Fertility treatment is increasingly recognised in the workplace, with more organisations signing up to be ‘fertility friendly’. Research from Fertility Matters at Work (FMAW) has found that 69.5% of employees will take sick leave during fertility treatment to avoid disclosing their situation to a manager — yet unplanned sickness absence is far harder to manage than planned, flexible working arrangements.

Supporting someone through a significant life event such as this builds loyalty and engagement. With 36% of employees having considered leaving their job due to a lack of support, retaining good talent depends on getting this right.

In this article, we explore how managers can best support employees navigating fertility treatment, and how employees themselves can approach these conversations — so that organisations can adopt best practice for all parties.

Support for Line Managers

Effective manager conversations have a profound impact — both on the individual and on the organisation. Fertility challenges remain an emerging and often invisible workplace issue, and many managers are simply unaware of how frequently they affect colleagues. The culture you create in your team makes a genuine difference: when people feel psychologically safe, they are more likely to disclose early and seek the support they need to stay engaged and productive.

When an employee does come forward, be mindful that this is a private and sensitive topic that will have taken considerable courage to raise. They are likely worried about your reaction. Your instinct may be to jump ahead to questions about maternity or parental leave — but it is important to stay present, focus on the here and now, and let the employee lead the conversation at their own pace.

Practical tips for managers:

• Listen and empathise — ask how you can help, avoid assumptions, and remember that every person’s situation is different.
• Make employees aware of all available flexible working options.
• Agree a communication approach and schedule regular, low-pressure check-ins.
• Explore reasonable adjustments for storing and taking medication where needed.
• Always respect privacy and confidentiality
• Avoid intrusive questions — let the employee set the pace and the level of detail they share.
• Remind employees of additional support available, such as Employee Assistance Programmes (EAPs) and Mental Health First Aiders.

Support for Employees

We recognise that discussing fertility challenges with a manager can feel daunting. Concerns about confidentiality, career impact, or not being taken seriously can all make these conversations difficult. However, managers are expected to provide support and make reasonable adjustments where needed, and there is often more flexibility available than people realise.

Starting the conversation

If fertility issues, investigations, or treatment are affecting your wellbeing or your ability to work, we encourage you to consider speaking openly — at whatever level you feel comfortable. How much you choose to share is entirely your decision, and you should never feel pressured to disclose more than you wish. That said, keeping your manager informed, even in broad terms, can help them better understand your circumstances and offer appropriate support.

For those who find it too difficult to speak directly with a line manager, a first conversation with an HR partner or a trusted colleague can offer a gentler starting point — someone who can listen, offer reassurance, and help facilitate further conversations when the time feels right. Support does not have to begin with full disclosure; it can start quietly, building gradually towards practical solutions.

Once those conversations begin, adjustments to ways of working — such as altered hours or the option to work remotely — can make a real difference. Fertility appointments can be frequent, emotionally demanding, and sometimes arranged at short notice. While many people do their best to schedule them outside core hours, this is not always possible, and flexible working can provide crucial breathing space during an already demanding time.

Taking leave from work

Treatment can also bring physical side effects, and there will be days when work simply is not possible. In these situations, standard sickness absence procedures apply; however, annual leave, special leave, or unpaid leave may provide a more manageable alternative for some individuals. Partners should not be overlooked either: when a colleague’s partner is undergoing treatment, time off to attend appointments or to provide support can be equally important, and employers are encouraged to consider flexibility where a partner’s presence is a meaningful part of the medical process.

Above all, no one should feel they have to navigate this alone. When handled with care and compassion, these conversations can transform what feels like a hidden and isolating struggle into a moment of genuine support — allowing employees to focus on their wellbeing while remaining connected to their work and their team.

Create a fertility-friendly culture

Creating a fertility-friendly culture — built on empathetic management, flexible working, reasonable adjustments, and genuine respect for privacy — improves wellbeing, engagement, and retention. Line managers play a pivotal role in supporting employees through sensitive conversations, while employees are encouraged to share information at whatever level they are comfortable with to access appropriate support. Proactive and compassionate approaches benefit both the individuals undergoing treatment and the organisations they are part of.

Further Resources

London Women’s Clinic — Leading independent fertility provider with 20 clinics across England and Wales, offering every pathway to parenthood including IVF, egg and sperm donation, egg freezing, and fertility preservation.

Fertility Matters at Work — A Community Interest Company dedicated to improving fertility support in the workplace.

Fertility Network UK — A charity providing free and impartial support, advice, and information for anyone affected by fertility issues, including regional support groups and a dedicated helpline.

HIMfertility — Information and support for men affected by fertility issues.

Human Fertilisation and Embryology Authority (HFEA) — The UK’s independent regulator of fertility treatment and research using human embryos.

Fertility Friends — An online support community exploring a wide range of topics related to infertility and fertility treatment.

Tommy’s — The UK’s largest charity researching the causes of pregnancy complications, miscarriage, stillbirth, and premature birth, with advice and support during pregnancy and after baby loss.

NHS – Infertility — Detailed NHS information on infertility, including causes, diagnosis, and treatment options.