On International Women’s Day this year, SOM and Fertility Matters at Work urged employers to drive a fundamental cultural shift in how fertility and reproductive health are implemented, managed and discussed at work.
With 1 in 6 people affected by infertility and 1 in 4 pregnancies ending in miscarriage, the silence and stigma around fertility challenges are a hidden workplace issue with real human and business consequences. While policy - at both Government and organisational levels - provides an essential foundation, which requires continued improvement, SOM warned that paperwork without empathy is also failing employees.
“Employers often focus on what support is offered, rather than how it is experienced,” said Natalie Silverman, Co-founder & CCO of Fertility Matters at Work CIC. “Even generous fertility benefits can fall short if employees are too afraid to ask for time off, worried their career will suffer, or feel isolated navigating treatment - which is why it's vital for managers to be trained and for there to awareness raising activity around this topic.”
The current landscape is concerning at both the macro and micro levels. Research from Fertility at Work Matters reveals that 63% of employees are unsure whether their workplace has a fertility policy, while almost 9 in 10 report being unaware of any manager training on fertility support. This is keenly felt amongst employees, with over a third of those who have undergone treatment having considered quitting.
The business case is equally stark. Fertility at Work Matters’ research also shows that 86% of employees would be more attracted to employers offering fertility support. It is estimated that £217 million is lost annually through attrition, absenteeism and lost productivity - equating to around £35,317 per employee. By contrast, providing 10 days of paid leave for fertility treatment is estimated to cost just £388 per employee.
But the issue extends beyond formal frameworks and written guidance - it is rooted in workplace culture.
As Amy McKeown, SOM consultant, says, “I have experienced firsthand the impact of inadequate workplace policy and support; I was made redundant while on leave because of having had a miscarriage. When these issues are met with silence, employees feel isolated at a time when they most need understanding. A policy alone cannot create a supportive environment - people do. There must be a shift in the workplace culture to achieve this. Recognising fertility issues as part of an organisation's business strategy reaps benefits - with improved retention, performance and equity.”
This International Women’s Day, SOM urged employers to review whether their fertility and reproductive health policies are clearly communicated and whether managers feel confident supporting employees through treatment or pregnancy loss. Too often, leaders lack that confidence; when they don’t know what to say, they say nothing - and silence is perceived as a lack of care. Occupational health training is the bridge between policy and workplace support.
Professor Neil Greenberg, President of SOM, said, “Occupational health experts and professionals are best placed to train and support employers and line managers, equipping them with the skills and knowledge to handle conversations with confidence and care.
“When an employer creates an environment where staff can voice their concerns - whether it’s time off for an appointment, the physical toll of treatment or the emotional weight of loss - they make their employees feel valued and supported. And valued employees build loyal, resilient organisations.”
One example is Caroline Biddle, a PhD researcher at Manchester Metropolitan University and co-founder of One Full Round, a campaign helping schools implement fertility treatment policies through a free model framework, resources and online training. She started the campaign alongside Devon-Louise Oakley-Hogg after leaving the teaching profession following her own experience of undergoing fertility treatment whilst balancing her career. She believes this is a major cause of women leaving the profession early in their careers, pointing to the 9,000 women in their 30s who left in 2022-23.
This education must happen at every level of an organisation. Line managers need the tools to handle conversations confidently, colleagues must not treat fertility as taboo, and policies must apply inclusively to both partners. Fertility challenges occur during working lives - making them workplace issues.
SOM is calling on employers to move beyond paperwork and toward people-first cultures where reproductive health is met with understanding, openness and meaningful support.