How Offering IVF Leave Can Improve Your Business
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Infertility affects one in six couples of reproductive age. However, in Australia there is no statutory entitlement to paid IVF leave. To show support and compassion to their employees, more and more businesses are offering IVF Leave as part of their employee benefits package.
What is IVF Leave?
The idea behind IVF leave is to give employees the time and space they need to focus on their fertility treatments without worrying about work. This can be especially important for employees who are dealing with the stress and anxiety that often come with fertility treatments, which can be emotionally and physically taxing.
There is no ‘rule’ as to how much paid leave is offered under IVF Leave. Some common entitlements include:
· 5 paid days per cycle
· 10 paid days per year
· No limit, provided on an ‘as needed' basis
Best Practice
Now let's talk about some best practices for implementing IVF leave in your business. Here are some things to keep in mind:
Make sure your policies are clear and easy to understand - Your employees should know exactly what their rights are when it comes to IVF leave, including how much time they can take off and what documentation they need to provide.
Be flexible - IVF treatments can be unpredictable, so it's important to be flexible with your employees when it comes to scheduling and time off. Consider offering flexible work arrangements or allowing employees to work from home during their treatments.
Offer support - Fertility treatments can be stressful and emotional, so it's important to offer support to your employees during this time. This could include providing access to counselling services or offering other types of support, such as paid time off for medical appointments.
Communicate openly - Make sure your employees feel comfortable talking to their managers or HR representatives about their fertility treatments. Encourage open communication and let your employees know that you're there to support them.
What else can employers offer?
In addition to these best practices, there are a few other things you can do to be an employer of choice when it comes to fertility benefits. Here are some ideas:
Offer comprehensive fertility benefits - In addition to IVF leave, consider offering other types of fertility benefits, such as coverage for fertility treatments, egg freezing, or adoption assistance.
Be transparent about your benefits - Make sure your employees know what fertility benefits are available to them and how to access them. Consider creating a dedicated section on your website or intranet that explains your fertility benefits and provides resources for employees.
Partner with fertility clinics or other providers - Consider partnering with fertility clinics or other providers to offer discounted services or other benefits to your employees. This can help your employees save money and make it easier for them to access the care they need.
By following best practices and being transparent about your benefits, you can create a supportive and accommodating workplace that values work-life balance and supports employees through all stages of their lives.