Why workplaces should be offering support for infertility

According to IVF Australia, one in six Australians of reproductive age suffer from infertility. With the issue being so prevalent, employers can lessen the burden by offering support for struggling employees.

CIPD discussed the importance of providing infertility support in its Workplace support for employees experiencing fertility challenges, investigations or treatment report.

According to CIPD, only 27 per cent of workplaces have a policy that covers fertility treatment. Another 40 per cent don’t have any form of policy and have no plans to introduce any.

“It can be a long and uncertain road for employees experiencing difficulties conceiving, trying to start or grow a family. It can have significant impacts on someone’s mental and physical health. It can also be emotionally draining, socially challenging and financially tough. Managing the impacts alongside employment can be extremely difficult without an understanding employer,” said CIPD.

“We believe practical support and compassion at work can make a significant difference to how someone copes. Fertility issues are still not openly talked about in society, and so the importance and benefits of a supportive work environment haven’t been widely discussed. Therefore, how to support employees through fertility issues or treatment is not yet on the radar of most employers or managers.”

The report revealed that 17 per cent of employees don’t feel supported by their employer while experiencing fertility challenges. Another 46 per cent said their boss felt neither supported nor unsupported, which CIPD said is equal to doing nothing.

Furthermore, 47 per cent of workers said they didn’t tell their boss when they were experiencing fertility challenges, and 56 per cent of organisations said they hadn’t notified employees of support available.

This disconnect highlights an unwillingness to discuss issues. This only hinders progress. This is affecting the retention of employees, as 19 per cent said a lack of fertility support had made them consider leaving their job.

CIPD continued: “When dealing with the physical and mental wellbeing impacts of fertility issues, employer support can be very valuable. The way an employer responds can have an impact on how someone can balance work with the demands of treatment, as well as on their longer-term view of their employer.

“It also sends a message to the rest of the workforce about whether the organisation genuinely cares for the health and wellbeing of its people. There are also potential benefits for the employer in terms of enhanced levels of staff loyalty, retention and performance.”

One company that has been vocal about its fertility policy is Westpac. According to a statement from the bank, this kind of support is essential for providing a level of care and consideration for staff.

Christine Parker, Westpac’s group executive for human resources, commented: “It’s a way we can give those employees that little bit more support to balance their personal and work lives.”

CIPD offered five tips for implementing an effective fertility policy:

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 a 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.

To read CIPD’s full Workplace support for employees experiencing fertility challenges, investigations or treatment report, click here.

Jack Campbell

Jack is the editor at HR Leader.