Lack of workplace fertility support threatening productivity

The Society of Occupational Medicine (SOM) has warned that employers risk losing staff and reducing productivity by failing to integrate fertility and wider reproductive health into workplace health frameworks.

Research conducted with the Chartered Institute of Personnel and Development (CIPD) found that almost one in five employees undergoing fertility treatment had considered leaving their job due to a lack of support. Fewer than a third said they felt supported at work and nearly a quarter had considered leaving following pregnancy or baby loss.

The findings suggest support is often absent because employers lack guidance. Polling cited by SOM shows 87% of managers have received no training on fertility issues and only 19% of UK organisations have a formal fertility policy in place. SOM said inadequate support is contributing to stress, inequality and workforce attrition at a time when the government is focused on expanding the workforce.

Professor Neil Greenberg, president of SOM, said: ‘With the government’s focus on expanding the workforce, SOM stresses that supporting reproductive health is both a human and economic imperative. Early, preventative support – embedded through effective policies, training, and access to occupational health – improves morale, retention, and productivity. SOM is calling for wider access to occupational health services to help connect employees, employers, and managers and support those in and out of work. Expanding access to occupational health services in the UK can reduce the growing number of inactive workers, particularly women. Investing in a healthy workplace is one of the smartest economic decisions the UK can make: it pays back many times through lower absenteeism, productivity, and a more resilient workforce.’

Data from Fertility at Work Matters estimates the absence of workplace fertility support costs UK businesses £217.3m a year, with employers facing up to £35,317 per employee where support is not provided. Almost three-quarters of affected employees reported an impact on their performance.

SOM said improved occupational health provision could help reduce stigma, guide reasonable adjustments and support retention. However, fewer than half of UK employees currently have access to professional occupational health services.

Dr Divpreet Sacha, NHS GP and managing director of Her Holistic Health, said: ‘As a GP with a diploma in occupational medicine, who has been through IVF, I’ve seen and lived the reality: fertility treatment is an incredibly exhausting process; not just physically but mentally, socially and financially. When 87% of managers haven’t received any training on fertility issues, it’s no surprise that employees feel unsupported – not through lack of care, but lack of knowledge. This exhaustion naturally affects workplace productivity.’

Dr Krystal Wilkinson, associate professor at Manchester Metropolitan University, said: ‘Our research into the experiences of those navigating fertility treatment alongside work highlights the significant logistical, psychological, physical and financial challenges. Where organisations have clear policies, occupational health input and well-trained and supported line managers, individuals can be better supported, for example with temporary reasonable adjustments that are less disruptive and psychological support. The end result is reduced absenteeism, presenteeism, turnover and career downsizing – and increased engagement – a win-win for affected employees and their employers.’