Employers need to start making changes to provide more support for employees whose families are going through IVF treatment, according to a new report from The Eagle Club, a network of women GCs.
Given that IVF treatment is an intensive and invasive process that can exact a physical and mental toll on those undergoing the process, more needs to be done to support them, the report says. The Eagle Club is therefore asking GCs to take the report to their boards with the support of HR teams to consider implementing or updating policies around IVF.
Lesley Wan, founder and CEO of the Eagle Club, said: “The report is excellent and very clear on what can be done as it has been drafted by a group of 18 general counsel from The Eagle Club, many of whom have been through the process, are going through it now or are supporters of friends who have gone through the process. So it is designed to make it easy for HR teams to implement.”
She added: “We share useful guidelines for matters of consideration by the employer and reference points for support for employees. Importantly, we advocate for partners – men and women – as we are gender neutral, to get the same support as they too are going through the same emotional journey and want to support their partners.”
The report outlines that various corporate benefits exist for businesses to support fertility treatment for employees. Other ways companies can support employees undergoing treatment include better understanding around performance changes, for instance if a previously high-performing employee suddenly becomes less available and starts moving meetings.
Employers should offer silent support: if an employee says they are going through IVF, don’t ask how it is going, wait for them to say and accept they may choose not to.
The report also offers policy points for employers to consider, including time off during the IVF process to attend appointments, which should not be treated as sick leave. Employers should also consider offering flexible working so that employees undergoing treatment can manage appointments during normal work hours.
Other policy considerations may include: phased return to work following treatment; agreement to have cameras off during work calls; agreement for limited or no work-related travel during this time; confidentiality around IVF-related absences; expanding private healthcare to cover IVF treatment, among other suggestions.
Lesley Wan is a judge for the Women and Diversity in Law Awards, hosted by The Global Legal Post and taking place in London on 28 April. The deadline for entries is 4 November. Details on how to enter are available here.
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