The next step in employee wellness: Compassionate fertility care

Although seldom discussed, fertility-friendly policies, such as enhanced maternity benefits and reproductive health support, have a potentially larger role to play in talent strategies. Employers are increasingly recognising the importance of offering fertility benefits to support their employees’ reproductive health and family-building journeys. 

Traditional wellness programs often overlook deeply personal challenges like infertility, focusing primarily on physical health. However, the inclusion of fertility benefits addresses significant issues such as stigma, work-life imbalance, productivity loss, and career interruptions. It is a way to recognise the multifaceted challenges—physical, emotional, and financial—that individuals face on their journey to parenthood.

What should be included within fertility benefits?

The scope of these benefits often depends on the organisation’s budget, the local legal and regulatory landscape, and the specific needs of employees.

In general, these benefits can include coverage for fertility treatments such as in-vitro fertilisation (IVF), intrauterine insemination (IUI), egg freezing, and sperm banking. Additionally, employers may provide access to donor egg or sperm services, fertility testing, and consultations with reproductive specialists. Some companies also extend support for adoption assistance and surrogacy services. 

Besides financial assistance and access, it’s important to have supportive leave policies and flexible work arrangements. Women often undergo fertility treatments during one of the most demanding stages of their careers. Furthermore, fertility treatments often involve multiple medical appointments, which can be physically and emotionally demanding. The time required for these appointments can impact an individual’s ability to balance work and health.

By offering flexible work arrangements, employers can help alleviate some of these burdens, allowing employees the flexibility to manage their fertility treatments while maintaining productivity at work. This support can take the form of flexible work hours, enabling employees to attend appointments without disrupting their workday, or offering the option for remote work, which allows for greater convenience and comfort during treatment cycles.

Leave policies should be similarly flexible, as the amount of time off required can vary greatly depending on the individual and the type of treatment. If there are no serious side effects from fertility medications or the treatments themselves, some women may only need to take a day off. For example, if the fertility clinic is located close to home or work, scheduling early morning appointments can help minimise the disruption to daily routines. 

However, fertility medications can sometimes cause side effects that make women feel unwell, and on those days, it’s better to take a few days off to rest and recover.

For treatments such as IVF or IUI, women typically need to take a day off for the procedure itself, as returning to work on the same day is often not advisable. Providing fertility leave can offer employees the time they need to recover from such procedures without the added stress of work obligations. 

Recovery times vary from person to person—while many women feel well enough to resume work after a short rest, others may prefer to take additional time to ensure they are physically and emotionally ready. Leave policies should be able to cover this diversity of needs.

Other ways of supporting fertility care in the workplace 

Besides financial assistance and directly applicable coverage, employers should also build a supportive culture that allows for open discussions about fertility issues. It is important to actively reduce the stigma surrounding infertility.

Some other options that can be provided are access to counselors, therapists, and support groups, and educational resources that can empower employees to make informed decisions. These benefits and resources should be clearly outlined in employee handbooks and made accessible  through intranet platforms or employee handbooks. Managers should also be trained and equipped with the tools to handle conversations around fertility issues.

By offering these supportive benefits, employers can create an inclusive, compassionate environment that not only helps employees manage their health but also strengthens employee loyalty and job satisfaction. Ultimately, providing fertility benefits and flexibility shows a commitment to the overall well-being of the workforce, fostering a more supportive and productive workplace culture.