Background
The number of individuals accessing fertility treatment has grown rapidly in recent years, with the number of those accessing IVF treatment, for example, increasing tenfold between 1991 and 2019. Fertility treatments may be used by heterosexual and same-sex partners as well as single individuals.
Those having difficulty conceiving or experiencing the loss of a baby during pregnancy can have a difficult time physically, financially and emotionally. Experiences may include miscarriage, ectopic pregnancies or stillbirth as well as the difficulties associated with undergoing fertility treatment. There is still some stigma around this, and employees may struggle to ask for time off or even discuss it with their manager or employer. Common concerns are that they will not be taken seriously, or that it may impact their career prospects. There may also be a concern that if the treatment does not subsequently work or they miscarry there will be more people to tell.
What are the benefits of introducing a policy on fertility?
Ongoing fertility treatment can impact the individual and their partner and be a very significant part of their lives. Where employers have a policy in place, it removes uncertainty for staff and gives them channels to seek and understand the support they can access, giving an opening for raising this with their line manager or employer. Research with employers that have implemented a policy fed back that this has been very positively received by employees, generating goodwill that has fostered a happy workforce and improved productivity. Other research has shown that people undergoing treatment have felt compelled to lie and take extended time off by claiming an illness, adding to their stress and significantly undermining the employer-employee relationship.
What can employers do?
There is no automatic legal right to time off for infertility treatment, though ACAS guidance suggests that employers should treat medical appointments related to IVF the same as any other medical needs. However, support and understanding from an employer or manager can make a significant difference to the employee, and there is increasing openness around this topic and guidance for employers to help them put policies in place (additional resources here)
Fertility clinic appointments during working hours may be unavoidable, so allowing some flexibility during the working day can be helpful. Some treatments may also require anaesthesia or sedation, which can mean time away from the workplace, and there is also likely to be an emotional impact for the employee and their partner.
Some ideas for action
- Consider introducing a policy on fertility treatment within the context of general staff mental health and wellbeing. Having a clear policy in place can reduce the levels of stress on employees and make them more productive.
- A policy on fertility treatment can include paid time off, the option of swapping shifts or flexible working hours to fit around appointments or additional unpaid leave. The partners of someone undergoing treatment can be offered support, as well as those who are having the treatment themselves.
- During the fertility treatment process, employees may need some adjustments to their duties and responsibilities, and it would be helpful if they are able to discuss these without feeling that it will affect their current work situation. This can also mean that they are able to return to the workplace more quickly after treatment.
- Understand that there may be a significant emotional impact on the individual and their partner, and that both may be affected if, for example, the treatment is not successful or results in miscarriage.
- Recognise the importance of having an approachable manager or senior member of staff who is able to signpost to the right support and respond appropriately. Fostering a compassionate culture with explicit support can encourage the individuals to access the support they need.
For some additional reading and resources for this page click here.
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