It’s a stark and growing reality that growing numbers of people now face reproductive challenges. Navigating fertility in the workplace is a large part of my busy practice with clients ready to build their families and advance their careers.  As many as 1 in six couples globally, as women, men, couples and same-sex couples, and solo intended parents struggle with family building. The challenges of infertility, the fertility treatment options like IVF, a high rate of failed treatment cycles, and miscarriage often take a huge and silent toll on a person’s mental and emotional health, leading to stress, anxiety, and even depression akin to that faced by those diagnosed with cancer.
Work occupies about a third of a persons life, and my clients often describe fertility struggles as ‘another job to juggle’ while maintaining their career. Employers, managers and colleagues are well-placed to learn to provide a supportive culture and inclusive workplace prioritizing the reproductive health and well-being of employees.
A survey conducted by Fertility Network UK found that 90% of respondents felt that infertility had a negative impact on their work life, with 70% experiencing stress and anxiety related to their fertility struggles. The survey also found that 87% of respondents wanted their employer to provide support for infertility, such as time off for medical appointments, flexible work arrangements, and counseling services (Fertility Network UK, 2018). Health benefits are growing in popularity, with millennials choosing employment with attractive incentives for those of reproductive potential, or making switches to more fertility-friendly employers.
One way to create a fertility-positive workplace is by offering flexible work arrangements – working from home models or agreed hybrid models. Why is this appreciated so much by women? Infertility treatments such as IVF often require frequent doctor’s appointments, challenging to schedule during regular work hours. Offering flexible work arrangements such as remote work, flexible hours, or a reduced workweek can make it easier for employees to manage their fertility treatments while also meeting their work responsibilities. Women tend to bear the burden of reproductive medical investigations and surgery, along with hormonal medicines, blood draws and scans during an IVF cycle. With a high failure rate – only about 23% – 30% cycles are successful – patients must be prepared to undergo around six treatment cycles. And benefits accrue to employers in minimising disruption when absences are planned rather than called in as last minute sick day.
A fertility-positive workplace culture can also benefit employees experiencing pregnancy loss. Miscarriage is a common experience – 1 in 4 pregnancies end in the devastating loss of miscarriage. Bereavement leave and access access to mental health services such as EMDR therapy and counseling can help employees cope with the loss of a pregnancy, promote healing, and make them feel valued. A fertility aware culture teaches managers and colleagues about having tough or awkward conversations with kindness compassion, sensitively, and following the lead of those who have experienced fertility issues, IVF treatment, failed cycles, pregnancy loss, stillbirth or death of their baby. Clients often tell me that avoidance of ‘the elephant in the room’ that is loss and grief feels hurtful and isolating. Men explain their sense of feeling unheard and sidelined in reproductive equations and in the grief of loss and death.
Specialised fertility coaching provides emotional and practical support to individuals navigating infertility and assisted reproductive technologies (ART) such as IVF. Fertility coaches are trained professionals who can help individuals – both women AND men – manage the stress and high anxiety associated with fertility struggles, improve their chances of IVF success, and navigate the complex aspects of ART while at work. A study published in the Journal of Psychosomatic Obstetrics & Gynecology found that fertility coaching can help improve the mental health and well-being of individuals undergoing fertility treatments. The study found that fertility coaching helped reduce stress and anxiety, improve coping skills, and increase self-efficacy (Domar et al., 2018).
Offering fertility coaching as part of a company’s wellness program can help employees feel supported and empowered to make informed decisions about their reproductive health. Providing fertility coaching looks to increase employee retention and productivity by reducing stress and anxiety related to fertility struggles.
In addition, companies can offer practical support for employees undergoing fertility treatments. For example, providing coverage for fertility medications, procedures, and IVF treatments in employee health insurance plans can not only help alleviate the financial burden of infertility but according to a  study published in Human Resource Management Review providing support for infertility can be a cost-effective way to enhance employee wellness programs. Providing support for employees experiencing infertility can help reduce stress and improve work engagement, job satisfaction, and retention. (Patel & Senapati, 2021).
A study published in the Journal of Business and Psychology found that companies that provide benefits for infertility, such as coverage for IVF and fertility medications, have lower turnover rates and higher employee retention rates. The study also found that companies with infertility benefits had higher levels of job satisfaction and were more likely to attract and retain top talent (O’Leary et al., 2021).
Providing access to egg freezing or sperm banking services can also be a valuable benefit for employees who want to preserve their fertility for future family planning. However egg freezing should not be regarded as a guaranteed panacea for delayed family building. The procedure requires two or three medicated treatment cycles to harvest an adequate amount of eggs. Eggs will need to survive a thaw process, undergo IVF, achieve fertilisation, and embryo implantation, avoid miscarriage and continue a successful pregnancy to birth.
Therefore I believe it is essential to create a work environment that is inclusive and supportive of all individuals seeking to conceive, regardless of their gender, sexual orientation, age or . This means offering benefits and support that cater to same-sex couples and solo intended parents, along with policies and coverage for surrogacy or adoption.
Creating a fertility-positive work culture can also benefit companies. Employees who feel supported and valued by their employer are more likely to be productive, engaged, and loyal to the company. Providing fertility support can also help attract and retain top talent, particularly in industries where infertility is common, such as healthcare, technology, and finance. There’s also a reputational aspect to harness for employers in adopting fertility positive benefits that are inclusive, accessible and encouraged.
A study published in the Journal of Occupational Health Psychology found that employees who experienced infertility and received support from their employer had higher job satisfaction and were more committed to their organization. The study also found that employer support for infertility was positively related to job performance (Morgan et al., 2018).
In conclusion, infertility, IVF, miscarriage, and other reproductive health concerns can be challenging and emotional experiences for employees. As an employer, it’s essential to create a workplace culture that prioritizes the reproductive health and well-being of all employees. By offering fertility coaching, flexible work arrangements, practical support for fertility treatments, and an inclusive and supportive work environment, companies can support employees during their fertility struggles and promote a positive work culture that benefits both employees and the company.
References:
Domar, A. D., Rooney, K. L., Wiegand, B., Orav, E. J., Alper, M. M., & Berger, B. M. (2018). Impact of a group mind/body intervention on pregnancy rates in IVF patients. Journal of Psychosomatic Obstetrics & Gynecology, 39(3), 1-8.
Fertility Network UK. (2018). The effects of infertility on people’s lives in the UK. Retrieved from https://www.fertilitynetworkuk.org/wp-content/uploads/2018/11/The-Effects-of-Infertility-on-Peoples-Lives-in-the-UK-Report.pdf
Morgan, J. F., Najman, J. M., & Purdie, D. M. (2018). The impact of employer support for infertility on job satisfaction, work engagement, and turnover intentions. Journal of Occupational Health Psychology, 23(3), 372-382.
O’Leary, K. D., Alexander, A. M., Arora, P., Lowry, K. P., & Legro, R. S. (2021). Infertility benefits and employee outcomes: A meta-analytic investigation. Journal of Business and Psychology, 36(1), 1-17.
Patel, C., & Senapati, C. (2021). Infertility, employee wellness programs, and HRM: A systematic review. Human Resource Management Review, 31(1), 1-18
