Fertility support in the workplace: what every employer should know

While fertility may be a deeply personal journey, its impact at work is often invisible. 

Behind closed doors, employees may be navigating months of medical appointments, hormone treatment, uncertainty and emotional strain. At their desks, they’re still expected to perform, deliver and show up as usual. 

For many, that balancing act is exhausting. 

Fertility support isn’t about offering a niche benefit. It’s about recognising that reproductive health is part of real life and that real life doesn't pause for work. 

Fertility challenges are more common than many realise

Fertility difficulties affect 1 in 6 people of reproductive age in the UK, a figure that has grown in recent years and one that translates directly into your workforce. In 2023 alone, 52,400 patience completed over 77,500 IVF cycles at licensed UK clinics, resulting in around 20,700 babies born [1]. For some, the journey to parenthood is straightforward. For others, it involves IVF, medication, surgery, pregnancy loss or alternative family-building routes such as surrogacy or adoption. 

Treatment can require: 

• Frequent appointments, often at short notice 

• Physically demanding procedures 

• Hormone medication with side effects 

• Emotional highs and lows across treatment cycles 

Many employees keep this private. Research from Fertility Family found that 43% of people don’t feel comfortable speaking to their manager about fertility struggles, and 47% feel uncomfortable asking for time off for related appointments [2]. They worry about how disclosure might affect perceptions of commitment or progression. As a result, they may use annual leave to cover appointments, work through physical discomfort or struggle silently after unsuccessful treatment. 

Without visible support, stress increases and engagement can quietly decline. 

Why fertility belongs within your women’s and reproductive health strategy

Fertility shouldn’t sit in isolation. It forms part of a broader reproductive health picture that includes menstrual health, pregnancy, menopause and hormonal wellbeing. 

When employers approach fertility as part of a structured pathway rather than a one-off policy, support becomes proactive instead of reactive. It signals that health across life stages is recognised and planned for = not dealt with only when someone reaches crisis point. 

This approach also strengthens wider business priorities, including gender equity, inclusion and retention of mid-career talent. 

What meaningful support looks like in practice

Fertility support doesn’t have to be complex. Often, it’s about clarity, flexibility and empathy. 

It starts with giving employees reassurance that conversations are welcome. A clear policy, even a simple one, removes uncertainty and helps managers respond consistently. This might outline expectations around time off, flexibility and confidentiality so that no one feels they’re asking for special treatment. 

Flexibility is equally important. Treatment schedules can change quickly, and recovery can vary from person to person. Small adjustments – flexible start times, remote working options or understanding around last-minute leave – can significantly reduce stress. 

Managers play a critical role here. When they understand that fertility treatment can affect both physical and emotional wellbeing, they’re more likely to respond with empathy rather than assumption. Providing managers with guidance and practical conversation frameworks builds confidence on both sides. 

Emotional support also matters. Fertility journeys can involve uncertainty, grief and isolation. Research shows that 99% of UK employees undergoing fertility treatment report an impact on their mental wellbeing - the highest proportion of any country studied - with 63% seeking professional counselling or psychological support as a result [3]. Access to professional mental health support, structured counselling or specialist reproductive health services can make a meaningful difference – not just during treatment, but in recovery afterwards. 

And importantly, communication should be inclusive. Fertility support should reflect the reality that family-building journeys differ. Same-sex couples, single parents by choice and those pursuing surrogacy or adoption should all see themselves represented in the language you use. 

Why this matters to your business

When fertility is personal, the organisational impact is measurable. 

Without structured support, the data is stark. 73% of employees say their fertility experience made them less productive at work, 59% report a decline in confidence and workplace relationships, and 68% feel their career progression has been affected [3].  

The attrition risk is equally clear. 1 in 5 employees undergoing fertility treatment has left their job in the last five years due to insufficient employer support [4]. With the average cost of replacing an employee in the UK estimated at around £30,000 [5], that represents a tangible and avoidable financial loss. 

In contrast, organisations that embed fertility within a wider women's health strategy strengthen retention, trust and long-term engagement. 90% of UK employees say they would be attracted to an employer that offers fertility support - 17 percentage points above the international average [6]. Fertility support has become a marker of progressive, people-first organisations. 

Creating a culture where no one has to navigate it alone

Possibly the most important shift isn’t policy, it’s culture. 

When employees feel safe to say, “I’m going through treatment”, without fear of judgement or career impact, trust grows. And trust underpins performance. 

Supporting fertility doesn’t mean solving every challenge. It means acknowledging that the challenge exists and ensuring your people don’t have to manage it unsupported. 

How Healix Health can support your fertility and women’s health strategy

At Healix Health, we help employers embed structured, tailored health pathways that reflect the realities of modern workforces. 

Through integrated women’s and reproductive health support – including specialist services, mental health counselling, education and digital wellbeing tools – we help you move beyond reactive policies towards a proactive strategy that supports employees across every life stage. 

Because when people feel supported through the moments that matter most, they’re more likely to stay, engage and thrive. 

 

1. HFEA, Fertility Treatment 2023: Trends and Figures, https://www.hfea.gov.uk/about-us/publications/research-and-data/fertility-treatment-2023-trends-and-figures/ 

2. Fertility Family, Infertility Awareness Report 2024, https://www.fertilityfamily.co.uk/blog/the-infertility-awareness-report-2024/  

3. People Management, UK Employees feel more pressure to work during fertility treatment than other countries, survey finds, https://www.peoplemanagement.co.uk/article/1941444/uk-employees-feel-pressure-work-during-fertility-treatment-countries-survey-finds  

4. Benenden Health, Gender Health Gap Report 2024, https://www.benenden.co.uk/gender-health-gap-2024/  

5. Bright HR, The cost of employee turnover, https://www.brighthr.com/articles/culture-and-performance/staff-turnover/employee-turnover-costs/  

6. People Management, UK employees feel more pressure to work during fertility treatment than other countries, https://www.peoplemanagement.co.uk/article/1941444/uk-employees-feel-pressure-work-during-fertility-treatment-countries-survey-finds