Website Cookie Policy

We use cookies to give you the best possible online experience. If you continue, we’ll assume you are happy for your web browser to receive all cookies from our website.
See our cookie policy for more information.

Practice Areas

More Information

Leeds: 0113 244 6100

Sheffield: 0114 267 5588


Send us an enquiry

The Fertility Treatment (Employment Rights) Bill: It’s time to support staff undergoing fertility treatment

25 November 2022

If passed into law, the Bill would give employees a statutory right to take time off work to attend fertility treatment clinic appointments.

According to the Human Fertilisation and Embryology Authority around 60,000 people in the UK use fertility services each year. However research published last month by the Fertility Network UK found that 55% of employees going through fertility treatment, or experiencing fertility issues, do not receive adequate support from their employers. And only 25% of those surveyed believed that their employer had implemented a supportive workplace policy. These statistics are a key indicator that it is time for new legislative measures. 

The Fertility Treatment (Employment Rights) Bill (‘the Bill’) has been introduced in Parliament.  The Bill would require employers to allow an employee to take paid time off work to attend fertility treatment appointments. In addition, an employee who has a “qualifying relationship” with a person receiving fertility treatment would be entitled to take unpaid time off work to accompany the person to the appointments. 

An employee would have the right not to be subjected to any detriment by any act, or any deliberate failure to act, by their employer in connection with their right to take time off work to attend fertility treatment appointments. If an employee is dismissed for attending these appointments, it would be regarded as an unfair dismissal.

A Bill which focuses on these issues is overdue. Other countries have been more forward thinking in their approach to supporting employees experiencing fertility problems. For example, Malta has adopted fertility legislation allowing 100 hours of paid leave for couples undergoing IVF - 60 hours for the woman and 40 for the partner. Whether the UK Parliament supports the Bill will be clearer following the second reading which is due to take place on 25 November 2022.

A Fertility Workplace Pledge (‘the Pledge’) has been launched alongside the Bill, designed to benefit individuals and couples going through fertility treatment. Several large UK employers have signed the Pledge which means they will:

  • Implement a workplace fertility policy to increase transparency and reduce the stigma surrounding fertility issues;
  • Appoint a fertility ambassador to encourage open conversations and promote internal support;
  • Provide training for line managers to improve their understanding of the physical, emotional and financial impacts of fertility treatment; and
  • Give staff the right to request flexible working so that they can attend fertility clinic appointments. 

In due course we will see how effective the Pledge is and whether Parliament supports the Bill. These measures are a positive step towards ensuring that fertility treatment (and its impact) is more understood and sensitively handled in the workplace.

For more information, see our article ‘Should employers have a policy for staff going through IVF and assisted conception?’, where we discuss the benefits of having a workplace fertility policy and the potential discrimination claims employers could face in connection with how employees undergoing fertility treatment are treated.

How Wrigleys can help

The employment team at Wrigleys is expert in helping charities and education sector clients to create, establish and update workplace policies, including fertility treatment and other family friendly policies.

 We can also assist organisations with complex employee relations issues, including discrimination complaints and employment tribunal claims brought under the Equality Act 2010.

Importantly, we work within the wider charities, social economy, and education teams at Wrigleys and so we have in-depth understanding of how our clients’ governance and regulatory obligations impact on their employment policies, processes and decisions. 


If you would like to discuss any aspect of this article further, please contact Alacoque MarvinSusannah Allen or any other member of the employment team on 0113 244 6100.

You can also keep up to date by following Wrigleys employment team on Twitter

The information in this article is necessarily of a general nature.  The law stated is correct at the date (stated above) this article was first posted to our website. Specific advice should be sought for specific situations. If you have any queries or need any legal advice please feel free to contact Wrigleys Solicitors.




Alacoque Marvin View Biography

Alacoque Marvin


Susannah Allen View Biography

Susannah Allen

Trainee Solicitor

17 Apr 2024

Independent schools’ development: policies for navigating the modern fundraising landscape

Independent schools face fundraising challenges in a tough climate. Learn best practices for compliant and effective fundraising policies.

09 Apr 2024

Charities Act 2022: new provisions introduced

What do the latest provisions mean for your charity?

09 Apr 2024

Cohousing Series: Navigating the Planning System

This article is the latest in our cohousing series following our team member as she develops her own cohousing scheme.