An unfulfilled desire for children can be an emotional and physical challenge for many people. Although it is a personal matter, it often has a massive impact on the professional lives of those affected. Balancing work commitments with medical treatments and the emotional strain of a fertility journey can be overwhelming. If this topic remains taboo in the workplace, it leads not only to additional stress but also to feelings of isolation and a lack of support. Many employees hesitate to disclose their situation for fear of negative career consequences or a lack of understanding from their managers or colleagues.
This is where a fertility policy comes in. It offers clear, uniform regulations that apply to all employees and are communicated transparently. This ensures that all employees, regardless of their individual situation or team, have the same rights and opportunities. A well-designed fertility policy creates structure and clarity, so managers and employees know exactly which support options are available and how to access them. It helps to avoid uncertainty and arbitrary decisions and ensures consistent and fair handling of the issue within the company.
Why a Fertility Policy Matters
Dealing with infertility and miscarriage is a challenging phase for many people. These challenges do not end at the office door but accompany affected individuals into their professional lives. Studies show that 90% of people experiencing infertility develop symptoms of depression. Additionally, 26% report reducing their working hours or quitting their jobs because it is too difficult to reconcile medical treatments with work demands. Miscarriages are another sensitive issue that affects many but is rarely openly discussed. Without official policies, affected individuals often have no choice but to call in sick or cope with their burden alone.
It’s important to emphasise that a fertility policy does not require employees to disclose their personal situation or discuss their fertility journey with their employer. Quite the opposite – it ensures that a supportive structure is available for those who feel overwhelmed and seek help. No one is forced to discuss their reproductive health at work, but those who need support should have a clear, safe way to access it without fear of negative consequences.
A lack of awareness of these challenges within companies often leads to additional psychological strain for those affected. The mental load – the invisible emotional and cognitive burden – increases significantly when employees are torn between fertility treatments and professional demands. This added pressure can negatively impact mental health, work performance, absenteeism, and even lead to resignations. A fertility policy provides structured solutions and reduces stress for those affected.
Benefits for Employees
Support measures around fertility help improve the balance between work and reproductive health, allowing employees to stabilise medically and emotionally without having to choose between their treatment and their job.
Having clear documentation through a fertility policy makes it transparent which support options exist and reduces uncertainty when it comes to time off or medical needs. An easily accessible policy ensures all employees can inform themselves anonymously about available support without having to approach HR.
Such a policy also sends a strong message that employees are valued and taken seriously. This alone can help reduce emotional stress and contribute to a more positive perception of the employer.
Key Elements of a Fertility Policy
A fertility policy should offer more than isolated measures – it should provide a comprehensive strategy to support employees. One of its core elements is the establishment of clear and uniform standards that apply to everyone. Transparent and understandable guidelines enable managers and HR teams to apply them consistently and fairly. Without clear definitions, support can vary widely depending on the team or supervisor, leading to frustration, inequality, and uncertainty.
Another key component is targeted awareness campaigns and training for all employees, especially managers. These initiatives help to raise awareness and promote an open dialogue about fertility issues. Flexible working options and time off should be included, allowing employees to attend medical appointments or take time to recover emotionally. A strong fertility policy might include, for example, up to five days’ leave following a miscarriage – also for partners and even for losses before 12 weeks – as well as additional time off for clinic visits.
In addition to structural measures, companies should provide reliable contact points within the organisation. This could be formal HR representatives or informal support networks like Employee Resource Groups (ERGs) that offer a space for exchange and solidarity. Employees should also have access to external, anonymous counselling services, including psychological support and expert advice, to help them cope with fertility challenges or miscarriage.
Benefits for Companies
Introducing a fertility policy benefits not only the affected employees but the entire organisation. A clear and structured policy significantly reduces stress for employees by providing clarity on available support and how to access it. This leads to a healthier, more productive, and more satisfied workforce.
Moreover, a fertility policy strengthens employer branding. Companies that actively care for employee wellbeing foster stronger loyalty and are more attractive to new talent. In a time of increasing skills shortages, offering a clear fertility policy can be a key advantage in recruiting. Surveys show that 46% of Generation Z consider fertility benefits an important factor when choosing a job. Companies offering such benefits position themselves as modern, employee-centric employers.
Lastly, a fertility policy promotes an inclusive workplace culture. It signals that reproductive health is taken seriously and that support is available to all employees, regardless of gender or family status. Non-birthing partners also benefit from leave entitlements after a miscarriage, recognising the emotional impact on them as well. A culture of care strengthens trust and long-term employee retention.
The Value of Social Freezing for Employers
Supporting social freezing (elective egg freezing) brings additional advantages. In an era where Generation Z places high value on work-life balance and personal planning, offering fertility benefits like social freezing can be a decisive factor in the competition for talent. Studies show that 46% of young professionals consider fertility benefits important, and three out of five people aged 25–35 worry about their fertility. Offering support in this area reduces anxiety and positions companies as progressive and employee-oriented.
From a retention perspective, social freezing is a strong tool. Employees who feel supported in personal decisions often show greater loyalty and satisfaction. Knowing that their employer backs them in key life decisions strengthens long-term commitment. Early access to social freezing can also help avoid more complex and expensive fertility treatments later, benefiting both employees and employers financially.
Conclusion
A fertility policy is not only a sign of care but an essential part of a modern, inclusive workplace culture. It sets binding standards for all employees and provides clear regulations to avoid uncertainty and unequal treatment. Such a policy enables employees to speak openly about their challenges and seek support without fear of negative consequences.
Companies that introduce a fertility policy benefit from healthier, more satisfied, and more loyal employees. They also strengthen their position as forward-thinking employers who take their people’s wellbeing seriously. By sending a clear message of support, they help ensure that reproductive health is no longer a taboo, but a natural part of working life.
How Onuava Can Support
At Onuava, we are committed to helping companies and their employees with fertility, family building, and reproductive health matters. We support businesses in developing a fertility policy tailored to their specific organisational needs. Through co-creation workshops with our trainers, we help design specific measures and assist with internal stakeholder management. Companies benefit from our experience and flexible templates that can be adapted to suit individual needs.
