Around 3.5 million people in the UK struggle with fertility issues at any one time. Yet in most workplaces, meaningful, compassionate support remains the exception.
Evidence compiled by the Society of Occupational Medicine and the CIPD shows that nearly one in five employees undergoing fertility treatment have considered leaving their jobs because they felt unsupported during this process.
With Sir Charlie Mayfield’s recent Keep Britain Working Review, and the upcoming Employment Rights Bill placing renewed emphasis on strengthening the UK workforce, it’s striking that fertility – a core issue affecting retention and wellbeing – is still treated as peripheral. With fewer than one in five organisations offering training on how to respond to fertility issues, support remains patchy, and access is seemingly a luxury.
Read more: Few employers have a fertility policy, survey suggests
This is a missed opportunity. Occupational health specialists working alongside HR teams are well placed to address this gap and create more inclusive environments. Moving away from a one-size-fits-all model and towards tailored, compassionate support can have benefits for both employees and employers.
Train managers
A critical starting point is training managers to handle sensitive conversations, including those related to fertility, with confidence and care. Fertility treatment often involves frequent appointments, physical side effects of medication, and significant emotional strain, yet many employees feel unable to speak openly. Training led by occupational health specialists can equip HR professionals, and managers, with the knowledge, skills and confidence to overcome the stigma attached to fertility issues, to offer case-by-case support, to understand boundaries, and to know when to refer individuals to occupational health or external specialist services.
Read more: Three ways to build a fertility policy
Beyond current employees, it is essential to support those people who have dropped out of work due to health or reproductive issues, so that they can return to work feeling properly supported.
Conduct individual assessments
No two fertility journeys are the same. Some employees may require short-term adjustments; others may face more complex treatment processes or need additional emotional support. Occupational health individual assessments can help determine practical measures, such as temporary flexible working arrangements, time off for treatment and recovery, or mental health support. When HR and occupational health professionals work together, they can craft tailored recommendations that prioritise employee wellbeing and an inclusive working environment.
Inform staff about policy developments
Cultural change towards occupational health support cannot rely on goodwill alone. Without clear internal policies in respect of work and health, support will always be inconsistent. Occupational health professionals can help shape robust fertility and reproductive health policies that respond to the needs of employees. Policies should outline leave entitlements, set clear expectations for managers, clarify confidentiality commitments, and provide guidance on support following pregnancy or baby loss. They should also establish a consistent approach, ensuring that support is not dependent on individual managers.
Read more: A fifth of workers undergoing fertility treatment quit jobs
Ultimately, investing in fertility-related workplace policies is both a human and a business decision. When employees feel supported, particularly when navigating physical and emotional challenges, morale is higher, retention improves, absenteeism falls, and productivity rises. At a time when the UK is focusing on growing its workforce, fertility challenges must be part of the national conversation. This is even more relevant given that the total fertility rate, has been declining, hitting record lows, with the latest figures for England and Wales at 1.41 children per woman in 2024. HR and occupational health specialists play a pivotal role in creating workplaces where fertility struggles do not derail careers, and where compassionate and inclusive practices become the standard rather than the exception.
By Professor Neil Greenberg, consultant occupational and forensic psychiatrist, King’s College London
