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Fertility challenges affect millions of people worldwide, impacting their physical health, mental wellbeing, and financial stability. For many people, the fertility journey can be stressful and emotionally draining, and this will inevitably trickle into their work life, too. Without proper fertility policies or benefits in place, going through fertility treatment will often influencing a person's employee experience and job satisfaction. As business leaders look ahead to 2025, integrating fertility benefits into an effective HR strategy is not just a perk—it’s essential for creating inclusive company cultures, supporting employee wellbeing, and driving business success.

Quick facts

• 3.5 million people in the UK are currently experiencing fertility challenges
• 1 in 6 heterosexual couples experience fertility challenges
• Problems in the male partner affect about 40% of infertile heterosexual couples
• 19% of people going through fertility treatment have considered quitting their jobs
• 83% of people going through fertility treatments felt sad, frustrated and worried often or all the time as a result of fertility problems and/or treatment
• Nearly 8 out of 10 (78%) people said that fertility support or a fertility policy was very important when they were considering a new job or employer

The growing need for fertility benefits in the workplace

With one in six people globally facing fertility challenges, more employees are seeking fertility treatments to start or expand their families. These treatments can be costly and time-consuming, leading to a significant financial burden. The average cost of a single IVF cycle in the UK, for example, costs around £5000, and this can often be driven higher with medication costs and additional procedures. Without financial assistance or health coverage, many employees struggle to afford these necessary treatments.

Beyond heterosexual couples, same-sex couples and single individuals looking to start a family will also often require access to fertility benefits to support their reproductive health. A comprehensive fertility and family-forming policy will make sure that all employees, regardless of their gender identity, sexual orientation, or relationship status, have equal access to fertility services, reinforcing a commitment to diversity, equity, and inclusion in the workplace.

The impact of fertility benefits on business performance

Supporting employees through their fertility journey isn't just an act of goodwill—it directly impacts employee morale, engagement, and retention. Companies that offer fertility coverage see higher levels of employee satisfaction and loyalty. According to research, 68% of companies that offer fertility benefits report higher employee retention rates, and 40% of UK employees would willingly accept a lower salary in exchange for better employee benefits.

Employee wellbeing is closely linked to business performance. When employees feel supported, their mental health improves, reducing stress and absenteeism. Providing access to fertility benefits, including consultations with a fertility specialist and coverage for fertility medication, enhances employee productivity and strengthens overall business goals.

How fertility benefits attract and retain top talent

In today’s competitive job market, job seekers are prioritising employers that offer inclusive benefits, like fertility coverage, flexible working arrangements, and family planning support. Many companies are already leading the way, recognising that an inclusive approach to reproductive health leads to a healthy workforce.

To remain competitive, HR teams should consider updating job descriptions to highlight fertility benefits as part of their total rewards package. Including fertility benefits in recruitment materials signals to potential hires that your company values employee wellbeing and financial wellbeing, making it a more attractive place to work.

Building an effective fertility benefits programme

An effective HR strategy includes a well-designed fertility and family-forming policy. Here’s how to implement fertility benefits in 2025:

• Partner with a fertility benefits provider: Work with experts like Fertifa to design a benefits package that covers a range of fertility services, from initial consultations and personalised clinical support, to diagnostic tests and referrals to best-in-class clinics.
• Offer flexible work options: Flexible work arrangements, like remote work or adjusted schedules, allow employees to go to their medical appointments without added stress. Life doesn't work around a 9-5 schedule, and most clinics require patients to come in during working hours. Some employees may not feel comfortable doing their injections from the office, and giving them the option to work from home can make a big difference in their wellbeing.
• Provide financial assistance: Covering part or all of the costs of fertility treatments and medications can help alleviate financial burdens.
• Create a supportive workplace culture: Educate managers and executive teams on reproductive health and mental wellbeing so that everyone can feel comfortable talking about what they're going through. Starting these open conversations from the top-down will help to reduce the stigma.
• Develop a template policy: A well-structured fertility and family-forming policy outlines what employees can expect regarding coverage, leave options, and support resources. It also creates a necessary structure within which employees can feel comfortable asking for accommodations. If you need inspiration for drafting or improving a policy at your company, take a look at ours here.
• Integrate fertility benefits into leadership development: Encourage leadership teams to advocate for inclusive policies and champion fertility benefits as part of professional development and company growth.

Looking ahead: Fertility benefits as a standard in HR strategy

As businesses strive to create healthy workforces and support employees through all life stages, fertility benefits should be a priority in HR planning. By providing access to fertility benefits, flexible work arrangements, and comprehensive health coverage, companies can enhance employee satisfaction, strengthen business performance, and build a workplace culture that values family planning and work-life balance.

Investing in fertility benefits isn’t just about supporting individuals—it’s about shaping the future of work. Companies that prioritise reproductive health in 2025 will set themselves apart as leaders in human resources, driving both employee success and business growth.