Weak fertility support is hurting productivity

This comes as the Budget highlights health-related inactivity as a major driver of the UK’s economic challenges. SOM says one overlooked contributor is the impact of reproductive health on employees’ ability to remain and perform at work.

Research from SOM and the Chartered Institute of Personnel and Development (CIPD) shows that nearly 1 in 5 employees undergoing fertility issues have considered leaving their jobs because they felt unsupported during treatment. Fewer than a third (30%) said they felt very or quite supported at work, and 24% had considered leaving their job following a lack of support related to pregnancy or baby loss.

Yet the lack of support is often not due to unwilling managers: 87% of managers have not received any training on fertility issues, according to Fertility at Work Matters and only 19% of UK organisations have a formal fertility policy, polling from the Chartered Management Institute (CMI) reveals. A lack of employer support drives inequality, stress, and workforce attrition. 

Professor Neil Greenberg, president of SOM, says: “With the Government’s focus on expanding the workforce, SOM stresses that supporting reproductive health is both a human and economic imperative. Early, preventative support – embedded through effective policies, training, and access to occupational health – improves morale, retention, and productivity.

“SOM is calling for wider access to occupational health services to help connect employees, employers, and managers and support those in and out of work. Expanding access to occupational health services in the UK can reduce the growing number of inactive workers, particularly women. 

“Investing in a healthy workplace is one of the smartest economic decisions the UK can make: it pays back many times through lower absenteeism, productivity, and a more resilient workforce.” 

The consequences for employers are substantial. Fertility at Work Matters estimates the absence of workplace fertility support costs UK businesses £217.3 million annually, with organisations paying up to £35,317 per affected employee when no workplace support is provided. Just under three-quarters of employees (73%) report that their performance has been negatively impacted due to inadequate support, resulting in £27.8 million lost productivity. 

SOM argues that professional occupational health input can guide appropriate work adjustments, reduce stigma, and offer evidence-based advice to both employees and managers. However, fewer than half of UK employees currently have access to professional occupational health services.

Dr Divpreet Sacha MRCGP MbChB DipOccMed, NHS GP, doctor at Neko Health and managing director of Her Holistic Health, says: “As a GP with a diploma in occupational medicine, who has been through IVF, I’ve seen and lived the reality: fertility treatment is an incredibly exhausting process; not just physically but mentally, socially and financially. When 87% of managers haven’t received any training on fertility issues, it’s no surprise that employees feel unsupported – not through lack of care, but lack of knowledge. This exhaustion naturally affects workplace productivity. 

“The difference between someone managing treatment well and someone really struggling often comes down to straightforward support: flexibility for appointments, managers with basic understanding, and access to occupational health advice. Fertility affects one in six people. With proper training and workplace support, employees shouldn’t have to choose between their treatment and their career.”

Dr Krystal Wilkinson, associate professor at Manchester Metropolitan University, says: “Our research into the experiences of those navigating fertility treatment alongside work highlights the significant logistical, psychological, physical and financial challenges. Where organisations have clear policies, occupational health input and well-trained and supported line managers, individuals can be better supported, for example with temporary reasonable adjustments that are less disruptive and psychological support.  The end result is reduced absenteeism, presenteeism, turnover and career downsizing – and increased engagement – a win-win for affected employees and their employers”