If an employee needs to take time off work for a medical appointment related to fertility, this should be treated in the same way as time off for any other medical appointment. As a first step it’s important to check your organisation’s policy to see if it includes paid time off for fertility investigations or treatment, and what other provision is available for people.
Experiencing fertility issues can require employees to take multiple absences from work, particularly given the medical aspects of some treatment and/or investigations. Sometimes appointments can be fitted in around work, particularly where flexible working arrangements are in place, but this will not always be the case.
Managing appointments alongside paid work can add to an employee’s stress, particularly as appointments may need to be arranged with little notice and they often don’t know how long investigations and/or treatment will take. Some absences related to fertility investigations or treatment can be hard to plan as an individual could be called to a clinic at very short notice. Others may travel abroad for treatment and could need a certain amount of time off work.
Experiencing difficulties conceiving can also be extremely stressful, as people can be going through what is often an uncertain journey of investigations and treatment, which can take up considerable time and energy. Most people find it very challenging to balance these demands alongside paid employment.
Undergoing an unsuccessful course of fertility treatment, or ongoing fertility challenges, or having to end a fertility journey without a successful pregnancy, can be very challenging for someone’s mental and emotional wellbeing. To many people it will be experienced as a bereavement. Being offered time away from work to recover and to deal with the wellbeing impacts of their situation can help individuals to cope and remain in work.
One employee’s experience of fertility challenges, investigations or treatment can be entirely different from another’s. Therefore, you should be responsive to people’s unique needs and offer leave and time off according to your organisation’s policy.
If someone is absent due to fertility challenges, investigations or treatment, have a sensitive conversation with them about how best to keep in touch during their absence. This should be approached with empathy and without the employee feeling any pressure to return to work before they are ready.