Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
More stories for you
Support for fertility and family-building challenges is emerging as a priority for workplaces worldwide.Â
A new global study by Ferring Pharmaceuticals, Fertility Matters at Work, and This Can Happen surveyed over 3,600 employees and employers across the UK, Australia, Japan, Poland, and France. It found that 58% of employers already include, or plan to include, fertility support in workforce engagement and wellbeing strategies.
Significant Gaps in Current Support
Despite growing awareness, employees report substantial gaps in assistance, according to Human Resources Director. Two-thirds of workers experiencing fertility challenges say their employers provide no support.Â
Many lack paid time off for fertility appointments, forcing employees to use annual leave, sick leave, or unpaid leave, while over a third feel pressured to be at work during treatment.Â
Financial support is also limited, with only 24% of employers offering assistance for treatment costs.
Most employees share fertility treatment details with line managers rather than HR or benefits teams, leaving managers responsible for sensitive conversations without adequate guidance.Â
This gap means organizations may underestimate the prevalence and impact of fertility challenges in the workforce.
The Business Case for Fertility Support
Clear policies and supportive cultures can boost retention and attract talent. The study found 73% of employees facing fertility challenges are more likely to be drawn to roles offering support, while 39% have considered leaving due to lack of assistance.Â
Organizations that establish comprehensive frameworks — including policy clarity, manager training, wellbeing initiatives, and financial support — stand to gain loyalty, engagement, and competitive advantage.
Fertility support is no longer optional for forward-looking employers. Addressing these gaps is both a social responsibility and a strategic business decision, with organizations that act likely to retain top talent and strengthen workforce wellbeing.
