+34An estimated 1 in 6 couples in Ireland experience fertility challenges. Fertility treatment is one of the most physically, emotionally...
Sara Kennedy An estimated 1 in 6 couples in Ireland experience fertility challenges. Fertility treatment is one of the most physically, emotionally, and financially demanding processes someone can go through.
Career and workplace coach Sorcha Keogh advises on how to navigate fertility treatment in the workplace. Fertility treatment doesn’t come with the same visibility as pregnancy and maternity leave. There’s no policy that automatically kicks in, no obvious start or end date, and often no outward sign that anything is happening at all.
Employees going through IVF, IUI, egg freezing, or other treatments are frequently managing scans, injections, hormonal side effects, and results, all while trying to show up at their workplace as if nothing is happening. There are some key aspects of fertility treatment that need to be understood by both individuals and their employers, so that work-related stress can be eased during what is already an inherently stressful process. Fertility treatment is unpredictable.
Timelines are based on the body’s response to various stimuli, and there is no place for a rigid, pre-planned calendar. Scans, bloods, and procedures are often confirmed only a day or two in advance. The sporadic nature of the appointments is often not conducive to workplace schedules. Workplace location, shift patterns, and staffing can all impact the ease with which an employee can make their appointments.
It helps to prepare for and accept that while you may have a rough idea of when your treatment will begin, you can’t predict exactly what it will look like and when your appointments will be. You may or may not want to communicate what you’re going through to your employer.
Some people find it easier to be open with their manager so the short-notice requests make sense; others prefer to keep it private and simply say they have a medical appointment. Both are valid. It may not be easy, but letting your employer know can alleviate a huge amount of stress. Your employer knowing creates the advantage of being able to discuss how you might temporarily adjust your role to accommodate the flexibility you need during your treatment.
It can often be a lot easier from an employer’s perspective to manage a temporary planned absence than a sudden unexplained one. Being proactive and offering solutions can be a good way to approach sharing what you’re going through with your employer. It’s also worth agreeing on how, and how often, you’ll communicate updates throughout treatment.
Something as simple as a confidential email or call once or twice a week to flag potential absences and workload can take the pressure off having to constantly explain yourself in the moment. If you do choose to disclose what you’re going through to your employer, be prepared to potentially have to educate them on what exactly is involved.
Whilst it may seem like a huge piece of work, it may be the case that your employer doesn’t understand what treatment looks like in reality. If you can set out how unpredictable and inflexible the treatment can be, this is how you can help build a wider understanding of what balancing treatment and work really involves for so many.
Whether it’s a formal fertility champion, a trusted colleague, or someone outside work entirely, having at least one person you can be honest with about what you’re going through makes an enormous difference. You shouldn’t have to carry this entirely on your own while also holding it together at work. As an employer or manager, when someone discloses a fertility challenge to you, the instinct is often to jump straight into problem-solving mode.
But a manager’s role in that moment isn’t to fix, it’s to listen and acknowledge what’s been shared. Fertility struggles carry enormous emotional weight, and the person sitting across from you has likely spent a long time working up the courage to say something. They need to feel safe and heard. A simple response like, “Thank you for telling me.
That sounds really hard. What would be most helpful for you right now? ” goes further than most managers realise. It hands control back to the employee and signals that you’re following their lead.
Fertility treatment is expensive, and in Ireland many people are still paying for some or all of it privately. On top of that financial pressure sits the emotional load: hormone changes, uncertainty, and the exhausting cycle of hope and disappointment that can repeat over months or years.
Employers don’t need to have all the answers, but acknowledging that this is genuinely hard, rather than treating it as a private matter with no bearing on someone’s working life, makes a real difference. Where possible, offering private medical insurance with fertility cover included sends a strong message that the true cost is understood. Not every cycle ends in good news, and results can be devastating.
An employee might get news in the morning that a cycle hasn’t worked and be expected back at their desk that same afternoon. Managers need to have an understanding of this and treat their employee with care and empathy. A simple, “take whatever time you need,” shows your employee that you understand what they’re going through and you trust and support them.
Fertility treatment often involves daily injections, medication that needs careful storage, and frequent calls with clinics during the working day. Storing medication in a communal canteen fridge or having to administer injections in a bathroom cubicle is not ideal, and is another obstacle for someone who is already on an obstacle-heavy journey. If possible, providing a small private space to inject and store medication is a practical way to demonstrate true support for those going through treatment.
One of the most effective things an organisation can do is designate fertility champions: colleagues, outside of someone’s direct management line, who can act as a confidential point of contact for anyone going through treatment. Having someone who understands the process and isn’t their line manager can take the pressure off managers to be experts in something deeply personal and medical.
Implementing a formal policy raises awareness of the range of fertility challenges employees may face, and the impact they can have at work. Once a policy is put in place, communicate it actively. Don’t assume people already know what’s available, policies need to be communicated before they can be utilised effectively. Fertility treatment touches a growing number of employees, and it’s often happening in silence.
The organisations that get this right aren’t necessarily the ones with the most detailed policy; they’re the ones that build a culture of trust, where people feel able to ask for what they need without fear of judgement or career consequence. Getting this right isn’t just the compassionate thing to do; it’s good business too.
Employees who feel supported through one of the hardest periods of their life are more likely to stay, to trust their employer, and to bring that same trust back into how they work. Small, thoughtful changes, in policy, in culture, and in the everyday conversations between colleagues, can make a real difference to someone going through one of the most demanding experiences of their life. , a coaching, training and support service for employees and employers navigating life’s key transitions.
Clarico offers individual career and return-to-work coaching. They also partner with employers to craft practical, employee support solutions.
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