Fertility leave is a workplace benefit that provides employees with paid or unpaid time off to attend fertility treatments, including IVF (in vitro fertilisation), egg freezing, IUI (intrauterine insemination), and related medical appointments. Unlike parental leave, which begins after a child arrives, fertility leave covers the often physically and emotionally demanding process of trying to conceive.
Fertility treatment is time-intensive, unpredictable in its outcomes, and frequently requires time away from work for appointments, recovery, and emotional well-being. A growing number of companies and a handful of US states now recognise this reality with dedicated leave policies.
Key Takeaways
- Fertility leave covers time off for treatments like IVF, egg freezing, and related medical appointments, distinct from parental leave.
- Major tech companies including Apple, Google, and Bumble offer fertility leave as part of their benefits packages, typically 5-20 days per year.
- Several US states — including California, Colorado, New York, and Illinois — have laws that require employers to provide leave for reproductive health treatments.
- IVF alone typically requires 2-6 weeks of treatment per cycle, involving daily injections, frequent monitoring appointments, and a recovery period after egg retrieval.
What Is Fertility Leave?
Fertility leave is time off specifically designated for undergoing fertility treatments and attending related medical appointments. It is separate from sick leave and parental leave, designed to address the unique demands of fertility treatment.
IVF is the most well-known treatment, but fertility leave also covers egg freezing, IUI (intrauterine insemination), fertility assessments, embryo transfer, and preimplantation genetic testing. An IVF cycle typically spans 4-6 weeks from initial stimulation to embryo transfer, with daily self-injections, 5-10 monitoring appointments involving blood draws and ultrasounds, and 1-2 days of recovery after egg retrieval. Many patients undergo 2-4 cycles, making the total time commitment significant.
Fertility Leave Policies at Major Companies
The private sector has moved faster than legislation. Several high-profile companies now offer fertility leave as a standard benefit.
| Company | Entitlement | Details |
|---|---|---|
| Apple | Up to 20 days per year | Covers IVF, egg freezing, and related treatments; includes recovery time (Apple Benefits, reported by CNBC) |
| Up to 10 days per cycle | Applies to IVF, egg freezing, and adoption-related appointments | |
| Bumble | 10 days per year | Includes fertility treatment and egg freezing; announced 2022 |
| Stellantis | 5 days per year | For fertility treatments and related appointments |
| Hootsuite | 5 days per year | Part of broader reproductive health benefits |
| Citigroup | Up to 10 days per year | Covers fertility treatments and egg freezing |
These policies share common features: they are paid, they require no minimum tenure, and they treat fertility treatment as a legitimate health need rather than a personal choice. The trend is strongest in the technology and financial services sectors, where competitive benefits packages are a recruiting differentiator.
State Laws That Cover Fertility Treatment Leave
Several US states have enacted laws that cover leave for fertility treatments. This is an evolving area, and the list continues to grow.
- California — CFRA covers leave for serious health conditions including fertility treatment. Since 2024, employers with 5+ employees must provide up to 5 days of reproductive loss leave following a failed IVF cycle.
- Colorado — The FAMLI Act (2024) provides up to 12 weeks of paid leave annually, funded through payroll contributions, that can be used for fertility treatment.
- New York — Paid Family Leave covers up to 12 weeks at 67% of average weekly wage when fertility treatment constitutes a serious health condition.
- Illinois — The Employee Sick Leave Act provides up to 40 hours per year covering reproductive health treatment.
- Washington — Paid Family and Medical Leave provides up to 12 weeks with wage replacement up to 90% for lower-income workers.
| State | Programme | Leave Available | Wage Replacement |
|---|---|---|---|
| California | CFRA + FAMLI | Up to 12 weeks | 60-70% of wages |
| Colorado | FAMLI Act | Up to 12 weeks | Up to 90% of wages |
| New York | PFL | Up to 12 weeks | 67% of wages, capped |
| Washington | PFML | Up to 12 weeks | Up to 90% of wages |
| Illinois | ESick Leave | 40 hours per year | Full pay |
How to Build a Fertility Leave Policy
If you want to offer fertility leave at your organisation, here is a practical framework.
1. Define the Entitlement
Most companies offer 5-20 days of paid fertility leave per year. The number depends on your benefit philosophy, budget, and workforce demographics. A reasonable starting point is 10 days per year, which covers 1-2 IVF cycles with time for appointments and recovery.
2. Set Eligibility
Best practice is to make fertility leave available to all employees from their first day of employment, regardless of tenure. This avoids penalising newer hires who are most likely to be in their reproductive years and actively exploring fertility options.
3. Determine Pay Status
Paid fertility leave drives higher usage and reduces the financial barrier to treatment. Unpaid leave may satisfy policy requirements but does little to address the core problem: employees delaying or forgoing treatment because they cannot afford to miss pay.
4. Establish a Notification Process
Employees should notify their manager or HR through a standard absence reporting process. No medical diagnosis or treatment plan should be required for initial requests. For extended absences (e.g., egg freezing recovery), a doctor’s note confirming the need for time off is reasonable.
5. Integrate with Existing Leave
Fertility leave should sit alongside, not replace, sick leave, parental leave, and short-term disability. Employees undergoing fertility treatment may also need these other leave categories — for example, short-term disability for egg retrieval recovery if it exceeds the fertility leave entitlement.
6. Protect Confidentiality
Fertility treatment is sensitive health information. Limit disclosure to HR and the employee’s direct manager, and train managers to handle these conversations with discretion.
For guidance on integrating fertility leave into your broader leave policy, see our guide to building an employee leave policy.
leave emails? Track your employee's leave with Leave Balance
Frequently Asked Questions
How long does IVF treatment take off work?
A single IVF cycle typically requires 2-4 weeks away from work across the stimulation phase (daily injections and monitoring appointments), egg retrieval (1-2 days for the procedure and recovery), and embryo transfer (1 day). Many employees continue working during the stimulation phase but may need additional days off for monitoring appointments if their clinic schedule is inflexible.
Does my employer have to provide fertility leave?
In most US states, there is no specific mandate. However, California, Colorado, New York, Washington, and Illinois have laws that can cover fertility treatment leave. Outside the US, entitlements vary by jurisdiction. Many companies offer fertility leave voluntarily as a benefits differentiator.
Can fertility leave cover egg freezing?
Yes. Most company fertility leave policies explicitly cover egg freezing alongside IVF and other treatments. Egg freezing typically requires 2-3 weeks of hormonal stimulation followed by a retrieval procedure and 1-2 days of recovery, making it well-suited to a dedicated leave entitlement.
Is fertility leave paid or unpaid?
It varies. Major tech companies like Apple and Google offer paid fertility leave. State programmes like Colorado’s FAMLI and New York’s Paid Family Leave also provide wage replacement. There is no federal requirement for paid fertility leave in the US.
Can I use FMLA for fertility treatment?
Possibly. Under the federal Family and Medical Leave Act (FMLA), employees at covered employers (50+ employees within 75 miles) may be eligible for up to 12 weeks of unpaid, job-protected leave for a “serious health condition,” which can include fertility treatment if it requires ongoing medical care. However, FMLA applies only to employees who have worked at least 1,250 hours in the past 12 months and whose employer meets the size threshold.
This article is general information, not legal advice. Consult a qualified employment lawyer for guidance on your specific jurisdiction and circumstances.