In October 2025 Durham CELLS hosted a research seminar on in/fertility in the workplace. Natalie Sutherland, International Family Law Group LLP Partner and co-founder of the In/Fertility in the City initiative spoke to staff and students. Eesha Karthikeyan reports.
There is an increasing awareness of “workplace wellbeing” and its impact on an employee’s mental health. We are familiar with common discussions on burnout and stress, yet, as Natalie Sutherland emphasised in a recent CELLS research seminar, one crucial area remains largely unspoken: fertility in the workplace.
Her central message was that infertility is not merely a private or women’s issue, but a broader societal concern that affects individuals across genders, family structures, and professional environments.
A Culture of Taboo and the Push for Change
Those who have gone through fertility treatment understand the emotional and physical toll it demands, from the extensive medical procedures, repeated appointments, and the uncertainty of outcomes. These challenges are intensified in high-performance professions such as law, where many fear that being open about fertility challenges could be perceived as weakness or “career suicide”, leading to intense feelings of isolation and overwhelm in some.
To counter this culture of silence, Sutherland led her (then) firm, Burgess Mee Family Law, to appoint the UK's first Fertility Officer. This role provides a dedicated point of contact for employees, and, more broadly, signals that fertility is something the workplace acknowledges and accommodates. It also opens space for conversations about parenthood, miscarriages, and fertility treatment—challenging taboos and promoting openness.
Sutherland’s initiative not only created a safe space for employees but also inspired other firms to follow suit, demonstrating how change can start from within. It is something she has continued to champion in her new role as partner in the International family Law Group LLP.
Infertility by the Numbers
Some key statistics reveal the scale of the issue:
Despite this, fertility and baby loss rarely appear in workplace wellbeing policies.
Why Employers Should Care
Ignoring fertility issues in the workplace does not make them disappear. Professionals in law, finance, and other high-pressure industries often delay parenthood, compounding the physical and emotional challenges of fertility treatment. And while many employers have begun offering fertility benefits like egg-freezing or IVF coverage, cultural taboos persist still.
The data is compelling (FMAW, 2020):
This makes fertility not only a wellbeing issue but a retention and productivity issue.
Employers benefit from creating systems that allow employees to balance treatment and professional obligations. A system of support that ultimately strengthens trust and workplace culture.
Law Reform and Systemic Gaps
There are currently no statutory protections for employees undergoing fertility treatment. The Equality Act 2010 does not explicitly cover infertility or pregnancy loss, leaving many without sufficient legal safeguards. This contradiction, a society that celebrates parenthood yet neglects to protect those seeking it, underscores why these conversations are so necessary.
Natalie Sutherland encourages “loudness and boldness” when campaigning, highlighting groups such as LGBT Mummies as a key name around fertility justice campaigns.
Alternative Paths to Parenthood
Natalie concluded by outlining non-traditional paths to parenthood, including:
Recognising these options is essential for fostering inclusive conversations about family-building within the workplace.
Takeaways: Redefining Workplace Wellbeing
In/Fertility in the City’s mission is to dismantle secrecy and challenge the stigma surrounding fertility. Natalie Sutherland’s work demonstrates how cultural change begins with conversation, institutional leadership, and a willingness to challenge long-held assumptions about fertility.
Employees should be able to speak openly about treatments without fear of professional consequences. For employers, supporting fertility is not merely an act of compassion, but it is also good business. It strengthens staff retention, engagement, and trust. For organisations, embedding fertility support into wellbeing strategies is a meaningful step toward equity and inclusion.
As In/Fertility in the City continues to highlight, when we talk openly about infertility, we change the culture that shapes it.
About Eesha Karthikeyan:
I am a 2nd year LLB student at Durham Law School. My key interests revolve around understanding how systemic issues, such as misogyny and racism, shape the creation and application of law, and how the misuse of legal frameworks can authorise subjugation and mistreatment. This research seminar on infertility in the workplace resonated with me deeply, as it highlighted the gaps in current legal protections and the ways in which reproductive injustice intersects with gender and employment – a topic that is frequently forgotten in these discussions. Studying modules such as Biolaw and Family Law has given me the context to recognise these in-between spaces where the law has yet to reach. Overall, I am committed to engaging in conversations that help create inclusive, research-informed spaces for minorities.
/prod01/prodbucket01/media/durham-university/departments-/law-school/78782.jpg)