During National Fertility Awareness Week, Seema Duggal of Fertility Network UK explains the profound effect fertility problems can have on employees and what employers can do to help.

This National Fertility Awareness Week, 4-8 November 2024, national charity Fertility Network UK is celebrating 20 years of improving wellbeing in the workplace. It’s a phenomenal achievement and one we’re extremely proud of: we’re pioneers in this field, with extensive experience working with employers and their staff to better understand and support employees facing fertility challenges, whatever they may be . Our research and expertise tell us that employers can make a big difference.

In 2004, the Fertility Network’s ground-breaking engagement with Unison in Scotland led to the introduction of fertility support policy in all 32 local authorities in the country. This was the start of the charity’s pioneering programme, and today our Fertility at Work initiative is thriving, helping a host of forward-thinking UK organizations of all sizes to create fertility-friendly workplaces that supports short and long term staff.

Anger at work

This Fertility Week our theme is #FertilityinMind, recognizing the mental health impact of infertility and its treatment, and the latest research underlines the importance of supportive employers – but shows there’s more to do.

This major research, carried out in collaboration with the British Infertility Counseling Association (BICA) and researchers from Cardiff University, Cardiff Metropolitan University and Queen’s University Belfast, looked at the prevalence of infertility-related trauma among fertility patients. We found that unfortunately, but not unexpectedly, trauma related to infertility is common, with 41% of respondents meeting criteria for either post-traumatic stress disorder (PTSD) or complex PTSD.

Research has also shown how levels of distress can be exacerbated by a lack of understanding and support in the workplace.

Respondents noted triggers such as pregnancy announcements at work contributing to re-experiencing the trauma and difficulty receiving news of negative outcomes while at work.

Specific workplaces such as schools, midwifery and antenatal care were particularly traumatic due to the prolonged and unavoidable contact with babies, children and their parents. Some people reported being harassed for missing work to attend treatment.

Participants said they faced difficulties at work due to the immense psychological and physical impact of the treatment. Many felt they had to continue working regardless of what they were going through, either because of commitments or because they didn’t feel they could share what they were going through with colleagues.

Knowledge and understanding

Respondents’ comments noted that a lack of knowledge about infertility, especially what the IVF process involved, was very difficult and employers not understanding the time required for treatment – caused a lot of unnecessary stress when doing IVF.

This latest research builds on a body of work from the Fertility Network and others that highlights how an understanding employer is key. A recent UKG Workforce Institute survey found that managers influence employees’ mental health (69%) more than doctors (51%) or therapists (41%) – and even as much as a spouse or partner (69%). Employers can make a big difference, and a supportive workplace is good for both business and employees.

That’s why a key part of our Fertility at Work initiative involves providing support in a variety of ways. These include education sessions, policy development and sharing stories of lived experience TO help managers and staff understand the realities of treatment and the emotional, physical, financial and social effects infertility can have, and raise reproductive health awareness among all employees. Increasing knowledge is vital.

Positive action

Many managers feel overwhelmed by discussing these issues in the workplace. But they should be reassured that they don’t have to be a medical expert or have all the answers. The important thing is to listen and offer support.

We suggest managers:

• create a plan with the employee to prioritize treatment
• be available throughout the process to check how things are progressing
• understand that some people may want less involvement than others. But it is important that there is at least one option for regular check-ins.

IVF is time intensive and time sensitive. Previous research by the Fertility Network has found that the average person going through an IVF cycle will need between eight and 10 flexible working days for appointments, scans, egg collection and embryo transfer. Clinic appointments often run over or have to be booked at the last minute, meaning flexibility in the workplace is essential.

Unfortunately, it is not uncommon for staff to end up reducing their hours or quitting their jobs if they are unable to balance work and fertility issues. Our research shows that nearly one in five employees have left their job because of the impact of fertility treatment. But if employers can be flexible, this need not happen.

An affordable policy

Having an accessible fertility policy in the workplace is important in creating an open, stigma-free culture. It helps you make sure employees feel comfortable at work so you can attract and retain the best talent. Our research finder that 83% of respondents said fertility support or a fertility policy were very important when considering a new job or employer.

With a policy in place, employees immediately know what help is available, such as time off for medical procedures, without having to disclose their infertility or treatment if they don’t want to. Your policy should also support partners and iworth remembering men account for about half of all fertility problems.

Fertility in the Workplace works with organizations to develop tailored workplace policies. For small and medium-sized organizations with fewer than 250 employees, FITW can provide fully funded support.

Once you have a policy in place, make sure people are aware of it. It can help to appoint a Fertility Ambassador to open conversations internally and let people know what support is available.

In the 20 years since the Fertility Network started working with employers and staff to improve wellbeing in the workplace, we’ve seen so many positive changes and it’s been fantastic to be at the forefront. We now look forward to the next 20 years as an increasing number of forward-thinking companies embrace employee empowerment and the eradication of stigma in the workforce.

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