IVF and fertility treatment leave is time off granted to employees undergoing fertility treatments such as in vitro fertilisation (IVF), to attend medical appointments, undergo procedures, and recover from treatment side effects. In the UK, there is no specific statutory right to IVF leave, but employees may have legal protections depending on the circumstances, and a growing number of employers offer dedicated fertility leave policies.
Fertility treatment is a physically and emotionally demanding process. A single IVF cycle typically involves weeks of hormone injections, multiple clinic appointments, egg retrieval under sedation, and a recovery period — all while employees are expected to perform at work. Offering dedicated leave recognises this reality and helps employers attract and retain talent in a competitive market.
Key Takeaways
- There is no specific statutory right to IVF leave in the UK, but fertility treatment appointments can fall under time off for antenatal care if the employee is pregnant.
- IVF leave policies are increasingly common among UK employers, typically offering 1–5 days paid leave per cycle.
- Employees undergoing IVF may be protected from discrimination under the Equality Act 2010 if the treatment relates to a disability.
- A clear fertility leave policy sets expectations, removes stigma, and reduces the burden on employees who feel compelled to use annual leave or sick leave.
- Flexible working arrangements can supplement formal leave policies to support employees throughout treatment.
What Is IVF and Fertility Treatment Leave?
Fertility treatment leave is dedicated time off for employees undergoing treatments to assist with conception. This includes:
- IVF (In Vitro Fertilisation) — Egg collection, fertilisation in a lab, and embryo transfer.
- IUI (Intrauterine Insemination) — Direct insertion of sperm into the uterus.
- Egg or sperm freezing — Preservation of fertility before medical treatment or for personal reasons.
- Donor insemination — Using donor sperm for conception.
- Fertility testing — Diagnostic appointments to assess fertility.
A typical IVF cycle involves around 5–10 clinic visits over 4–6 weeks, plus the egg retrieval procedure and recovery. The physical demands — daily hormone injections, bloating, fatigue, and the emotional toll — make it difficult for many employees to maintain a standard work schedule throughout treatment.
How IVF Leave Works in the UK
There is no UK statute that specifically grants leave for IVF or fertility treatment. However, several legal provisions may apply depending on the situation:
Antenatal Leave Connection
Under the Employment Rights Act 1996 section 55, pregnant employees are entitled to paid time off for antenatal appointments. If IVF treatment results in a pregnancy, antenatal leave rights apply from the point of confirmed pregnancy. Time off for the IVF appointments leading up to embryo transfer is not covered by this provision, but it is worth noting as part of the broader fertility leave landscape.
Equality Act 2010 Protections
The Equality Act 2010 does not explicitly protect employees from discrimination based on fertility treatment. However, protections may apply if:
- The employee has a condition that constitutes a disability (such as endometriosis or polycystic ovary syndrome) and fertility treatment is related to that condition.
- The employee becomes pregnant through IVF and faces less favourable treatment because of pregnancy.
The Equality and Human Rights Commission (EHRC) provides guidance on how the Equality Act applies in fertility-related situations, though the legal landscape remains evolving.
Flexible Working
Since April 2024, all employees in the UK have the right to request flexible working from day one of employment under the Employment Relations (Flexible Working) Act 2023. Flexible working arrangements — such as adjusted hours, remote work, or compressed schedules — can help employees manage fertility treatment without taking formal leave.
Company Policies for IVF Leave
As statutory protections remain limited, employer policies have become the primary mechanism for supporting employees through fertility treatment. A growing number of UK companies now offer dedicated fertility leave.
