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Fertility support for employees

Polly

Moderator note: new CIPD report available. See below.

Does anyone have a formal IVF policy or time off for IVF interwoven in an existing policy? I'd really like to have one so that people know this is something they can expect support and some extra paid time off for, and I think that signposting it formally would help.

Parents

  • Rather than starting a new thread I thought I'd piggy-back on this recent discussion to flag our new report on workplace support for employees experiencing fertility challenges, investigations or treatment.

    https://www.cipd.org/en/knowledge/reports/fertility-challenges/

    Key findings

    • Just over a quarter (27%) of employers have a policy in place concerning fertility treatment, while 40% don’t have a formal policy and don’t plan to introduce one. 
    • 46% of employees said they felt neither supported or unsupported at work while having fertility challenges. Just under a fifth said they felt quite or very unsupported.
    • Almost half of employees (47%) didn’t tell their manager or HR they were experiencing fertility challenges. 
    • Over half of organisations (56%) providing some kind of support had not their told employees about it. 
    • The top three most helpful forms of support reported by employees were paid time off to attend appointments; understanding from managers; and paid compassionate leave.
    • Almost one in five (19%) employees said they had considered leaving their job because of their experience at work in relation to fertility challenges, investigation or treatment.

    Based on these findings, the CIPD has developed some key principles to provide effective support.

    CIPD good practice principles for workplace support

    1. Raise awareness across the organisation about the need for fertility challenges, investigations or treatment to be recognised as an important workplace wellbeing issue.
    2. Create an open, inclusive and supportive culture.
    3. Develop an organisational framework to support employees, including specific policy provision.
    4. Manage absence and leave with compassion and flexibility, considering the potential impacts on both partners.
    5. Equip line managers to support people with empathy and understanding. 

    Use our practical guidance to support people professionals, managers and colleagues to apply these principles in your workplace.

Reply

  • Rather than starting a new thread I thought I'd piggy-back on this recent discussion to flag our new report on workplace support for employees experiencing fertility challenges, investigations or treatment.

    https://www.cipd.org/en/knowledge/reports/fertility-challenges/

    Key findings

    • Just over a quarter (27%) of employers have a policy in place concerning fertility treatment, while 40% don’t have a formal policy and don’t plan to introduce one. 
    • 46% of employees said they felt neither supported or unsupported at work while having fertility challenges. Just under a fifth said they felt quite or very unsupported.
    • Almost half of employees (47%) didn’t tell their manager or HR they were experiencing fertility challenges. 
    • Over half of organisations (56%) providing some kind of support had not their told employees about it. 
    • The top three most helpful forms of support reported by employees were paid time off to attend appointments; understanding from managers; and paid compassionate leave.
    • Almost one in five (19%) employees said they had considered leaving their job because of their experience at work in relation to fertility challenges, investigation or treatment.

    Based on these findings, the CIPD has developed some key principles to provide effective support.

    CIPD good practice principles for workplace support

    1. Raise awareness across the organisation about the need for fertility challenges, investigations or treatment to be recognised as an important workplace wellbeing issue.
    2. Create an open, inclusive and supportive culture.
    3. Develop an organisational framework to support employees, including specific policy provision.
    4. Manage absence and leave with compassion and flexibility, considering the potential impacts on both partners.
    5. Equip line managers to support people with empathy and understanding. 

    Use our practical guidance to support people professionals, managers and colleagues to apply these principles in your workplace.

Children