Time Off for IVF Appointments. Why This Workplace Wellbeing Moment Matters

What is happening now 

Campaigners from Fertility Matters At Work, backed by Labour MP Alice MacDonald, are pushing for legal rights to paid time off for IVF treatment. Their report, shared publicly on 30 June 2025, is based on over 1,000 UK workers who experienced fertility treatment. Key findings include: 

• 99% regarded IVF as a major life event 

• 87% reported anxiety or depression linked to treatment 

• 38% had left or considered leaving their job 

• Two thirds said the treatment had negatively affected their career 

• Nearly 80% took time off, but 61% delayed speaking to their employer due to stigma, and only 35% felt their manager had been supportive 

  
  

IVF is still classified as an elective or cosmetic procedure under the Equality and Human Rights Commission guidance, meaning no guaranteed workplace leave. 

The human reality behind the statistics 

IVF is not a light decision or an easy path. Many people arrive at it after years of trying to conceive or dealing with medical complications. For some, it represents hope after loss. The physical process is demanding, involving hormone injections, invasive procedures, time-sensitive appointments and uncertainty at every stage. But the emotional toll can be just as intense. 

It can feel isolating, particularly when you are navigating it privately while still expected to perform as normal at work. For women and couples already under pressure, silence from employers or colleagues only adds to the weight. IVF is not just a clinical pathway. It is a deeply personal journey that deserves recognition and support. 

Why this matters for workplace wellbeing 

1. This is medical treatment, not elective care Calling IVF cosmetic sends a message that fertility is not medical. The campaign aims to change that perception so UK law acknowledges it as a necessary healthcare procedure. 

2. Financial and emotional strain are real IVF is time consuming, stressful and expensive. One UK survey featured in The Guardian (2025) found that 87 percent of people going through IVF experienced anxiety or depression. Nearly 40 percent considered leaving their job during treatment. 

3. Without leave rights, support remains patchy and inconsistent Some employers offer fertility support but it is still voluntary and unequal. A 2024 report by The Guardian also revealed that while nearly two thirds of managers agree fertility leave is important, only 19 percent of UK employers actually have a policy in place. 

4. This is a workplace wellbeing issue, not just a personal one IVF can disrupt sleep, increase anxiety, impair focus and erode emotional wellbeing. The Fertility Matters at Work campaign report (2025) found that 61 percent of respondents delayed telling their employer due to stigma, and just 35 percent felt their manager was supportive. 

Fertility leave as prevention, not perk 

Fertility support should not be seen as a benefit or perk. It is preventive wellbeing, an investment that keeps employees engaged and productive, avoids turnover and demonstrates genuine care. 

Framing fertility leave alongside statutory treatment protections sends a clear message that employers are invested in long term outcomes, not just convenience. 

What can workplaces do now 

Here are practical steps to build inclusive support: 

• Clarify that IVF appointments qualify as medical leave, not optional time off 

• Train managers to respond with empathy and discretion 

• Offer flexible arrangements during cycles and recovery 

• Embed fertility in standard policies such as compassionate or family leave, rather than silo it 

  
  

These steps are not costly. They are strategic moves that build trust and loyalty at a time when 38% of employees say they might quit without support. But beyond the numbers, IVF is not just a process. It is a deeply personal and emotionally demanding journey. Navigating it while also fighting for recognition at work adds another layer of strain that no one should have to carry alone. 

The struggle for IVF leave rights is not a niche issue. It touches millions of UK workers and raises fundamental questions about what wellbeing really means in the workplace. 

Can an organisation really claim to support its people if critical healthcare needs are not recognised by law or policy? 

Providing paid leave for IVF is more than a benefit. It is a statement of values.