June marks World Infertility Awareness Month and with the World Health Organisation (WHO) reporting that 1 in 6 (17.5% ) people are affected by infertility at some point, it is something that founder of Cream HR, Anthony Sutton, feels should be on the agenda of all HR departments.

Undergoing fertility treatment is invasive, demanding and isn’t guaranteed to succeed. It can be emotionally and physically exhausting for those involved and can include a number of things that might make working in the normal manner pretty much impossible.  These could include:

• Weekly hospital appointments
• Daily injections
• Ultrasound scans
• Taking daily medication
• Egg collection procedure
• Sperm sample collection
• Embryo transfer procedures
• Menstrual cycle tracking
• Mental health challenges

Many employers don’t consider fertility and therefore have no policies in place which would explain why as many as 69.5% of people report taking sick leave during the process, 68% say it had impacted their mental health and 36% state that they had considered leaving their job.

These statistics are terribly sad.  By not considering the issues that can arise around fertility, business leaders, HR managers and recruiters are risking alienating or even losing quality people.  I think it is critical that employers remember that their team is their biggest investment and so it is vitally important that fertility becomes a focal point for employers.

There are a number of ways that businesses can support those living with fertility issues, these could include:

1. Create an open and supportive culture.

Firstly, and some might say most importantly, ensure your company is open and supportive.  This will allow those trying to have a baby to discuss their journey and progress with their employer without fear of repercussions.  It’s important that managers understand the impact treatment can have on their employees so that they can provide support.

This is the most important thing an employer can do.  Even if they decide not to do anything else in the workplace to help those having fertility treatment, this is vital.  If people feel supported and like they can speak to their managers about what is happening for them and what they need they are likely to take fewer sick days, suffer less from stress and are less likely to resign.

2. Flexible working

Since the pandemic, more and more businesses are offering flexible working.  This can be a great benefit for those having fertility treatment as it allows people (especially those that have the flexibility to work from home) to attend appointments and complete home treatments with discretion and ease without unwanted questions. Having a working culture which embraces flexible working means colleagues can be reassured that if they needed time away from work for treatment or time off work for IVF, they could do so with little workplace disruption.

3. Fertility Policy

It would be wise for employers to consider having a policy in place which outlines the company’s stance on fertility, which explains clearly what employees can expect from their employer should they need fertility treatment, what support they will receive, time off and so on. This policy can clearly explain to employees how and when the organisation will support them if they undergo a fertility journey.

The majority of organisations already have policies in place for maternity and paternity leave and will probably have policies relating to sickness and compassionate leave, a fertility policy is just another life event policy that HR can put in place.

Things your policy should outline:

• The amount of paid time off for appointments you will give to those receiving this treatment (or the partner of those receiving treatment)
• Any adjustments you can make such as providing a fridge for storage of medicines and/or provision of a private area for telephone calls or to administer injections.
• Recording sickness absences in connection with fertility treatment separately from other sickness records (to avoid potential future issues with sickness levels and to avoid discrimination)

4. Mental health support

Infertility has been proven to have a significant impact on the mental health of both partners, so employers should consider how they can best support their employees.

If an employer provides an Employee Assistance Programme this will often give staff access to mental health professionals that are qualified to help with stress, anxiety, and depression, by providing counselling or some other form of therapy. All employers to take a look at what support they can provide.  It doesn’t have to be costly but a well-supported employee who feels that they and their situation matters and is understood is likely to be a loyal employee.

www.creamhr.com