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Many employees will go through the pain of struggling to conceive or infertility at some point during their lives, and this will affect those close to them too. So, why should employers seek to support them, and how they can go about this?

Research published by the World Health Organisation in May 2024 suggests that around one in six individuals suffers from infertility. This will not just affect those who are infertile themselves, but also partners, while others may face difficulties in conceiving and require treatment to help achieve this. This means it is highly likely this will be an issue for employees in most organisations.

Being unable to start or build on a family is a highly distressing experience, and it is likely to impact performance at work for those who are affected. This could result in lower-than-usual levels of productivity, higher absence rates or mental health issues.

Providing support to employees going through a difficult time can help reduce these issues, as well as generating longer-term loyalty and commitment. All this can have bottom-line benefits, as well as forming part of what a responsible employer should be doing.

What should be included in a fertility strategy?

The biggest element of any strategy is to provide support for those who need it. Canvas employees who may have been through fertility challenges previously to ask what they would like to see in terms of policies, and ensure these are easy to access and relevant to all employees. These can be updated over time as suggestions come in from employees.

It is a good idea to nominate someone internally as a point of contact or dedicated fertility officer, who people can approach if they need help or guidance. Existing employee networks can be a valuable source of information which an employer should tap into. In time, there may be a desire for a dedicated fertility support group where people can share experiences and help each other. Employers should also be able to direct people to further sources of support, such as fertility clinics or mental health experts.

Education should be an important element of any fertility strategy, helping line managers and employees understand what it is like to go through infertility and what help and support can be given. Mood swings from hormones and the emotional and physical stress also need to be considered and accommodated, as they would be in any other health concern.

What benefits could be offered in this area?

Benefits can help in a variety of ways. Employers could consider partnering with fertility benefits providers, which can help employees with diagnosis, screening and access to egg and embryo freezing and IVF treatment, or ensure they use benefits platforms that facilitate access to this.

Alternatively, they could decide to contribute to the cost of treatment directly or offer interest-free loans to help employees pay for it. Providing employees with fertility coaching can help provide physical and emotional support, while grief counselling can help those who have been affected by loss.

Private medical insurance (PMI) does not always include fertility treatment, although some will offer elements of investigation and treatment. But policies can direct those affected to employee assistance programmes (EAPs), which can help provide mental wellbeing support, or help those with particular conditions, such as polycystic ovary syndrome or endometriosis.

Flexibility around working hours is important because people may require time off to attend treatment appointments or support a partner through this. Employers could also offer targeted fertility nutrition support for couples to improve their overall health and wellbeing in the lead-up to treatment.

Who should a fertility policy and benefits be offered to?

Everyone in the organisation should be able to access a fertility policy and benefits, including single individuals, those in same-sex arrangements and their partners. It is important to include those who may already have had a child and may be suffering from secondary infertility.

Policies should be available from day one of employment although an employer may choose to include a short eligibility period before an employee can access monetary benefits, such as having passed a probation period.

Heka’s own data suggests 6% of employees will access fertility support when it is made available.

What are the costs involved?

The costs will depend on how much money an employer wants to commit. Financing treatment for individuals could be expensive, with each case of egg-freezing or IVF running into thousands of pounds. Hosting fertility nutrition workshops and webinars that offer specific advice on diet, supplements and nutrients costs around £500 an hour.

PMI can also be costly but many employers offer this anyway, so it is worth checking cover. Those looking to offer fertility benefits, either directly or through an employee benefits provider, will need to get in touch with individual providers for a quote.

Other measures, though, cost very little. Developing a support network in-house or offering flexible working or time off for appointments will not cost employers anything directly and could lead to longer-term benefits in terms of staff retention and productivity.

What are the current market trends in this area?

This is an area that is receiving more attention, partly because of the campaign by former Conservative MP Nickie Aiken which is now being driven by Labour MP Alice Macdonald. Organisations including Aldi, Cadent Gas, Channel 4, Co-op, Metro Bank and Zurich Insurance are among those which have signed up to the Fertility Workplace Pledge. 

This commits organisations to having an accessible workplace fertility policy, establishing a fertility ambassador, training line managers in how to support people going through treatment, and giving the right to employees to request flexible working so they can attend appointments.

Who are the main providers of fertility benefits?

Fertility benefits providers include Carrot, Fertifa, Hertility, Maven, Peppy and Progyny, while health-focused platforms, such as Heka, also include fertility benefits as part of the offering.

Private medical insurance firms, such as Bupa or Axa, have their own fertility offerings, and can direct people to support through employee assistance programmes.

Other useful sources of information for employers include Fertility Matters at Work, Fertility Network UK and the UK government fertility regulator, the Human Fertilisation Embryology Authority. Nutritionists such as The Natural Balance can provide advice around fertility nutrition, while organisations such as Fertility Family can offer supplements designed to help those embarking on a fertility journey.

Meanwhile, law firms can offer advice on drafting policies, and ensuring these do not discriminate against groups of employees. Natalie Sutherland, partner and fertility officer at Burgess Mee, co-hosts a podcast called In/Fertility in the City, which explores how fertility challenges impact professional careers.