Workplace reproductive health has come a long way. Today, comprehensive fertility treatment support, menopause policies, and pregnancy loss leave are rightly becoming standard pillars of forward-thinking employee benefits packages. However, truly inclusive healthcare means looking at the whole picture.

Male fertility support in the workplace is still overlooked, even though male factors contribute to around half of all cases where couples have difficulty conceiving, according to NHS guidance.

With England's first-ever Men’s Health Strategy explicitly identifying the workplace as a vital environment for reaching men, employers have a unique opportunity. Fertifa provides support for both male and female fertility challenges, ensuring every employee - regardless of gender, age, location, sexual orientation, race - is supported.

Why men's fertility stays invisible at work

Men do not raise it. Men are less likely than women to access healthcare services in general, a pattern the Men's Health Strategy sets out to change. Fertility adds an extra layer: for many men it touches identity in a way few other health topics do, and a workplace feels like the last place to mention it.

Support is framed around treatment, not investigation. Many fertility benefits activate at the IVF stage. But the male contribution is usually established, or missed, much earlier, with a simple semen analysis. When the investigative step is not supported, men stay out of the picture until late in the journey.

The numbers are not well known. Around 1 in 7 UK couples are affected by fertility difficulty. A 2022 meta-analysis in Human Reproduction Update reported that average sperm concentration in Western men fell by over 50% between 1973 and 2018. Few HR leaders have seen these figures, so the scale of the issue inside any workforce goes unrecognised.

What it costs to ignore male fertility

Fertility journeys are demanding for everyone involved. Research on fertility and work consistently finds that people undergoing treatment experience effects on concentration, attendance and career decisions, and some leave employers who cannot accommodate the journey.

The male half of this can be hidden: men are present at appointments, processing results and the emotional impact, while often finding it difficult to mention it at work. Unsupported, that shows up as unexplained leave, disengagement and attrition, none of it labelled "fertility".  

What “good” male fertility support looks like

The encouraging news is that there are easy and practical steps employers can make to support men though fertility journeys.

Make testing easy and private. A semen analysis is the standard first investigation, recommended by NICE guidance once a couple has been trying to conceive for 12 months. At-home services have removed the clinic barrier entirely: Fertifa provider patients with at-home testing kits, working with providers like Malebox Health. The kit is posted to the employee's door, the sample is analysed in an accredited lab to WHO standards, and include a private consultation with a registered clinician. No waiting rooms, no awkward time-off conversations.

Include men explicitly in policy language. Fertility policies written around "employees undergoing treatment" quietly read as female. Naming male fertility testing and partner appointments in policy wording signals that men are expected to use the support, not merely permitted to.

Educate before the crisis point. Fertifa offers educational content via the patient app library, including articles, guides and Q&A webinars with fertility experts. Awareness sessions like these during moments like Men's Health Week in June and Men’s Health Month in November normalise the topic before anyone needs it personally. Sperm health is also a genuine preventative health story: it responds to sleep, weight, alcohol, smoking and stress, the same factors behind most workplace wellbeing programmes.

Respect privacy absolutely. Uptake depends on confidence that using fertility support is invisible to managers and colleagues. Clinical confidentiality, delivered through an independent provider, is what makes participation feel safe.

Frequently asked questions

Q: What is male fertility support in the workplace?

A: It typically includes access to testing such as semen analysis, clinical consultations, time off for fertility appointments, and education. The best programmes cover the investigative stage, not just treatment, since that is where male fertility is usually assessed.

Q: Why should employers care about male fertility?

A: Male factors contribute to around half of conception difficulties, so roughly half the fertility journeys in any workforce involve a man being tested, treated or supporting a partner. Support improves retention and wellbeing, and signals an inclusive culture.

Q: How can men get a fertility test without taking time off work?

A: At-home semen analysis services post a collection kit, transport the sample to an accredited lab, and deliver results through a remote clinician consultation. The entire process fits around a working day.

Q: When should men get tested?

A: UK guidance recommends semen analysis after 12 months of trying to conceive, but earlier baseline testing is increasingly common, particularly where employers make it accessible as part of a reproductive health benefit.

Medical disclaimer: This article is for educational purposes only and does not constitute medical advice, diagnosis or treatment. Always speak to a qualified healthcare professional about any fertility or health concerns.