HEYFLOW POLICY GUIDES

Fertility Treatment
Policy Guide

The uptake of fertility treatment in the UK is increasing year-on-year. With 1 in 7 couples in the UK having difficulty conceiving and it being the elective option for many single parents and same-sex couples, including fertility within a wider reproductive health inclusion strategy is a key part of creating an open and inclusive culture.  

Although not everyone who goes through fertility treatment will have the same experience, it can often be an emotionally and physically stressful time, especially in cases where treatments are not successful. This can affect those undergoing treatment, their partners, and both parents in cases of surrogacy.

It is also worth noting that ‘The Fertility Gap’ is a result of the known 'Motherhood Penalty', meaning that people end up having fewer children than they desire or waiting to have children later in their career, which has a knock-on effect on fertility rates and fertility treatment numbers.

Use of language

Despite half of infertility cases being attributed to male factors, many fertility resources don’t include cisgender men. This is in part due to the stigma around male infertility, and cisgender men may not feel comfortable seeking the care they need – and to help tackle that stigma one aspect that helps is the language that is used.

Gender-neutral language such as ‘person’, ‘birthing parent’ & ‘intended parent’ would not only be more inclusive of male employees but also nonbinary and gender-diverse people who undergo fertility treatments and don’t identify as female.

The term ‘partner’ can also refer to the partner of the person undergoing treatment and includes same-sex partners, intended parents and colleagues who have a surrogate or co-parent undergoing treatment.

Context

The inclusion points are not an exhaustive list for all working environments and some may just apply for desk jobs. Make sure to check with your country’s current laws and see your own legal advice.

How can fertility treatments affect people in the workplace?

  • Needing to take time off for appointments

  • Emotional distress

  • Increased Stress Levels

  • Physical Wellbeing can make travel / commuting more challenging.

Who is a Fertility policy for?

A fertility policy is for all employees who go through fertility treatment, for those who are managing or want to support someone who is undergoing treatment.

A quarter of women who told their manager about their fertility treatment did not receive any support at work and the same percentage experienced unfair treatment as a result.

Having a fertility policy can be a significant step in creating a more supportive working environment. A fertility policy helps to alleviate some of the fear around being discriminated against and ensures that employees know the options available to them when embarking on their fertility journey.

Some common fertility treatments include:

In vitro fertilisation (IVF)

IVF is suitable for people with a wide range of fertility issues and is one of the most commonly used and successful treatments available for many people.

Intrauterine insemination (IUI)

IUI or artificial insemination is commonly used by people who are using donated sperm, including single women and same-sex couples, but is also used by some heterosexual couples.

Intracytoplasmic sperm injection (ICSI)

For around half of couples who are having problems conceiving the cause of infertility is sperm-related. ICSI is the most common and successful treatment for male infertility.

Surrogacy

Surrogacy is a common route for same-sex male couples who’d like to have a family. It can also be a choice by those who have a medical condition that makes it difficult or impossible to get pregnant and couples who have had repeated miscarriages or failed treatment cycles.

Considerations for and possible points to include in a Fertility Policy

This policy covers time off to receive and recover from the physical and psychological effects of fertility treatment and to attend or accompany a partner/surrogate to appointments specifically connected to the process.

Medical Support

Providing private healthcare, including GP and specialist services, significantly reduces wait times and may lead to quicker diagnosis of more complex reproductive health conditions and possible routes of fertility treatment available. Some employers also elect to pay for several rounds of IVF treatment directly rather than through a 3rd-party provider.

Egg Freezing

Though it can be seen as controversial as it can perpetuate the idea that a person should ‘put off’ having children before they are at a point in their career, some employers have brought in elective embryo freezing benefits. This kind of benefit should be communicated with context around potential success rates of this route and as a part of a fuller education of their fertility options.

Paid Appointment Leave

Individuals undergoing fertility treatment will need to attend regular appointments. These may often be scheduled last minute and may be conducted over varying amounts of time, as each path is unique.

When appointments include procedures, also consider specific paid leave (without having to take annual leave) so that they can recover effectively emotionally and physically.

Counselling and Wellbeing Support

Undergoing fertility treatment can be emotionally exhausting, especially in cases where treatments are unsuccessful. Offering counselling options either through private healthcare, financial support or a directory of services will help those going through treatment.

Dedicated Sick Leave

Fertility treatments such as IVF can cause a range of symptoms such as nausea, tiredness, and depression. Offering specific paid fertility-treatment-related sick leave (beyond “usual” sick leave) within a fertility policy can ensure that individuals do not end up taking annual leave to recover while undergoing treatment.

Flexible working

Flexible hours and hybrid working will allow those undergoing treatment and their partners to attend appointments and manage their symptoms more effectively.

Reproductive health training

Training for all employees not only on the basics of the biology of fertility but also the impact it can have on work and how to support employees will help break down the taboos and create a more open environment at work and may help those going through a treatment understand their health and all the support available better.

Fertility Treatment Workplace Policy Structure

1. Introduction

At [COMPANY NAME], we are committed to creating an inclusive and supportive workplace environment where all employees can thrive. Recognizing the impact that fertility can have on individuals in the workplace, we have developed this Fertility Treatment Workplace Policy to provide support and accommodations for employees going through what can be a particularly stressful moment of life.

2. Purpose

The purpose of this policy is to:

  • Raise awareness and understanding of fertility and its treatments among all employees.

  • Provide guidance and support to employees experiencing symptoms because of their treatment.

  • Ensure that appropriate accommodation is provided to help employees manage their symptoms and continue to perform their duties effectively.

3. Scope

This policy applies to all employees of [COMPANY NAME] including full-time, part-time, and temporary staff.

4. Awareness and Training

We will provide training and awareness programs to ensure that all employees and managers have a good understanding of fertility treatments and its impact on individuals in the workplace. This training will cover:

  • What fertility treatments are and their common symptoms.

  • How fertility treatment can affect work performance and wellbeing.

  • Strategies for managing symptoms because of fertility treatment in the workplace

  • How to create a supportive and inclusive environment for employees going through fertility treatment.

5. Support and Accommodations

Employees experiencing symptoms are encouraged to discuss their needs with their manager or HR representative. We will provide the following support and accommodations:

  • [INSERT LIST OF ACCOMODATIONS]

6. Confidentiality

All discussions related to fertility and any accommodation provided will be treated with the utmost confidentiality. Managers and HR representatives will handle such matters sensitively and discreetly, ensuring the employee's privacy is respected at all times.

7. Review and Evaluation

This policy will be regularly reviewed and evaluated to ensure its effectiveness and relevance. Feedback from employees will be sought to identify any areas for improvement, and adjustments will be made as necessary.

8. Conclusion

[COMPANY NAME] is committed to supporting employees experiencing fertility treatment symptoms and creating a workplace culture that values inclusivity and wellbeing. By implementing this Fertility Treatment Workplace Policy, we aim to foster an environment where all employees feel supported, respected, and able to perform at their best.

Please note: This policy does not form part of any employee’s terms and conditions of employment and [COMPANY NAME] may amend it at any time.

Note: These policy guides, are just that, guides. Make sure to check with your country’s current laws and see your own legal advice.