be carried over, reducing unexpected absences and offering flexibility.

3. Considering wellbeing support

If your organisation offers an Employee Assistance Programme (EAP) or provides private medical insurance, ensure employees are aware of these resources. Many EAPs include counselling services and 24/7 advice lines that can help individuals cope with the emotional and psychological strain of fertility treatment. Additional offerings like financial support for complementary therapies (e.g., acupuncture or reflexology) or access to GP services can provide practical assistance.

Mental health support is equally critical, particularly as fertility issues often impact emotional wellbeing. Even if your organisation does not have mental health first aiders (MHFAs), it is essential to direct employees to any available support systems. For those organisations that do have MHFAs, encouraging engagement with individuals who may have personal experience with fertility challenges can provide unique insights.

4. Being mindful of triggers

Open discussions with employees about their fertility journey can help managers understand potential emotional triggers and address them sensitively. For example:

• Employees undergoing ovulation-stimulating treatments may experience heightened emotional sensitivity at specific times of the month.
• Pregnancy announcements within a team can be particularly difficult for employees struggling to conceive. Managers can ask employees if they prefer to receive such news privately in advance, enabling them to process their emotions.

By taking these small but meaningful steps, employers can demonstrate empathy and create a more inclusive environment.

5. Building managers confidence

Equipping managers to navigate fertility-related issues is vital for creating a supportive workplace. Manager training can provide the tools and confidence needed to handle sensitive conversations effectively. These sessions can focus on active listening, recognising the signs of distress, and understanding workplace adjustments that may be helpful.

6. Inclusive and modernised policies

Forward-thinking, progressive companies are increasingly modernising their HR policy set to include policies that address life events that effect employees. Implementing policies around fertility treatment not only benefits employees but also strengthens your organisational culture and outlines clearly what employees can expect if they embark on this journey. Whilst best-practice, off the shelf policies can work, HR consultants can help develop bespoke solutions aligned with company values. Tailored approaches ensure compliance with legal requirements while addressing the unique needs of your employees, in line with your company voice.

One notable success story is Currys, who with the support of AdviserPlus, implemented five new policies to boost diversity and inclusion, including enhanced support for IVF treatment. Such initiatives demonstrate the positive impact of prioritising employee wellbeing on overall workplace morale and engagement.

Building a compassionate workplace

With the right initiatives in place, employees should feel empowered to advocate for their needs, while employers must take proactive steps to provide practical and emotional support and provide the right tools and training for managers to handle difficult conversations, confidently and consistently.

By encouraging open communication, offering tangible resources, and creating a culture of inclusivity, organisations can make a meaningful difference in the lives of their employees.

If you’re ready to support your managers with the right tools, training, and policies, we’re here to help. Whether you’re looking to implement a comprehensive fertility policy or empower your managers to have meaningful and supportive conversations, we can guide you every step of the way.

Get in touch today to start the conversation and take a proactive approach.