Latest news with #workplacepolicy
Irish Times
19 hours ago
- Health
- Irish Times
Fertility treatment and the workplace: ‘It's a hugely personal thing to have to say'
One thing Tammy Murphy did not have to worry about when she and her partner were undergoing assisted reproduction treatment was the need to keep it a secret from her employer. A naturally open person, she did not hesitate to tell her manager and colleagues. In return, she got all the flexibility and understanding she needed over the three rounds of in vitro fertilisation (IVF) that it took before her partner, Leanne Doyle, gave birth to their son, Theo, two years ago. On their first attempt, the embryos did not implant; after the second round, she had a miscarriage at 10 weeks. Murphy's employer, the recruitment company Flexsource, which is part of the CPL group, has since incorporated fertility treatment supports into its 'family building' policies. Five days' leave per year is available for the person physically undergoing the treatment and two days for the supporting partner. However, recently published research would suggest that employers making specific provisions are still in the minority in Ireland. This is despite one in six adults, according to the World Health Organisation, experiencing infertility, which is defined as a failure to conceive after at least 12 months of regular, unprotected sexual intercourse. READ MORE About 80 per cent of people who had undergone IVF said their workplace did not have a fertility policy, according to a Sims IVF survey. Almost all respondents (98 per cent) agreed that treatment had an impact on their emotional wellbeing at work, while 83 per cent said it affected their ability to fulfil their work responsibilities. At support meetings organised by the National Infertility Support and Information Group (NISIG), people often talk about the workplace as being one of the biggest challenges when they are undergoing fertility treatment, says NISIG spokeswoman Caitríona Fitzpatrick. Fertility treatment involves multiple appointments, sometimes at short notice. In the absence of flexibility or dedicated time off, 'people use annual leave or sick leave and it's really neither of those things', she says. They can feel quite unwell after some of the appointments, particularly egg retrieval. Emotionally they might not feel connected to the workplace at that time, she points out. Yet employees often struggle in silence, maybe because they perceive it to be a taboo topic, or they fear that declaring they are trying to start a family may harm their career progression. But keeping it secret not only adds to the stress but also runs the risk that altered behaviour in the workplace may be wrongly interpreted, again to their detriment. NISIG believes that workplace awareness of fertility issues and a policy to support those having treatment is good for employees and employers alike. It welcomes a new guide for Irish companies produced by Sims IVF, entitled Navigating Fertility Treatment in the Workplace. It's just a hugely personal thing to have to say. It's not a conversation you want to be having until you're ready, and you're in a place where you can do it — NISIG spokeswoman Caitríona Fitzpatrick Sims IVF is one of the approved providers in the HSE IVF funding scheme that was launched in September 2023. Currently, heterosexual couples who meet the required criteria are entitled to one free cycle of IVF – or ICSI (intracytoplasmic sperm injection, ie sperm is injected directly into an egg), or up to three rounds of IUI (intrauterine insemination) treatment. At the end of June, eligibility for this scheme was extended to couples experiencing 'secondary infertility' , ie having difficulty conceiving a second child. However, there is no statutory entitlement to time off work during what is known to be both a physically and psychologically demanding and complex process. 'It is absolutely perverse,' Labour TD Ged Nash told the Dáil in January 2024, 'that we have correctly decided funded IVF is a public good, yet access could be restricted to those who can work flexibly, unless a statutory right to leave to access it is introduced.' He was speaking on a Labour Party Bill that seeks to give workers the right to leave for fertility treatment as well as early pregnancy loss. It is hardly surprising that the impetus for the Bill came from a workplace predominated by women and where flexibility and short-notice leave is particularly challenging – primary schools. Representations from the Irish National Teachers' Organisation prompted the current Labour leader Ivana Bacik , then a senator, to introduce the Organisation of Working Time (Reproductive Health Related Leave) Bill 2021. Last month, the Minister for Children, Disability and Equality, Norma Foley, when asked by Laois TD William Aird if she would support the implementation of that Bill, simply referred to ongoing research on relevant