Why fertility benefits are now a boardroom conversation

Fertility benefits have become an increasingly important part of workplace wellbeing, but they are no longer simply an HR issue. They are a board-level discussion about talent, retention, culture, and employer reputation.

The gap between employer perception and employee experience is what makes leaders pay attention. In a 2025 international study by Fertility Matters at Work, This Can Happen, and Ferring, 75% of employers believed their organisation treats fertility treatment as a significant life event, yet only 27% of employees who had been through it agreed^[1]. When the people affected do not feel recognised, fertility stops being a private matter and becomes a trust issue.

Quick jump:

• The cost of staying silent

• The commercial case

• The gap between need and policy

• Why leadership matters

• What effective support looks like

• A strategic benefit for modern employers

• Contact our Partnerships Team

The cost of staying silent

By the time an employer realises someone is struggling, they may already be planning their exit. Fertility Matters at Work found that almost two in five employees (39%) had left a job, or considered leaving, while undergoing treatment^[1], and the Chartered Institute of Personnel and Development (CIPD) found that nearly half (47%) of those facing fertility challenges had not told their manager or HR what they were going through^[2].

Silence carries a performance cost too. Across the UK, 73% of employees said treatment made them less productive^[3], 94% said it affected their mental wellbeing, and 80% experienced anxiety or depression^[1]. This is experienced talent, under strain, at a pivotal point in their careers.

The commercial case

The business case is equally compelling. Carrot's Global Fertility at Work survey found that 65% of employees would change jobs for fertility benefits, and 72% would stay at a company longer if they had access to them^[4]. Fertility Matters at Work adds that 73% of people facing fertility challenges would be attracted to a role that offers support^[1].

Fertility benefits influence where talented people choose to work, and whether they stay. That makes them a lever for both recruitment and retention, not just a wellbeing gesture.

The gap between need and policy

UK practice still lags behind employee needs. The CIPD found that only 27% of employers had a fertility policy, while 40% had none and no plans to introduce one^[2]. Fertility Matters at Work reports that 67% of employees say their workplace offers no support during treatment, and 60% feel they have no clear entitlement to time off for appointments^[1].

Legislation is beginning to reflect what many employers are already recognising: fertility treatment requires workplace support comparable to other significant health events. The Fertility Treatment (Right to Time Off) Bill reached Parliament in November 2025, proposing a statutory right to paid time off for treatment appointments^[5]. The direction of travel is set; the question for your board is whether to lead or follow.

Why leadership matters

This is why fertility deserves executive attention. Fertility benefits are not only about access to treatment; they are about building a culture where your people feel supported through a major life event, without stigma or fear of professional disadvantage.

Get this right and you earn trust, deepen loyalty, and strengthen your reputation as a thoughtful, forward-looking organisation. Ignore it, and you risk losing good people in silence

What effective support looks like

Effective fertility support goes beyond funding treatment. The organisations making the greatest impact take a broader approach, combining access to high-quality clinical care with clear policies, manager training, and a workplace culture where employees feel able to ask for support without fear of stigma.

Practical steps include:

• Introducing a clear fertility policy.

• Providing paid time for treatment appointments where possible.

• Equipping managers to respond with confidence and empathy.

• Ensuring employees understand what support is available and how to access it.

• Seek support for webinars, Q&A or information from a HFEA licensed fertility provider.

• Fund or negotiate treatment discounts on behalf of your employees.

Together, these measures help create a more supportive workplace and reflect the recommendations set out in CIPD guidance[2].

At Care Fertility, we work with organisations that want fertility support to be both compassionate and commercially sound. Our partnerships help employers introduce fertility support that employees understand and trust, improving employee experience while reducing the uncertainty that often prevents people from accessing available benefits. Even the best benefit delivers little value if employees do not know it exists or feel safe using it.

Whether you are reviewing your existing employee benefits or exploring fertility support for the first time, now is the time to assess whether your organisation is meeting the needs of today's workforce. Taking action now can strengthen employee experience, improve retention, and demonstrate a genuine commitment to supporting people through one of life's most significant journeys.

A strategic benefit for modern employers

The boardroom conversation has changed because the workforce has changed. You are now expected not just to offer benefits, but to show that those benefits reflect real life. Fertility support sits exactly where compassion, culture, and commercial sense meet.

For organisations competing for talent, fertility support is no longer a niche employee benefit. It is becoming an important part of how employers attract, retain and support exceptional people. Organisations that act now won't simply respond to changing expectations. They will help define them.

Contact our Partnerships Team

If you'd like to explore how fertility support could fit into your organisation's people strategy, our Partnerships Team is always happy to start the conversation.

Get in touch with us by clicking here

References
1. Fertility Matters at Work, This Can Happen and Ferring, The Impact of Fertility Challenges at Work: International Insights (2025). https://www.ferring.com/with-two-in-five-employees-undergoing-fertility-treatment-leaving-their-jobs-or-considering-quitting-are-companies-doing-enough/
2. CIPD, Workplace support for employees experiencing fertility challenges, investigations or treatment (2023). https://www.cipd.org/uk/knowledge/reports/fertility-challenges/
3. People Management, UK employees feel more pressure to work during fertility treatment than other countries (2025). https://www.peoplemanagement.co.uk/article/1941444/uk-employees-feel-pressure-work-during-fertility-treatment-countries-survey-finds
4. Carrot Fertility, Global Fertility at Work survey (2023). https://www.get-carrot.com/blog/how-organizations-are-evolving-to-meet-employee-fertility-benefits-needs

5. Hansard, Fertility Treatment (Right to Time Off) (4 November 2025). https://hansard.parliament.uk/commons/2025-11-04/debates/AF7D9C83-BE30-460F-9BC2-D9FF92D74780/FertilityTreatment(RightToTimeOff)