How businesses can support female employees going through egg freezing

Newly published data from the Human Fertilisation and Embryology Authority (HFEA) reveals a significant surge in the number of women in the UK opting to freeze their eggs.

In 2021, over 4,200 individuals chose to preserve their eggs, marking a substantial increase from the 2,576 individuals who did so in 2019.

This 64 per cent rise highlights that egg and embryo freezing are some of the fastest-growing fertility treatments and why it’s essential for businesses to implement an integrated fertility policy to better support their workforce.

What is egg freezing?

Up until 2012, egg freezing primarily served women dealing with premature infertility or undergoing medical interventions such as chemotherapy. However, in subsequent years, it has become increasingly accessible to a broader range of women.

Individuals choose egg freezing for a variety of personal reasons. Some women may be certain they want to have children but have not yet found the ideal partner. Others may feel that they are not presently emotionally or financially prepared for parenthood and prefer to allocate more time to advance their careers.

The process is similar to the first half of IVF treatment. After a preparation period to stimulate the ovaries, a fine needle attached to a probe is passed through the ovary.

The fluid within each follicle is aspirated and then checked for an egg, which will then be frozen, usually through a technique known as vitrification.

What does an egg freezing procedure involve?

The egg freezing journey begins with an anti-mullerian hormone (AMH) test, which helps to assess a patient’s ovarian reserve, followed by an ultrasound scan which looks at the uterus, ovaries and counts the follicles.

From here the “freezing cycle” begins, on day two or three of the next menstrual cycle the clinic will arrange for a baseline scan to check the uterine lining and to see whether there are any cysts present on the ovaries that may affect treatment.

After being given the go-ahead to continue the egg freezing process, patients are directed to inject themselves with a follicle-stimulating hormone, usually for 10 days, during which time regular scans will take place (every other day) in order to track how the follicles are developing.

Halfway through the cycle another medication is introduced to stop ovulation in order for the eggs to remain within the sac. The collection is then performed once the follicles are big enough that they are likely to contain a mature egg. The whole process in total takes between two-three weeks, depending on the individual.

How can businesses support female employees going through the egg freezing procedure?  

1. Education and awareness: work with an external organisation/platform or provide in-house resources about egg freezing, including the costs, procedures, and potential risks. This could include hosting seminars, workshops, or informational sessions, helping employees to make informed decisions and in turn feel supported by their employer
2. Financial benefits: consider offering a financial benefit/contribution to help cover fertility treatments, including egg freezing.
3. Flexible working hours: be flexible when it comes to working hours pre, during and post treatment, often last minute appointments do have to be attended so an option for remote working could also be beneficial. Allow employees to use sick leave or paid time off for these appointments without fear of judgement.
4. Mental health support: offer access to counselling/mental health support services. Deciding to undergo any fertility treatment can be emotionally exhausting, and having access to counselling can provide valuable emotional support. This could be achieved by appointing an in-house advisor/officer or option to access external support covered by the employer.
5. Open dialogue: encourage open and non-judgmental communication between employees and managers or HR departments. Create a supportive environment where employees feel comfortable discussing their fertility concerns.
6. Privacy and confidentiality: ensure that employees’ privacy is respected and any discussions surrounding their treatment is kept as a confidential matter.
7. Extended leave policies: beyond maternity or parental leave policies, consider integrating other fertility treatments such as egg freezing to allow for allocated time off covered by the employer.
8. Support networks: provide access to support groups or networks where employees can find out more information about egg freezing, what it entails and to connect with like minded individuals.
9. Team training: provide training for managers to ensure they understand and empathise with the challenges female employees may face. Encourage managers to be accommodating and supportive.
10. Equal opportunities: ensure that decisions related to promotions, raises, and career opportunities are not negatively impacted by an employee’s choice to undergo egg freezing.

In my experience anxiety about not feeling supported at work, and a whole host of other external pressures may impact on the outcome.

In the long run, this results in the individual having to do more freezing cycles to achieve the desired outcome. Being well supported emotionally brings great benefits to an often very difficult process’.

At The IVF Network, we provide information, support and advice, on our website, in our blogs and through our dedicated channel, to help employees to make informed choices, throughout their fertility journey. To find out more, visit theivfnewtwork.com.

Emma Cannon is a fertility expert and spokesperson for the digital platform The IVF Network.