FAQs

Infertility is a medical condition which affects one in seven couples. In the UK, approximately three and a half million people suffer fertility challenges, with most being of working age.

Remember that fertility issues can affect anyone, regardless of their gender, ethnicity and socio-economic background. According to Fertility Network UK, in terms of initial diagnosis, the majority of cases are a result of male fertility factors (40%), 30% of female, with the remainder being unexplained. 

The fertility journey starts with an investigation phase which is aimed at determining the root cause of infertility so that the most appropriate treatment can be offered. According to the NHS, there are 3 main types of fertility treatment:

• medicines
• surgical procedures
• assisted conception – including intrauterine insemination (IUI) and in vitro fertilisation (IVF).

For further information on fertility treatments, please consult the Human Fertilisation & Embryology Authority website. 

There are many challenges to consider, which can be physical, emotional, social and even financial. Fertility Matters at Work list a number of challenges individuals are facing, such as:

-          The need to attend multiple clinic appointments, often arranged with very little notice

-          The need to store medication (which may require refrigeration) at work, and to find a clean and private place to inject medication

-          There can be a number of side-effects of fertility treatment, which can prove problematic at work, including poor concentration; memory problems; poor sleep; exhaustion; generally feeling ‘run down’; and hormone imbalances that cause mood/anger issues

-          Employees may need to undergo surgery or other procedures to address underlying health conditions as part of a fertility journey

-          Particularly emotional experiences may occur when the individual is at work, such as their period arriving; receiving difficult news from the clinic (phone calls are often initiated by the clinic in working hours due to the time sensitive nature of treatment); or miscarriage

-          Difficulty in disclosing their situation with managers and other colleagues.

Whilst there is no statutory right to time off for fertility treatment or investigations, any fertility-related appointment should be treated as any other medical appointment.

Legally, in case of IVF, a person is deemed to be pregnant from the point of implantation of the fertilised egg in the uterus. Therefore, from that time, staff are legally protected from pregnancy and maternity discrimination and will have the right to time off to attend antenatal care. The protected period ends when the individual returns to work after maternity leave or at the end of the period of two weeks beginning with the end of the pregnancy (ie, in the case of IVF, if the pregnancy test, usually taken two weeks after implantation, is negative, the protection period will elapse two weeks after that date). 

We understand that discussing fertility challenges with managers may be difficult. This can be for various reasons, ranging from fear that confidentiality may be breached, that career prospects may be affected or that this would not be taken seriously. At LSE, we want to create an open and inclusive culture where staff feel comfortable sharing the challenges they are facing.

Remember that managers are expected to provide support and make reasonable adjustments where necessary.

If fertility issues, and the related investigations or treatment, are affecting your work or overall wellbeing, we encourage you to consider discussing this with your manager. If you feel uncomfortable approaching your manager directly, you may wish to speak with your HR Partner or another trusted colleague who can provide their support and help to facilitate discussions. Keep in mind that it’s entirely up to you how much you wish to disclose, and you should never feel pressured to share more than you are comfortable with. 

Making your colleagues aware of your situation and telling them when you will not be available may help you feel at ease when attending your appointment. If you want your colleagues to be aware of your needs but don’t feel able to speak to them directly, your manager or another trusted colleague may be able to help facilitate these discussions.

It may be that your manager is not fully aware of your specific needs and, therefore, is unsure about what support would work best in your circumstances. If you feel you need additional support, we would encourage you to speak to your HR Partner to explain the situation and what support/arrangements you may need from your manager.