What is fertility treatment leave, and which companies offer it?
In this blog, we explore what fertility treatment leave typically involves, how access varies by country and employer, and where the UK currently stands in recognising it as a legal right.
21st Oct 2025
Fertility treatment leave is a type of medical leave, which some employers grant to employees undergoing fertility treatments such as in vitro fertilisation (IVF), intrauterine insemination (IUI), or other assisted reproductive technologies. This leave provides employees with the necessary time off to attend medical appointments, undergo treatments, and recover from any associated procedures, without having to use sick days or annual leave.
The availability and length of fertility treatment leave may vary depending on the laws and policies of the country and company the employee is working in. In some countries, fertility treatment leave may be provided as part of statutory maternity or paternity leave, or as a company benefit. In the UK, leave for fertility treatment is not currently a legal right, but there is a bill with this aim currently sitting with the House of Commons.
Fertility treatment leave may be paid or unpaid, and can be made available to both men and women. Some employers may require employees to provide medical certification or proof of treatment to be eligible for fertility treatment leave.
This blog covers:
- What fertility treatment leave is and companies should offer it
- How forward-thinking employers are setting the standard
- Which companies currently offer fertility treatment leave
- How to ask about fertility treatment leave
Why should companies offer fertility treatment leave?
According to the NHS, around 1 in 7 heterosexual couples may have difficulty conceiving - that's around 14%. And that's not accounting for LGBTQ+ couples, for most of whom natural conception is not an option. But despite it being far from an unusual experience, many employees still feel reluctant to approach or discuss fertility issues with their employer. This might be due to embarrassment, shame, or even fear that it will negatively impact their career if they choose to share personal matters at work.
No matter their precise situation, it's all too common for those going through fertility issues to be impacted by it both physically and emotionally. And with much of their time still being spent in the workplace while going through this life-impacting experience, it's important for companies to create a supportive work environment for employees in this position.
Although employees in the UK currently have no statutory right to take time off work for fertility treatment, ACAS guidance suggests that employers treat appointments as any other medical appointment under the employment contract.
However, having fertility treatment leave as a standalone company benefit helps reduce employee stress for those going through treatment, helping to improve workplace culture and boost productivity. Providing understanding, care and support to employees helps demonstrate that they are valued by their company, and can foster a culture of openness where employees feel free to be honest about what they are going through outside of work. That's a culture that benefits everybody.
What companies offer fertility treatment leave?
We're putting the spotlight on some of our Flexa-verified companies who offer fertility treatment leave to their employees.
Companies leading the way
In this section we're spotlighting leading company iniativies when it comes to fertility treatment leave.
ASOS is proud to be a workplace that champions inclusive support for all paths to parenthood. Our approach to fertility inclusion is rooted in our purpose: to give people the confidence to be whoever they want to be - and that includes supporting them through life’s most personal and challenging moments.
Last year, we introduced Hertility as a benefit for ASOSers - giving employees access to personalised reproductive health testing, clinical support and education. This has helped raise awareness, reduce stigma and empower people to take control of their fertility journeys.
We also have the following suite of policies & practises to support fertility and family-building:
- Reproductive Health Policy – with reproductive leave. ASOSers are entitled to take up to 5 days paid leave per fertility treatment cycle.
- Pregnancy Loss Policy – individuals and partners who have been affected by pregnancy loss are entitled to up to 10 days’ paid leave. ASOSers will also be supported with paid time off to attend medical appointments and will look at temporary flexible working arrangements for further support.
- Training & awareness – we’ve partnered with Fertility Matters at Work and have launched their learning modules on our LMS to bring to life the wide range of real-life experiences of those experiencing fertility struggles, along with practical support."
At Tangle Teezer, we recognise that fertility journeys can be deeply personal and often challenging, so we’ve taken steps to ensure our team feels supported. We offer enhanced fertility leave, flexible working arrangements, and access to wellbeing resources for anyone navigating treatment. More importantly, we’ve worked to build an open culture where conversations around fertility, family planning, and health aren’t taboo. Managers are trained to respond with empathy, and team members know they can ask for flexibility without stigma.
One of the biggest lessons we’ve learned is that support needs to go beyond policy, creating psychological safety and normalising these conversations makes the biggest difference. For companies starting out, I’d recommend focusing not just on the “what” (the benefits) but also the “how” (ensuring managers and peers foster understanding).
At Northern, we recognise that every path to parenthood is unique. We offer paid time off for colleagues undergoing fertility treatment, and time off for partners supporting them through the process. Our policy applies equally to same-sex couples, single parents, and trans or non-binary colleagues. With our dedicated fertility toolkit and wellbeing support, we make the experience simple, compassionate and flexible - helping colleagues feel supported every step of the way.
FAQs about fertility treatment leave
1. What does fertility treatment leave mean?
Fertility treatment leave allows employees to take time off work to attend fertility-related appointments, procedures, or recovery periods. Depending on the company, it may be offered as paid or unpaid leave. Some employers also include partner leave so that both people involved can attend appointments together.
2. Is fertility treatment leave a legal right in the UK?
Currently, fertility treatment leave is not a legal right in the UK. This means that whether or not you can take time off for fertility treatment depends on your employer’s internal policy. However, many organisations are beginning to include fertility leave as part of their wellbeing and inclusion strategies.
3. Which companies offer fertility treatment leave?
Several forward-thinking companies in the UK now offer fertility treatment leave, including major employers in tech, finance, and healthcare. You can find verified companies that provide fertility-related support through platforms like Flexa, which highlight transparent and inclusive workplaces. You can filter companies that offer fertility treatment leave here.
4. Why is fertility treatment leave so important for inclusivity?
Fertility journeys can be physically and emotionally challenging. Offering leave shows employees that their company recognises this and values their wellbeing. It’s also an important part of building a truly inclusive culture that supports all paths to parenthood — not just maternity or paternity.
5. How much fertility treatment leave do most companies give?
The amount of leave varies between organisations. Some companies offer a set number of paid days per treatment cycle, while others provide flexible arrangements that allow employees to attend appointments without penalty. Increasingly, employers are moving towards policies that include both physical recovery time and mental health support.
6. How do I ask my employer about fertility treatment leave?
Start by checking your company’s HR policies or employee handbook to see if fertility support is already mentioned. If it isn’t, you can request a confidential conversation with your HR representative or line manager. Be open about what you need, and explain that flexibility or time off for treatment would help you manage both your wellbeing and work performance. Bringing examples of how other companies handle fertility leave can also help start the conversation.
7. What should I do if my company doesn’t have a fertility leave policy?
If your employer doesn’t currently offer fertility treatment leave, you can start by speaking with your HR team or manager about your needs. Sharing examples of companies that already provide fertility support can help make the case for introducing a similar policy. You can also check if your company’s sick leave or wellbeing benefits can be used for appointments in the meantime.