Fertility challenges, investigations and treatment: Guide to offering workplace support
A guide for people professionals to provide effective support
A guide for people professionals to provide effective support
Fertility issues are not widely discussed – in society or the workplace – and relatively few organisations have policies or guidance in place to support people having treatment. Just over a quarter (27%) of the 2,023 UK employers we surveyed have either a standalone policy or include provision as part of a wider policy. The CIPD wants to help bridge this gap by encouraging organisations to view fertility as an important workplace wellbeing issue and by providing practical guidance about the support employers can put in place.
It can be a long and uncertain road for employees experiencing difficulties conceiving, trying to have or grow a family. It is often emotionally draining, socially challenging and financially tough. There can be significant impacts on mental and physical health. Managing these impacts alongside employment can be extremely difficult without an understanding employer.
Building on our research findings, this guide will help people professionals develop effective support for employees experiencing fertility challenges, investigations or treatment. It aims to provide knowledge and practical guidance to help employers and people professionals develop ‘fertility friendly’ organisations.
Promoting wellbeing and inclusion in the workplace is an important aspect of good people management. Those experiencing fertility challenges should feel supported and included in their working environments. We need to normalise the conversation about fertility issues in the workplace, so that people can access support when they need it. This kind of culture can have far-reaching benefits in supporting employees through many different and challenging life events.
People professionals are ideally placed to develop a proactive framework to support people. They have the strategic oversight to understand which policies are relevant or need to be developed, the current organisational culture and the work needed to develop it, as well as the ability to ensure that effective support is in place. The framework that employers develop will have a direct influence on how compassionate and supportive the climate is and how capable and confident managers feel to support people. Here are some of the key factors to consider in an inclusive framework.
This guide is written by Annette Sinclair, Research Consultant, with input from Rachel Suff and Dr Jill Miller (PhD), Senior Policy Advisers, CIPD. The legal section was written by Helen Burgess, employment partner at Gateley Legal.
Watch our webinar to explore how organisations can create a work environment that supports employees throughout their career including in menopause and fertility challenges as well as with their menstrual health.
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