An empathetic approach to fertility treatment at work

National Fertility Week brings a renewed focus on the need for flexible, empathetic workplaces which enable people to perform to the best of their abilities.

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It’s National Fertility Week, which is a good opportunity to highlight the challenges faced by people going through fertility treatment at work. Over recent years a growing number of companies have taken part in sessions devoted to best practice around supporting people going through IVF, raising awareness of the beneficial impact support and awareness can have in the workplace. A growing number of employers are also taking action in terms of policies allowing more leave for fertility treatment appointments or are wrapping support up in an overarching reproductive health policy which covers everything from miscarriage to menopause.

One employer which launched its policy this week is the Co-op. It’s a policy that is led from the top, with the CEO being open about her own personal experience of IVF. Leadership matters as it percolates down the organisation and prompts action. In the Co-op’s case the policy allows for flexible time off for appointments which is unrestricted because each employee’s experience will differ. The measures apply to employees regardless of how long they have worked for Co-op or the number of hours they work. They also extend to employees using a surrogate and partners wanting to accompany those going to appointments for fertility treatment, with paid leave for up to 10 appointments per cycle and for up to three cycles of fertility treatment.

The Co-op is also launching a publicly available guide for managers to help provide appropriate practical and emotional support to those going through fertility treatment, given many say they don’t know how to deal with the issue.

Such steps are important and are part of a growing awareness by employers that they need flexible support packages, based on empathy and understanding, and a flexible workplace culture to ensure they can get the best from their employees. Some employers have set up employee networks around reproductive rights that aim to address myths around fertility, provide information, advice and peer support and link up with other support networks within the organisation, such as mental health first aiders.

The growth of particular policies on fertility or reproductive health in response to awareness raising has to be a good thing as it shows employees that the employer is sympathetic and provides a solid foundation for sensitive conversations. If you get the culture and approach right, often only small adaptations are needed. Often just being open and understanding can make all the difference.