Fertility challenges and baby loss touch many more colleagues than we may realise. The World Health Organization estimates that one in six people experience infertility, yet many employees keep treatment and loss hidden at work for fear of stigma or career impact. These realities are present in our workplaces, but too often remain hidden in plain sight.
What this really looks like at work
Fertility treatment, particularly IVF, can involve unpredictable, short notice appointments, frequent scans and time sensitive injections. Employees may need a private, hygienic space (not a bathroom) for medication and somewhere to store it safely. Partners often need time away too, on egg collection day, for example, or simply to provide support. Emotionally, the ‘two week wait’ and the high likelihood that a first cycle may not succeed can be especially challenging.
Baby loss brings profound physical and psychological effects. Parents may face recovery from birth, investigations or post mortems, funeral arrangements and a series of clinical reviews, all while navigating grief that is exhausting and long lasting. Many bereaved parents value simple, compassionate acknowledgment at work; silence can feel isolating. Fathers, partners and solo parents are all affected as well.
Policy that lives in practice
A dedicated fertility policy and a separate baby loss policy are powerful signals that an organisation understands these experiences and intends to support people consistently. Wording matters and inclusive language should reflect individuals, solo parents and LGBTQ+ families, not just heterosexual couples, and recognise partners as well as the person undergoing treatment or giving birth.
But policy alone is not enough. Managers need training and confidence to translate policy into day-to-day behaviours, so employees feel psychologically safe to talk about what they’re facing. Awareness sessions, internal storytelling (including senior voices) and clear signposting to specialist organisations make support visible and practical.
Practical steps you can take now
- Offer flexible working and short notice leave for time critical appointments; consider remote working or adjusted hours where possible.
- Provide private spaces for injections and sensitive calls; avoid expecting employees to manage medication in bathrooms. Providing a separate fridge for storing medication is often well received so that employees don’t have to store their medication alongside a colleague’s sandwiches.
- Use compassionate, inclusive language across policies and conversations, including recognising parenthood in instances of baby loss.
- Be mindful of triggers (e.g., pregnancy announcements, baby showers); give colleagues options and advance notice (where possible).
- Signpost support for example, to Sands and Fertility Matters at Work – so people know where to turn alongside internal resources. This topic has previously been explored in our podcast with Helen Burgess, Clare Worgan (Sands) and Becky Kearns (Fertility Matters at Work). Their insights underline just how common, complex and human these experiences are in the workplace. Listen to the episode here.