issues, adding: 'Family leave provisions are kept under review to ensure that they are appropriate to the needs of working parents.' Since the start of the HSE's assisted human reproduction treatments (AHR) scheme , there has been an average of 500 referrals per month to the six public regional fertility hubs. Many of these patients can be managed successfully at the hubs via a range of surgical and/or medical interventions and do not require further advanced tertiary treatment such as IVF. In 2024, the hubs made a total of 1,470 referrals to one of the eight HSE-authorised AHR providers. This year, 911 referrals had been made up to July 7th, according to the HSE. Tammy Murphy and Leanne Doyle with their two-year-old son Theo. Photograph: Dara Mac Dónaill A review of the first 12 months of the scheme (September 2023 to August 2024), found 262 clinical pregnancies were reported by the HSE's fertility hubs. A further 79 couples were discharged with a clinical pregnancy from one of the private AHR providers contracted by the HSE. [ Eight healthy babies born in UK after IVF using DNA from three people Opens in new window ] 'It is important to note that relatively few couples had been discharged from a private provider by the end of August 2024, with most of the referred couples still undergoing investigation or treatment,' an HSE spokeswoman adds. 'While it is too soon to have meaningful data, the initial results from the service are in line with expectations.' Although there is undoubtedly much more openness around assisted reproduction, people still experience stigma, says Fitzpatrick. 'A lot of it is a self-stigma, in that they've kind of judged themselves. All that feeds into an emotional toll,' she says. People are much more likely to talk about it after they have been successful. 'If it's unsuccessful, or you're going through it, is where people keep it very quiet because I suppose they don't want to build up any kind of expectations and they're still only getting their heads around how to explain what they're doing.' They may also worry that the mere mention of fertility treatment might have an employer's mind jumping forward to the need for maternity leave, as hypothetical as it might be at that stage. At a time when a couple or individual may be investing thousands of euro in private fertility treatment, she says, the fear that they may be passed over for promotion or, say, leadership on a project, 'just compounds all this emotional stress'. NISIG spokeswoman Caitríona Fitzpatrick 'It's just a hugely personal thing to have to say. It's not a conversation you want to be having until you're ready, and you're in a place where you can do it.' Availing of a workplace policy would require a privacy trade-off, with disclosure at some level, but a clearly flagged and supportive path when doing this would help. Fitzpatrick says people would not need to indicate exactly where they were in the process. There are also challenges for employers in addressing these matters, including accommodating a need for time off at short notice, depending on the nature of the work. 'I think knowledge is power,' says Fitzpatrick. 'If they get to know this area, then they can work with their employees on it. As with lots of other areas like this, if an employee feels supported they become very loyal to that employer and it's very hard to put a price on that.' NISIG sees people who have left their jobs while undergoing treatment because they felt it was too stressful. 'Or they would take a sabbatical because they could not deal with that other pressure in the background and what they felt was a total lack of understanding.' Some really good, proactive employers, she says, ask NISIG to talk their HR department through what assisted reproduction involves and its impact on patients. They use that information to inform their own workplace policies. NISIG would like to see the provision of designated leave led by legislation but, in the meantime, hopes that 'a serious number' of employers will take the need on board 'so that it becomes the norm' to have guidance in the workplace. [ Ireland far behind other countries for IVF genetic testing, doctors and advocates say Opens in new window ] 'Lots of employees will check the maternity policy before they start a family; if they're going to start medical treatment, they will look at different policies. It should be the same for fertility treatment.' Then individuals and couples 'can make their decisions based around knowing', Fitzpatrick adds, 'as opposed to being halfway through their treatment and suddenly feeling like, 'I'm going to have to tell somebody,' and it complicates the whole thing.' The HR manager at Sims IVF, Niamh Doran, wrote the new guide for employers and fellow HR professionals, drawing on real-life experiences of clients, gathered by last year's survey, to highlight the challenges and offer possible solutions. Fostering open communication is key, she suggests, as is employees being able to trust their line manager or HR team to be understanding. 