Fertility leave: The untapped opportunity to support growing families at work

Did you know? Only 19% of companies in the UK have policies that focus on supporting staff during fertility journeys. This underlines the importance of fertility support policies in the workplace, a crucial aspect that many employers may not be fully aware of.

These findings from the Chartered Management Institute reveal a significant gap between employee needs and company policies. Of the employees surveyed, 78% consider fertility support a key factor in evaluating job opportunities, yet only 19% of companies in the UK have policies that focus on supporting staff during fertility journeys. In fact, one report indicated that one in five people undergoing fertility treatment chose to leave their job due to a lack of support from their employer.

So, what are the key elements of a good fertility policy?

Time off for fertility treatment and recovery

Beginning fertility treatment is not something you go into lightly. It is not only an emotional process full of ups and downs. It is time-consuming with the many appointments required, medication and treatments that can be physically taxing and recovery.

For IVF treatments, it is usually recommended to plan for three cycles. Including provisions for fertility leave to accommodate pregnancy loss is vital in supporting staff.

Offer flexible working arrangements

Despite the pressure to return to the office, many companies and their employees know that flexible work is here to stay, and many people will seek out workplaces that understand this.

Where possible, look to solutions that make locations or schedules more flexible to support staff during fertility treatment. This could allow the employee more opportunity to attend appointments, look after their physical and mental health, and be closer to their personal support network.

Mental health support

As mentioned earlier, fertility treatment is no easy undertaking, and many people experience multiple rounds of treatments before a successful pregnancy. Access to counselling services can be an excellent offering for all staff and part of an employee assistance programme.

The value of supportive managers can never be overstated. It is imperative to create an environment where team members feel supported and can speak openly.

Manager training

Managers are extremely important in this process, as they are the first point of contact for support.

Managers should receive comprehensive training in fertility issues and how to manage them in the workplace. This training is essential to provide compassionate support and ensure that any steps taken are not discriminatory.

Ensure that managers and supervisors know company policies regarding fertility and the support resources available to staff members.

Anti-discrimination measures

Like with any company policy, when managing issues of fertility, it is essential that staff utilising any benefits do not receive unfavourable treatment based on their fertility challenges or unique circumstances.

At this time, staff members need to feel free to communicate openly and honestly, and the policy must allow them to do so without fear of repercussions.

Make your fertility policy accessible

Ensure that the policy is communicated clearly by giving employees access to it at all times. This could be via a portal or handbook provided with their employment contract.

Be sure to periodically retrain staff on these policies using workshops and internal newsletters or, if appropriate, provide a support group or committee.

Supporting feedback and review

One of the most supportive things you can do for your staff is seek feedback. If the management team is committed to open and honest relationships with staff members, they will have a better opportunity to receive valuable feedback.

If your company creates a support group or committee, the members may be the right people to investigate and recommend improvements.

Key takeaways

A fertility policy is an excellent option for any company looking to stay competitive with recruitment or incentivise staff to stay long-term. Staff flock to more family-friendly businesses that offer flexible work and leave policies. With only 19% of companies providing fertility leave, there's a good chance you will beat your competitors to it.