5 reasons to introduce fertility benefits
In the UK, 73% of employees say their fertility journey has affected their work performance, and almost 99% say it has affected their mental wellbeing. Yet for many, there is still no structured support at work.
Here are five reasons why fertility benefits are moving higher up the agenda for employers – and why good fertility benefit design is integral:
1. The productivity impact is real
Fertility challenges affect work long before they appear in absence data. Appointments, tests, medication schedules, and difficult conversations rarely fit neatly around the working day, which means many employees are trying to manage treatment while staying visible and productive.
In practice, that often shows up as presenteeism rather than prolonged leave. Employees may be distracted, exhausted, or using annual leave to cover appointments, while managers and HR teams have little visibility into what is driving the change.
Fertility support can help reduce stress, remove practical barriers, and make it easier for people to stay engaged and productive at work.
2. Fertility support show whether benefits feel relevant
Employees are placing greater scrutiny on whether benefits reflect the realities of their lives. Fertility support is one of the clearest examples, sitting at the intersection of health, family planning, financial wellbeing, and inclusion.
Fertility challenges and family-building decisions affect a wide range of employees, including LGBTQ+ employees, single people planning parenthood, those considering preservation, and those experiencing pregnancy loss.
For employers, fertility support should be part of a broader conversation about inclusive and relevant benefits design, and should consider the range of ways people build families today.
3. Financial pressure affects access
For many employees, the biggest barrier to care is cost. If they do not qualify for NHS-funded treatment, or have already exhausted what is available to them, private care can become expensive very quickly.
The UK’s fertility regulator, one cycle of IVF costs about £5,000 on average, and funding decisions are made locally rather than nationally, according to the Human Fertilisation and Embryology Authority (HFEA), which means access can vary significantly depending on where an employee lives.
That creates a level of financial uncertainty that employees often carry alongside the emotional strain of treatment. Some may delay treatment, take on debt, or decide not to pursue care at all. In some cases, they may start looking at other employers that offer more meaningful support.
Financial support can make a real difference, but it does not have to start and end with a large reimbursement pot. In practice, the strongest designs combine financial support with education, care navigation, and expert guidance, so employees can understand their options earlier and make informed decisions – and possibly even avoid invasive and costly procedures altogether.
4. Employees want options beyond IVF
One reason fertility benefits are rising up the agenda is that employee expectations are changing. Many people want support earlier, and across a broader range of needs, rather than only when treatment becomes invasive or urgent.
Carrot’s Beyond IVF report found that awareness of IVF is high at 89%, but willingness to pursue it is much lower at 58%, while 78% of respondents said a better understanding of non-IVF options would make them more likely to explore those first.
A modern fertility benefit should start with education, navigation, and clinically appropriate guidance. Good design is not just about funding treatment; it’s about connecting employees to the right care pathway, at the right time.
5. Fertility as part of wider hormonal health strategy
Employee needs evolve across life stages, from preconception and family-building through pregnancy, postpartum, and eventually perimenopause and menopause.
That broader lens matters for workforce planning. In the UK, menopause-related symptoms are estimated to cost 14 million working days and £1.8 billion in lost productivity each year, and one in ten women who worked during menopause say they left a job because of their symptoms.
A more joined-up approach allows employers to offer consistent, meaningful support at key life stages, and also helps benefits leaders make a clearer internal case: this is not about adding another niche programme, but about supporting workforce sustainability across the reproductive and hormonal health lifecycle.
The case for action
The employers making progress are those recognising that fertility is affecting performance, retention and employee trust.
For benefits leaders, understanding what employees actually want from fertility support is a practical next step.
Carrot’s Beyond IVF report draws on employee data to explore the gap between IVF awareness and employee preference, and offers a useful perspective on what more responsive fertility support can look like in practice.
Supplied by REBA Associate Member, Carrot
Carrot provides access to expert fertility, family-building, and hormonal benefits.