'It's just going to make people feel less like they're being watched. They won't feel like it's going to stunt their career growth, which I think is the number one concern, particularly for women,' Doran says. The guide includes a fertility policy template for companies to follow when creating their own policies. 'If there's not those examples out there, it's hard to know where to start. We're hoping that this is a jumping off point and people can then tailor it to their business needs.' Ibec declined to comment on issues raised in this article. Employee voices on fertility treatment and the workplace: 'I was told it was likely to not work and [will] have to keep trying, so how am I going to manage so it won't impact on my work?' 'Empathy drastically dropped after the first two rounds. My boss actually rolled his eyes when I said I was doing the fourth round.' 'I can see my employer is already trying to recruit for my role in case I go on maternity leave. This makes me uncomfortable as, depending how my treatment goes, I may never go on maternity leave.' 'I received support from my direct manager; the company overall did not know I was undergoing treatment. There is a need for flexibility around appointments, understanding around absence and general awareness of what the process is.' 'I haven't told them as I feel my team lead won't be happy with it and that might damage the relationship.' 'My management were helpful, but certified IVF pay would have been amazing as you have to use your own sick pay for days off and treatments.' '[I would have appreciated] greater understanding that there can be several appointments to attend and be flexible around this, ie allow an hour to attend a scan without having to take annual leave.' Source: 2004 Sims IVF survey
Al Jazeera
a day ago
- Politics
- Al Jazeera
US memo allows federal employees to evangelise colleagues at work
United States Federal workers – including supervisors – can attempt to persuade their colleagues to join their religion, according to a new directive from the director of the US Office of Personnel Management. The memo sent by agency head Scott Kuper on Monday cites constitutionally protected freedom from religious discrimination in justifying the policy, framing it as part of the administration of President Donald Trump's latest effort to protect religious freedom. Critics have accused the Trump administration of pursuing policies that corrode the separation of church and state in the US, while elevating Christianity over other religions. While the memo outlines some commonly accepted practices like allowing federal employees to pray in the workforce or wear religious attire, it takes a step further in saying that workers may engage in 'attempting to persuade others of the correctness of their own religious views' as long as 'such efforts are not harassing in nature'. That can also include encouraging fellow workers to pray 'to the same extent that they would be permitted to encourage coworkers to participate in other personal activities'. New OPM guidance ensures the federal workplace is not just compliant with the law but welcoming to Americans of all faiths. Under @POTUS's leadership, we are restoring constitutional freedoms and making government a place where people of faith are respected, not sidelined.… — Scott Kupor (@skupor) July 28, 2025 'The constitutional rights of supervisors to engage in such conversations should not be distinguished from non-supervisory employees by the nature of their supervisory roles,' the directive said, while adding that employees cannot be punished for asking not to have the conversation. The memo also outlines acceptable behaviours for federal employees who interact with the public, saying that religious expression should not be 'limited by the venue or hearer', while noting that statements made to the public 'pursuant to their official duties' are not necessarily protected by the US Constitution. As an example, the memo said that a national park ranger leading a public tour 'may join her tour group in prayer' or that a doctor at the Veterans Affairs hospital 'may pray over his patient for recovery'. The Trump administration has repeatedly claimed an assault on religious freedom in the country, which it has vowed to counter. In February, Trump, via executive action, launched a 'Task Force to Eradicate Anti-Christian Bias'. In May, he created the 'Religious Liberty Commission', releasing a fact sheet that only directly referenced Christianity, despite vowing to promote 'America's peaceful religious pluralism'. Speaking at a Rose Garden event at the time, Trump questioned whether religion and government in the country should remain distinct. 'Separation? Is that a good thing or a bad thing?' Trump said at the time. 'I'm not sure.' 'We're bringing religion back to our country,' he said.
