Tag: employee benefits

In the UK, employers can support fertility and reproductive health at work by offering early diagnostic testing, expert consultations, inclusive family-forming support, fertility leave and flexible working, and access to clinically credible care and guidance. For HR teams, this matters for more than employee wellbeing. A clear fertility and reproductive health offering can help improve inclusion, reduce stress and uncertainty for employees, and strengthen retention in a competitive talent market. One of the most important things to remember is that our reproductive and hormonal health impacts us all the way through our career, not just at single points in time. The reproductive health landscape within the workplace tends to be siloed into fertility benefits or policies. Workplaces should aim to accommodate employees from every aspect of the reproductive lifespan, from those who have gynaecological conditions, sperm testing, those who need fertility care and those approaching menopause. What are fertility and reproductive health benefits? Fertility and reproductive health benefits are employer-sponsored services that help employees better understand their reproductive health, access timely care, and navigate different paths to either parenthood, symptom management or life stage health. Crucially, this support should extend beyond family planning to include the diagnosis, support, and management of reproductive health conditions (such as PCOS or endometriosis), allowing employees to get answers for symptoms and plan for their futures with clinical confidence. These benefits can include: hormone and fertility testing consultations with clinicians or specialists Diagnosis and support for conditions such as PCOS or endometriosis egg freezing guidance financial support for fertility treatment, such as IUI or IVF support for surrogacy or other family-forming journeys fertility leave and flexible working arrangements Unlike standard private medical insurance, which may limit or exclude parts of fertility care, specialist reproductive health benefits are designed to provide more targeted, comprehensive support. Why should UK employers offer fertility and reproductive health support? A strong fertility and reproductive health policy can help employers: support employee wellbeing more effectively create a more inclusive workplace for different family-forming journeys reduce stress, absenteeism, and presenteeism improve retention during key life stages demonstrate a meaningful commitment to women’s health and health equity For many employees, reproductive health concerns begin long before fertility treatment. Earlier access to testing, answers, and specialist support can make a meaningful difference to how supported they feel at work. What should a strong employer policy include? A well-designed fertility and reproductive health policy should usually include four core elements. 1. Early fertility and reproductive health checks Many employees face long waits or limited access to investigations through standard care pathways. Offering earlier access to reproductive health testing can help employees understand symptoms sooner and make more informed decisions about their next steps. This can include support for: hormone and fertility testing ovarian reserve assessments investigations into irregular cycles or hormone imbalance early identification of conditions that may affect fertility, such as PCOS, endometriosis, or thyroid dysfunction What HR teams can do: work with clinically credible providers that offer accessible testing and clear follow-up pathways. 2. Inclusive family-forming support A modern policy should reflect the fact that there is no single route to parenthood. Support should be inclusive of employees pursuing IVF, IUI, egg freezing, donor conception, surrogacy, LGBTQ+ family-forming pathways, and single parenthood by choice. A more inclusive approach may include: financial support or stipends for treatment access to approved clinics or specialists support that is not limited to one definition of infertility language and eligibility criteria that reflect a broad range of family structures What HR teams can do: review whether current benefits are accessible and relevant for all employees, not only heterosexual couples following a traditional treatment pathway. 3. Fertility leave and flexible working Fertility treatment and reproductive health care can involve repeated appointments, physical side effects, and emotional strain. Practical workplace support matters. A supportive policy may include: paid time off for fertility-related appointments and treatment leave for partners flexible start times or remote working for clinic appointments confidential processes for requesting support What HR teams can do: make expectations clear, train managers on handling requests sensitively, and ensure employees are not forced to disclose more than necessary. 4. Access to expert guidance and onward care Testing is only useful if employees understand what their results mean and what to do next. Employer support should include access to clinicians, education, and onward referral pathways where appropriate. This might include: clinician-reviewed results specialist consultations tailored next-step guidance support for managing symptoms and understanding treatment options What is the legal position in the UK? There is currently no statutory right to paid time off for fertility treatment in the UK, but employers still need to approach fertility and reproductive health support carefully and consistently. HR teams should be aware of: Pregnancy discrimination protections under the Equality Act 2010 once an embryo has been implanted the need to treat medical appointments fairly and sensitively the wider duty to create policies and management practices that reduce the risk of unfair treatment, discrimination, or employee relations issues As expectations around fertility support continue to evolve, many employers are choosing to go beyond minimum legal requirements and introduce clearer internal policies. How can HR teams implement fertility and reproductive health support well? A policy is more effective when it is practical, visible, and easy to access. HR teams should consider: defining what support is available and who it applies to making language inclusive and easy to understand training managers to respond with sensitivity and consistency providing confidential signposting to support choosing providers with clear clinical standards and appropriate follow-up care reviewing whether support covers prevention and early insight, not only treatment Where Hertility fits Many fertility benefits focus on support once an employee is already facing treatment. Hertility takes a proactive approach by helping employees access earlier insight into their reproductive and hormone health. Hertility supports employers with a diagnostics-led model that includes: at-home hormone and fertility testing screening for identifying issues such as PCOS, endometriosis, and hormone imbalances clearer insight into reproductive health and future […]