Why Fertility Awareness Matters at Work
Around one in six couples will experience fertility challenges, meaning that almost every workplace includes someone quietly navigating this journey, even if it isn’t visible. Understanding fertility in the workplace is about recognising that these experiences don’t stop at the clinic door. They can affect how people feel, focus, and perform at work, and how supported they believe they are by their employer.
Fertility issues can affect people in many ways. There are physical side effects from medication, emotional highs and lows, and the constant uncertainty of waiting for news. There’s also the logistical pressure of multiple appointments, time off for procedures, and the financial cost that can weigh heavily.
For some, the workplace becomes another source of stress. Many people feel they have to hide what they’re going through, fearing judgement or misunderstanding. Others struggle to explain their need for flexibility or privacy. This can leave them feeling isolated, unseen, or even forced to choose between their career and their hopes for a family.
Fertility isn’t just a personal issue, it’s a workplace wellbeing issue. Supporting employees through it helps to build trust, inclusion, and loyalty.
Understanding Assisted Conception in Simple Terms
Assisted conception refers to treatments that help people conceive when natural conception is difficult or not possible. This might include IVF (In Vitro Fertilisation), IUI (Intrauterine Insemination), egg or sperm donation, or egg freezing.
These treatments can take time and require multiple visits to clinics, often during working hours. They may also involve hormone medication that causes fatigue, nausea, or emotional swings. For many, the uncertainty of whether treatment will work can be one of the hardest parts.
When employers understand these realities, they can create a culture that allows people to manage their treatment without fear or stigma.
Simple Steps Employers Can Take
Supporting fertility in the workplace doesn’t have to be complicated or costly. Often, small changes can make a big difference. Here are some simple and practical steps to start with.
1. Open up the conversation
Creating space to talk about fertility at work is a powerful first step. You don’t have to have all the answers, you just need to show that the topic is not taboo.
Managers can include fertility awareness in wellbeing discussions or in company newsletters during Fertility Awareness Week. A simple message of support can make employees feel that it’s safe to be honest about their needs.
2. Offer flexibility
Flexibility is one of the most important ways to support employees going through treatment. This might mean allowing short-notice time off for appointments, hybrid working options, or flexible start and finish times.
When policies and managers make flexibility easy, employees can focus on their health and treatment without additional stress.
3. Review policies and language
Organisations should establish a standalone fertility policy rather than relying on brief mentions within wellbeing, absence, or family policies. Many existing policies overlook fertility treatment entirely, leaving employees without clear guidance or support.
A dedicated fertility policy demonstrates that the company recognises and supports employees who are navigating fertility treatment. It should outline practical considerations such as leave entitlements, flexibility for appointments, confidentiality, and available wellbeing resources.
When developing or reviewing the policy, ensure that the language and examples used are inclusive. Not everyone undergoing fertility treatment is in a heterosexual relationship or planning to conceive biologically. Inclusive language helps create a workplace culture where all employees feel respected and supported in their personal and family-building journeys.
4. Educate line managers
Managers play a vital role in setting the tone for how supported employees feel. Offering short training sessions or guidance notes can help managers respond with sensitivity and confidence.
Even a basic understanding of fertility treatment and its potential impact can help managers handle conversations in a caring, professional and informed way.
5. Provide emotional support
The emotional side of fertility challenges can be significant. Providing access to counselling or employee assistance programmes can make a difference.
If your organisation doesn’t have these in place, consider signposting external support such as Fertility Network UK, Tommy’s, or Mind. Encouraging peer support groups or wellbeing champions can also help people feel less alone.
6. Respect privacy and choice
Everyone experiences fertility differently. Some people may want to share openly, while others may not wish to discuss it at all.
Confidentiality and respect for personal boundaries are essential. Employees should feel in control of what they disclose and to whom.
The Business Case for Fertility Support
Supporting fertility awareness is not only the right thing to do, it also makes good business sense.
When people feel valued and understood, they are more engaged, loyal and productive. They’re also more likely to recommend their employer as a supportive place to work, which strengthens retention and reputation.
Research shows that around 75% of employees experiencing fertility challenges say their productivity is affected. Another study found that 63% struggle to focus or manage tasks effectively during treatment. Almost one in five have even considered leaving their job because of how their employer handled the situation.
These numbers have real business consequences. Reduced productivity, increased sick leave and higher staff turnover all carry hidden costs. A recent article which references research by Fertility Matters at Work estimating that UK employers who do not support staff undergoing fertility treatments may incur hidden costs of £217.3 million annually, due to sick-leave, lost productivity and resignations. You can read the full article from The Guardian here.
On the other hand, when employers take simple, compassionate steps, like offering flexibility for appointments, reviewing policies or providing emotional support, they create an environment where people can thrive. Employees who feel supported bring their best selves to work, show greater commitment and contribute more consistently.
A compassionate culture also benefits mental health and reduces burnout. People no longer need to hide what they’re going through, and that honesty will create trust and teamwork. It also helps employers attract and retain talent, especially as younger generations place greater importance on inclusive wellbeing support.
Forward-thinking employers recognise that inclusion isn’t only about visible differences. It’s also about acknowledging life experiences that are often kept quiet. Fertility support is part of that broader inclusivity and one that strengthens workplace culture, enhances performance, and ultimately saves businesses time and money.
Starting the Conversation
If you’re unsure where to start, begin small. Talk to your team. Ask how the organisation can support people going through fertility treatment.
You don’t need to design a full policy straight away. Listening, learning, and showing empathy are powerful first steps. From there, you can gradually introduce flexible practices, signposting, and awareness training.
It’s about building a workplace culture where everyone feels safe to bring their whole selves to work — even during the most personal challenges.
Working Together for Change
Fertility Awareness Week is a reminder that this issue touches many lives, including those within your business. Each conversation we have, and each small step we take, helps to normalise the topic and reduce stigma.
I often collaborate with HR professionals, managers, and small business owners to create practical, affordable ways to support employees.
If you’d like to explore how your workplace can start this journey, please feel free to connect or send me a message.
My regular webinars as an introduction to addressing fertility in the workplace are free and run regularly.
To book the next one BOOK HERE
If you find this blog interesting you may also want to read How can you bring the F-word into the workplace.