As infertility rises within the UK, new research from Totaljobs and the Fawcett Society explores insights from UK workers undergoing fertility treatments. Our findings spotlight the challenges staff face while balancing treatment with work, and the cost to individuals and businesses alike. Discover our key insights below, or download the full guide, to see how you can create an inclusive environment for those facing infertility, while attracting new talent and retaining your valued workforce.

Key findings

• Two-fifths (43%) of workers who’ve undergone fertility treatment struggle to juggle work and their fertility appointments
• 92% of workers going through fertility treatments take time off (39% as sick leave, 23% as unpaid leave)
• Two-fifths (43%) face negative comments at work about their infertility
• 68% didn’t tell HR, and 59% didn’t tell their manager they were undergoing treatment
• Women report treatment having a greater impact on their physical health (16%, compared to 11% men) and emotional wellbeing (15% vs 12% men)
• 61% of UK workers view employers who offer fertility benefits more positively (rising to 69% for women)
• 4 in 10 UK workers are more likely to apply for a job with fertility benefits

How infertility impacts your workforce

The path to parenthood can be challenging, especially when infertility is involved. Fertility is a growing concern in the UK, with 3.5 million people affected by infertility each year. Furthermore, 1 in 7 couples may be struggling to conceive in the UK, according to the NHS. Infertility can impact anyone, and is a recognised disease according to the World Health Organisation. Despite being a health issue, infertility is still treated as a taboo topic and is often misunderstood. In addition to the stigma, undergoing fertility treatments at work takes an emotional, physical and financial toll on individuals, as well as having an impact on career progression. Businesses are also feeling the pinch as retention and engagement decline and unplanned absences increase. Employers are responding however, and fertility benefits and support are seeing an upward trend across UK workplaces. Our research, conducted in partnership with the Fawcett Society highlights how women feel the impact of fertility at work the most. This challenge can compound over time and rolls into ‘the motherhood penalty’  should a woman fall pregnant.

Fertility challenges in the workplace

Our research gathered insights from surveys (1,000 male and 1,000 female UK workers who have undergone fertility treatment in the last five years and a survey of 2,000 UK adults and 500 HR decision makers), focus groups and interviews to better understand the challenges and barriers impacting people navigating fertility treatments at work. Starting a family is a dream for many people, so going through infertility can be incredibly difficult emotionally. With this in mind, over half (56%) of employees have used an EAP (employee assistance program) for emotional support during their treatment. Women in particular note the negative impact treatment has on their emotional wellbeing (15% struggle with poor wellbeing, compared to 12% than men). Every fertility journey is different, but for most, it is time consuming and emotionally draining. This makes navigating infertility incredibly challenging, especially while working. In fact, 43% of people who have undergone fertility treatments at work say they struggled to balance the two. In turn, this has led to high absenteeism, with almost all (92%) workers saying they had to take time off for treatment (29% sick leave, 23% unpaid leave). As a result of this necessary time away from work,  fertility treatment can also impact the careers of workers. 42% of those that underwent fertility treatment said it slowed their progression. This may also be due to misconceptions about people trying to conceive as being less committed to their role, and therefore offered less development opportunities. The stigma surrounding infertility is ever present, and this is reflected in poor workplace culture. Two-fifths (43%) of those surveyed faced negative comments or attitudes around their treatment at work. This is perhaps why people are reluctant to discuss their treatment or needs with a member of HR (68%) or their manager (59%). Without support for these challenges, business are losing out as well as individuals.

UK workers are looking for fertility support from employers

As we saw above, infertility impacts employees on a myriad of challenges. However, there are also implications for businesses that employers should consider. Why employers should offer fertility support:

• Attract wider talent pools:
  • Jobseekers are looking for innovative and progressive employers. 4 in 10 UK workers would be more likely to apply for a job at an organisation with fertility benefits.
  • Further, 61% of UK workers view employers who offer fertility benefits more positively.

• Retain your valued staff:
  • UK workers want to feel supported and valued. Three quarters of workers who have undergone fertility treatments say the support they received strengthened their loyalty to their employer.
  • 30% of UK workers even go further to say they have considered leaving their job due to how they were treated at work during their treatments.

• Improve the wellbeing and engagement of your workforce
  •  Facing infertility can be incredibly draining.15% of women say navigating fertility treatments has a negative impact on their emotional wellbeing, with a similar percentage (16%) saying treatments impacted their physical health. Further, 30% of women want their employer to offer wellbeing support.
  •  Not addressing this can have implications for your workforce, in fact, 1 in 5 UK workers have considered handing in their notice due to how they were treated at work during their treatments.

Learn more about the benefits of becoming a fertility inclusive workforce in the full guide.

Steps employers can take to support employees undergoing fertility treatment

• Create a fertility policy or guide. This is often the first place staff will look to for support, but only 40% of employers have a policy. Lean more about how to create a best practise policy in our full report or read the article created by Fertility Matters at Work.
• Offer training to manager. Keep managers aware and informed of the challenges people undergoing infertility face, as well as your policy details.
• Adapt your culture. Foster open conversations and challenge views to create an inclusive culture and dismantle bias.
• Offer flexible working, this provides a greater work-life balance – over a quarter (26%) of workers surveyed wanted to see this implemented.
• Offer paid leave forappointments, treatments and compassionate leave to lessen the financial strain, and help staff navigate the emotional and time pressure – 28% of workers would find this helpful.
• Provide wellbeing initiatives. Over half (56%) of those who underwent treatment said they turned to an Employer Assistance Program for support.

For an in depth view on how you can create a fertility inclusive workforce, while attracting and retaining top talent read the full guide.

Watch the video showcasing our findings