National Fertility Awareness Week in the UK in 2026 runs from Monday 2 to Friday 6 November, to boost awareness of fertility issues, across the sector. Under this year's theme, "Fertility Unfiltered", for the estimated 3.5 million people in the UK affected by fertility problems, the week's most practical message is the impact of fertility challenges on working lives.
There is no UK statutory right to time off for fertility treatment itself, but the Advisory, Conciliation and Arbitration Service (ACAS) guidance and a day-one right to request flexible working both give patients and employers a real route to a workable arrangement.
Whether you are affected by fertility challenges yourself or supporting a colleague through one, knowing what the law does and does not cover is the first step to a conversation that goes well.
Key takeaways
National Fertility Awareness Week in the UK in 2026 runs from Monday 2 to Friday 6 November. This year's campaign is Fertility Unfiltered: five days built around honest conversations about fertility, the realities behind the headline statistics, and the things people going through treatment are not always told.
For a reader balancing treatment with a busy job, Fertility Unfiltered's explicit invitation to start a conversation at work is the most relevant part of this year's campaign. The article sets out what that conversation can realistically achieve under UK law.
Fertility problems are far more common than workplace policy usually reflects. It is estimated that 3.5 million people in the UK are affected by fertility issues, roughly one in six of us at some point in our lives.
The evidence on how work copes with that is less reassuring. A May 2016 survey covering more than 865 patients, found that 6% left their job because of treatment and a further 13% reduced their hours. Only a quarter of respondents said a supportive workplace policy existed where they worked.
Fertility assessment and treatment rarely fits neatly around office hours which explains part of the strain. Appointments can be scheduled at short notice, scans may need to happen on specific cycle days, and procedures often require time away from work. Many employees find themselves juggling: early morning monitoring scans before work, last-minute clinic appointments, emotional highs and lows during treatment cycle, medication schedules and side effects, concerns about career progression and worries about confidentiality and workplace judgement.
Despite infertility affecting millions of people worldwide, many employees still feel uncomfortable discussing fertility challenges with their employer or colleagues.
No. There is no specific UK statutory right to time off work for fertility treatment, paid or unpaid. The ACAS is explicit on this point: fertility treatment carries none of the protections built around pregnancy or parental leave until a patient reaches the embryo transfer stage of IVF, at which point they gain the same statutory rights as a pregnant worker, including paid time off for appointments. If that treatment is then unsuccessful, there is a further two weeks of protection from the point of finding out.
Before that stage, ACAS's guidance to employers is to treat fertility appointments the same as any other medical appointment, and related sickness the same as any other sickness. That is a recommendation, not a legal duty, but a separate protection sits alongside it: an employer who responds to a time-off request from a woman undergoing IVF less favourably than it would to a man in an equivalent situation may risk a sex discrimination claim.
| What UK law gives you | Status | Detail |
|---|---|---|
| Statutory time off for fertility treatment appointments | No | ACAS asks employers to treat appointments like any other medical appointment, but no specific right exists |
| Protection once you reach embryo transfer, and for two weeks after unsuccessful treatment | Yes | The same statutory rights as a pregnant worker, including paid antenatal appointment time |
| Right to request flexible working | Yes | Day one of employment, up to two requests in any 12-month period |
Separately from fertility-specific protections, every employee in Great Britain has had a day-one statutory right to request flexible working since 6 April 2024. Under the Acas Code of Practice on flexible working requests, you can make up to two such requests in any 12-month period, and all requests, including any appeal, must be decided within two months on one of eight specified business grounds. A flexible working request does not have to mention fertility treatment at all, but it is a genuine, enforceable route to the adjusted hours or pattern that treatment often needs.
There is no UK statutory right to time off for fertility treatment. There is, since April 2024, a day-one right to ask for flexible working.
The ACAS's guidance to employers is to treat requests for time off around fertility treatment the same as any other medical appointment.
Creating a fertility-friendly workplace doesn't always require major changes. Small acts of understanding can make a significant difference: Flexible working arrangements, Time off for fertility appointments, Confidential conversations with managers, Access to wellbeing and counselling services, Fertility policies that support all employees and Recognition that fertility treatments can affect both partners.
For managers without a formal policy to lean on, the groundwork is simpler than it sounds: expect appointments to be frequent and short-notice, keep any disclosure confidential by default, and let the employee set the pace of what they share. Fertility Unfiltered's own prompt, to start a conversation at work, is as good an opening line as any manager is going to get this week.
When employees feel supported, they are more likely to remain engaged, productive and loyal to their organisation.
If you are balancing work and fertility treatment:
Be kind to yourself: You are managing far more than most people realise.
Plan where possible: Keep your diary flexible during treatment cycles and block out time for appointments.
Identify trusted support: This may be a line manager, HR representative, close colleague or partner.
Protect your wellbeing: Take breaks, prioritise sleep and seek professional support when needed.
Remember you are not alone: Many people in your workplace may be facing similar challenges, even if they are not talking about them.
What is National Fertility Awareness Week 2026 and what does Fertility Unfiltered mean?The National Fertility Awareness in the UK runs from 2 to 6 November 2026, to raise awareness, challenge stigma, and support those facing fertility difficulties.
Is there a legal right to time off for IVF in the UK?No. The ACAS guidance asks employers to treat IVF appointments like any other medical appointment, and sex discrimination law prevents an employer treating a woman's IVF-related request less favourably than an equivalent request from a man.
How can I ask my employer for flexibility during fertility treatment?Raise it informally with your manager, or use the day-one statutory right to request flexible working (up to two requests in any 12-month period, decided within two months, refusable only on one of eight specified business grounds).
This National Fertility Awareness Week, let's recognise that fertility struggles do not pause when people arrive at work.
Whether you're an employee, employer, healthcare professional or colleague, your understanding can make a real difference.
Every fertility journey matters. Every workplace conversation matters. Every act of support matters.
Together, we can create workplaces where people no longer have to choose between pursuing their family dreams and progressing in their careers.
Disclaimer
We make every reasonable effort to ensure that the information contained in this article is accurate and up to date at the time of publication. However, medical knowledge, clinical guidelines, research findings, and statistics may change over time, and inadvertent errors or omissions may occur.
The information provided is intended for general educational purposes only and should not be relied upon as a substitute for professional medical advice, diagnosis, or treatment. Readers should consult a qualified healthcare professional regarding their individual circumstances.
Where statistics, research findings, or third-party information are referenced, we aim to cite reputable sources. We do not guarantee the completeness, accuracy, or continued availability of information obtained from third-party sources.
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