Yahoo
2 days ago
- Health
- Yahoo
Ferility charity works with Channel Islands employer
A Channel Islands employer has made more fertility support available to its staff as calls for better support from Jersey's government grows from a local charity. HSBC has been named by the Jersey fertility charity Tiny Seeds as its first fertility-friendly workplace in the island. It means the company has clear policies in place to help employees with leave and funding, as island figures show only £62,000 from a funding pot of £620,000 for 2025 for couples going through IVF treatment has been spent so far this year in Jersey. Tiny Seeds said it wanted Jersey's government to review the criteria couples have to meet for this funding. The Health Department has been contacted for a response. Chloe Fosse, from Tiny Seeds, said she hoped more employers would follow HSBC's lead and become fertility-friendly workplaces in Jersey. She said: "We've worked with lots and lots of workplaces... lots of people are making really positive steps". "We developed a workplace toolkit, which includes developing a stand-alone fertility policy and creating that culture of understanding and compassion." Meanwhile, Tiny Seeds said the latest figures on IVF funding showed many islanders found themselves ineligible for support. Ms Fosse said: "We would like to see the government widening criteria for treatment to support even more people because it must be really heartbreaking and frustrating to see those figures released for those people that actually are self-funding their treatment." Gillian Parsons works at HSBC and struggled with fertility problems three years ago before becoming pregnant naturally. She said it had been an "incredibly emotional time to go through" and "for people going into a workplace, knowing from day one it's going to be incredibly supportive is invaluable". Ms Parsons added: "As a society, if we talk more about supporting people going through a fertility journey, I think that will help alleviate those stresses and concerns that people, families, couples go through". HSBC's policy means staff across the Channel Islands who are going through fertility treatment can get five days' paid leave per IVF cycle, for up to three IVF cycles per year, as well as £400 for travel grants for those who need to go off island for care. Laura Halford is from Guernsey and went to the UK for three rounds of IVF, starting in 2020, before giving birth in 2022. She said "it was very tricky on a number of different levels" but she thought more employers now recognised "going through fertility treatment is something that you struggle with your work". Ms Halford added: "There's definitely more that the States could do and when I've spoken to States members in the past, I've been told it's not a priority." Guernsey's Committee for Health & Social Care (HSC) said it did "understand the financial and emotional impact that fertility issues have on many individuals and families". It added that it funded "a range of fertility services for islanders" which included "diagnostic tests to understand the cause of infertility" and "off-island travel to and from Southampton for IVF treatment". Elvina Aghajanyan from HSBC helped oversee the changes and worked with Tiny Seeds to help the company become a fertility-friendly workplace. She said the company knew that "fertility journeys are different to everyone" and she wanted the certification to show "people don't feel that they have to choose between their wellbeing and their work". She said: "It's important that the tone from the top is also in place, so go to your boardroom and present this and get this support in other companies." Follow BBC Guernsey on X and Facebook. Follow BBC Jersey on X and Facebook. Send your story ideas to More on this story Guernsey's birth rate falls: What do people think? More people to access government funded IVF Bosses urged to help staff with fertility problems Related links HSBC Channel Islands and Isle of Man Tiny Seeds
BBC News
2 days ago
- Business
- BBC News
More fertilty support at Channel Islands workplace
A Channel Islands employer has made more fertility support available to its staff as calls for better support from Jersey's government grows from a local has been named by the Jersey fertility charity Tiny Seeds as its first fertility-friendly workplace in the means the company has clear policies in place to help employees with leave and funding, as island figures show only £62,000 from a funding pot of £620,000 for 2025 for couples going through IVF treatment has been spent so far this year in Seeds said it wanted Jersey's government to review the criteria couples have to meet for this funding. The Health Department has been contacted for a response. Chloe Fosse, from Tiny Seeds, said she hoped more employers would follow HSBC's lead and become fertility-friendly workplaces in said: "We've worked with lots and lots of workplaces... lots of people are making really positive steps"."We developed a workplace toolkit, which includes developing a stand-alone fertility policy and creating that culture of understanding and compassion."Meanwhile, Tiny Seeds said the latest figures on IVF funding showed many islanders found themselves ineligible for Fosse said: "We would like to see the government widening criteria for treatment to support even more people because it must be really heartbreaking and frustrating to see those figures released for those people that actually are self-funding their treatment." Gillian Parsons works at HSBC and struggled with fertility problems three years ago before becoming pregnant said it had been an "incredibly emotional time to go through" and "for people going into a workplace, knowing from day one it's going to be incredibly supportive is invaluable".Ms Parsons added: "As a society, if we talk more about supporting people going through a fertility journey, I think that will help alleviate those stresses and concerns that people, families, couples go through".HSBC's policy means staff across the Channel Islands who are going through fertility treatment can get five days' paid leave per IVF cycle, for up to three IVF cycles per year, as well as £400 for travel grants for those who need to go off island for care. Laura Halford is from Guernsey and went to the UK for three rounds of IVF, starting in 2020, before giving birth in said "it was very tricky on a number of different levels" but she thought more employers now recognised "going through fertility treatment is something that you struggle with your work".Ms Halford added: "There's definitely more that the States could do and when I've spoken to States members in the past, I've been told it's not a priority."Guernsey's Committee for Health & Social Care (HSC) said it did "understand the financial and emotional impact that fertility issues have on many individuals and families".It added that it funded "a range of fertility services for islanders" which included "diagnostic tests to understand the cause of infertility" and "off-island travel to and from Southampton for IVF treatment". Elvina Aghajanyan from HSBC helped oversee the changes and worked with Tiny Seeds to help the company become a fertility-friendly said the company knew that "fertility journeys are different to everyone" and she wanted the certification to show "people don't feel that they have to choose between their wellbeing and their work".She said: "It's important that the tone from the top is also in place, so go to your boardroom and present this and get this support in other companies."
