More people are prioritising their careers and starting families later in life and there's more of a focus on wellbeing at work too. As a result, fertility support has emerged as an employee need. As an employer, it's important to think about how you can best support your team with the emotional, mental health and physical challenges that may come with fertility journeys.

Putting a dedicated fertility policy in place is a great way to create a company culture where people feel comfortable talking to their manager or someone in HR about what they’re going through. Opening up conversations around fertility can help people feel comfortable and confident in asking for extra support, instead of going through it alone.

In this guide we'll cover the top four things to think about when drafting a fertility policy:

• How much time off you should offer employees going through fertility treatment
• How to make sure your fertility policy is inclusive
• The flexible or hybrid working options you should consider
• How to support your employees beyond treatment