What Company Policies Typically Offer
| Element | Common Approach |
|---|---|
| Leave days per cycle | 1–5 days paid leave per IVF cycle |
| Leave for all fertility treatments | Covers IVF, IUI, egg freezing, and diagnostic appointments |
| Paid or unpaid | Fully paid at normal rate |
| Eligibility | All employees, usually from day one |
| Partner leave | 1–3 days for partners to attend key appointments |
| Confidentiality | Information treated as medical and confidential |
| Number of cycles covered | Typically 2–3 cycles, matching NHS or private treatment plans |
Company Examples
Several UK employers have publicly shared their fertility leave policies:
- Nesta — 5 days paid leave per fertility treatment cycle for the employee, plus 2 days for their partner.
- Barclays — Up to 5 days paid leave per year for fertility treatment.
- Monzo — Up to 5 days paid leave for fertility treatment, plus flexible working support.
- Deloitte — 5 days paid leave per year for fertility treatment.
- NatWest Group — Up to 5 days paid leave for fertility treatment, plus 3 days for partners.
These policies recognise that fertility treatment is a medical process that deserves the same workplace support as any other health-related treatment.
How to Build a Fertility Leave Policy
If you are designing a fertility leave policy, here are practical steps:
- Decide on leave entitlement. 1–5 paid days per cycle is the emerging standard. Consider whether you will cover all fertility treatments or limit to specific procedures.
- Include partners. Fertility treatment affects both partners. Offering 1–3 days for partners to attend key appointments — such as egg retrieval or embryo transfer — demonstrates a genuine commitment to inclusion.
- Set clear eligibility criteria. Most best-practice policies apply from day one of employment. Avoid requiring a minimum service period.
- Protect confidentiality. Employees should not need to disclose details beyond what they choose. A simple self-certification process — where the employee notifies HR that they are taking fertility leave — is sufficient.
- Integrate with flexible working. Fertility treatment spans weeks, not just individual days. Offer flexible working arrangements (adjusted hours, remote work) alongside formal leave to support employees throughout the process.
- Train managers. Fertility treatment is a sensitive topic. Ensure managers understand the policy, can respond with empathy, and know how to signpost further support.
The Business Case
Investing in fertility leave policies is not just a compassionate choice — it makes business sense:
- Retention: Fertility Network UK reports that 40% of employees undergoing fertility treatment consider leaving their job during treatment. A supportive policy reduces attrition.
- Attraction: Fertility benefits are increasingly expected by candidates, particularly in competitive industries such as technology and financial services.
- Productivity: Employees who feel supported are more likely to maintain performance and engagement during treatment.
- Inclusion: A fertility policy signals that your organisation supports all paths to parenthood, including adoption, surrogacy, and single parents by choice.
Frequently Asked Questions
Is there a statutory right to IVF leave in the UK?
No. There is no UK statute that specifically provides leave for IVF or fertility treatment. Employees may use annual leave, sick leave, or rely on their employer’s company policy. Antenatal leave rights apply once a pregnancy is confirmed through IVF, but not during the treatment cycle before pregnancy.
How many days off do I get for IVF?
This depends entirely on your employer’s policy. There is no statutory entitlement. Company policies typically offer 1–5 paid days per IVF cycle, with some offering more. If your employer does not have a specific fertility leave policy, you may need to use annual leave, sick leave, or request flexible working arrangements.
Can I be penalised for taking time off for IVF?
Under the Equality Act 2010, you may be protected from discrimination if fertility treatment is related to a disability. More broadly, penalising an employee for taking legally entitled leave — such as sick leave — is unlawful. If your employer has a fertility leave policy, using that leave is a contractual right. If you face detriment for taking leave, you may have grounds for a tribunal claim.
Should I tell my employer I am having IVF?
You are not legally required to disclose fertility treatment to your employer unless you are requesting specific adjustments or leave under a company policy. Many employees choose to inform HR to access support, but disclosure is voluntary. If you do disclose, your employer must treat the information as confidential medical information.
Can my partner take time off for my IVF appointments?
Under current UK law, there is no statutory right for a partner to take time off for fertility treatment appointments. However, many employer policies now include 1–3 days of partner leave for key appointments. Check your employer’s policy or discuss flexible working options with your manager.
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