Yahoo
15-07-2025
- Business
- Yahoo
CEO Brian Niccol asks Starbucks workers to come back to the office—or he'll pay them to leave
Starbucks has announced a significant shift in its workplace policy, requiring corporate employees to work from the office at least four days a week starting in October 2025. This is an increase from the previous three-day requirement and is part of the company's broader turnaround strategy. The new policy also mandates that all corporate 'people leaders' must relocate to either Seattle or Toronto within 12 months, a move that could impact hundreds of employees. Those unwilling to relocate will be offered a voluntary exit package with a cash payout. CEO Brian Niccol emphasized the importance of in-person collaboration, stating, 'We are reestablishing our in-office culture because we do our best work when we're together. We share ideas more effectively, creatively solve hard problems, and move much faster.' The company's decision reflects a growing trend among major employers to roll back remote work privileges granted during the pandemic. Starbucks is far from alone. Over the past two years, a wave of major corporations has issued similar return-to-office (RTO) mandates, signaling a decisive shift away from pandemic-era remote work flexibility. Here's how some of the world's largest companies have responded: Amazon: Announced in late 2024 that all employees would have to return to the office five days a week in the new year, ending hybrid and remote arrangements. The company cited improved collaboration and culture as key reasons. Apple: Since 2022, Apple has required employees to be in the office at least three days a week, with CEO Tim Cook emphasizing the value of in-person teamwork. Walmart: In May 2024, Walmart required remote employees to relocate to central hubs, including its Arkansas headquarters, or risk losing their jobs. Hybrid schedules are still permitted, but most work must be in-person. Dell: In January 2025, Dell ended remote work for most employees, mandating five days a week in the office for those living near a company location. Disney: In January 2023, CEO Bob Iger mandated a four-day in-office workweek for hybrid employees starting in March 2023, reversing earlier flexible policies. JPMorgan Chase: Managing directors have been required to work in person five days a week since 2023, with broader office mandates for other staff. The company is reportedly considering extending the five-day requirement to all employees. Goldman Sachs: Has pushed for a full return to the office since 2022. Citigroup: In 2025, Citigroup asked its U.S. workers who were previously remote to return to the office full-time, though some hybrid flexibility remains. While some companies, like Airbnb and Spotify, continue to embrace flexible or fully remote models, the prevailing trend among the largest employers is a decisive move back to the office. Executives cite collaboration, culture, and productivity as primary drivers, even as some employees push back or seek new roles with more flexibility. Still, for all these mandates by Fortune 500 CEOs, a research note from Capital Economics shows that office attendance as measured by keycard swipes was just 50% nationally as of the first half of 2025. Seattle and San Francisco were the only two major markets forecast to see office rents decline through 2029, the research firm also found. 'We understand not everyone will agree with this approach,' Niccol wrote in his letter to employees. 'We've listened and thought carefully. But as a company built on human connection, and given the scale of the turnaround ahead, we believe this is the right path for Starbucks.' Starbucks did not respond to a request for comment. For this story, Fortune used generative AI to help with an initial draft. An editor verified the accuracy of the information before publishing. This story was originally featured on Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
