Fertility Policy UK - GEAP Employer Guide | OccuFertility
Build a fertility policy that meets GEAP and DEI requirements. Free workplace fertility check, cost calculator and UK clinical guide for HR teams.
Do UK employers have a legal duty to support employees through fertility treatment?
There is no single statutory duty specifically covering fertility treatment, but several legal frameworks are relevant. The Equality Act 2010 may require reasonable adjustments where an employee's underlying fertility condition meets the disability threshold. Health and safety obligations apply where treatment has physical effects. Best-practice employers go further with a written fertility policy. OccuFertility helps HR and OH teams put the right structures in place.
What should a UK workplace fertility policy include?
A good fertility policy covers: a commitment to reasonable adjustments for appointments and side effects, guidance on absence management during treatment cycles, a clear disclosure process (optional, not compulsory), signposting to occupational health, and confidentiality protections. Gender Equity Action Plans (GEAPs), mandated from spring 2027 for public bodies, are expected to reference reproductive health support including fertility treatment.
What are Gender Equity Action Plans (GEAPs) and do they cover fertility?
Gender Equity Action Plans are a UK government initiative requiring employers -- initially public sector bodies -- to publish structured plans for gender equity in the workplace. Reproductive health, including fertility treatment support, is an expected component. Employers preparing for GEAP compliance should consider how their current policies address fertility-related absence, adjustments, and employee wellbeing. OccuFertility supports GEAP-ready employer programmes.
How can employers support employees through IVF without accessing private health data?
OccuFertility is built around this principle. Employees use the platform privately. Employers only ever see anonymised, group-level aggregate patterns -- not individual check-in data or treatment details. A dataset anonymity gate (minimum 250 employees contributing) prevents re-identification. Employers get population-level insights and structured support tools without any access to personal health information.