Companies are increasingly recognizing the importance of offering comprehensive health benefits, including family-forming solutions such as in vitro fertilization (IVF). Integrating family-forming benefits, such as IVF support, into employee health plans is a strategic initiative that offers significant advantages.
These benefits alleviate financial burdens, boost employee retention, and enhance workplace productivity, providing substantial value to both employees and employers. Companies prioritizing comprehensive and inclusive fertility benefits are likely to see a return on investment through improved employee well-being, loyalty, and performance.
As societal norms evolve and family structures diversify, the demand for supportive fertility benefits will continue to rise. Employers who adapt to these changes and invest in their employees’ personal and professional well-being will thrive in the competitive job market. By offering family-forming benefits, companies can create a more inclusive, supportive, and productive work environment that meets the diverse needs of their workforce.
Organizations aiming to enhance their benefits offerings should consider the profound impact of family-forming benefits on workplace dynamics. By fostering a supportive and inclusive environment, companies can help employees achieve their family-building goals and promote long-term organizational success. Adopting these benefits demonstrates a company’s commitment to its workforce, ultimately leading to a more motivated, loyal, and high-performing team.
Quality, Cost, and Flexibility in Benefits
To maximize the benefits of offering family-forming support, employers should focus on three main areas: quality, cost, and flexibility. High-quality care is essential for successful outcomes and often involves partnering with physicians and clinics that adhere to evidence-based medicine. Ensuring that employees have access to the best possible medical care can make a significant difference in treatment success rates, which directly impact the overall satisfaction and well-being of employees undergoing fertility treatments.
Cost is another critical factor. Employers can reduce financial stress for employees by offering affordable fertility financing options and discounted treatment packages. For example, companies can negotiate with healthcare providers to offer bundled payment plans that cover multiple cycles of IVF at a reduced rate. These financial strategies help make fertility treatments more accessible to a diverse range of employees, regardless of their economic background. Additionally, some companies provide reimbursement for out-of-network fertility treatments or offer fertility grants to further support their employees.
Flexibility in program design is also important. Employers should offer customizable benefits packages that cater to various family planning needs, including services for LGBTQ+ employees and single parents by choice. Flexible treatment schedules and telemedicine options can further support employees by allowing them to undergo fertility treatments with minimal work disruption. Providing options such as remote consultations and flexible working hours can help employees balance their treatment schedules with their professional responsibilities, reducing stress and improving overall job performance.
For Employees: Mitigate Financial Hardships
Infertility affects approximately one in six couples in the United States and treatments such as IVF can be prohibitively expensive. The cost of a single IVF cycle can range from $20,000 to $30,000 when all costs are included, with a majority of patients requiring more than one cycle for success. These expenses can lead to financial strain, forcing employees to incur substantial debt or delay treatment due to cost concerns.
Offering comprehensive family-forming benefits, including IVF support, can significantly alleviate the financial burdens associated with infertility. Companies that provide fertility benefits designed to reduce out-of-pocket costs for their employees enable workers to pursue necessary treatments without the added stress of financial hardship. According to a study by Mercer, 68% of employers who offer fertility benefits report a positive impact on employee satisfaction.
An approach that is inclusive can be life-changing for employees from various backgrounds, including LGBTQ+ individuals and single parents by choice, who may require fertility treatments to start their families. By covering a portion or all of these costs, employers support diverse family-building journeys and promote inclusivity. This inclusivity fosters a workplace culture that celebrates diversity and equality, making employees feel valued and respected.
For Employers: Enhance Employee Retention
Providing family-forming benefits can significantly enhance employee retention. Employees who feel supported by their employer in both their professional and personal lives are more likely to stay with the company. Fertility benefits demonstrate a company’s commitment to its employees’ well-being, fostering a sense of loyalty and trust.
Research shows that employees who have access to fertility benefits are more likely to remain with their employer. The recent SHRM survey found that 67% of employers believe that family-forming benefits are extremely important to have in their benefit package. Offering a competitive benefits package that includes family-forming benefits can help employers attract and retain top talent in a competitive job market.
Furthermore, offering such benefits can improve the employer’s brand reputation, making the company more attractive to prospective employees. In a competitive job market, comprehensive health benefits, including fertility support, can set an employer apart, attracting high-quality candidates who prioritize family planning and well-being.
Employers with robust family-forming benefits may also experience higher levels of employee engagement and morale, as workers feel that their personal needs are acknowledged and supported.
Boosting Workplace Productivity
Employee productivity is closely linked to their overall well-being. Employees undergoing fertility treatments often experience high levels of stress and anxiety, which can affect their performance at work. By offering family-forming benefits, employers can help alleviate these stressors, allowing employees to focus more effectively on their job responsibilities. This, in turn, can lead to a more engaged and productive workforce.
Comprehensive fertility benefits often include access to support services such as counseling and personalized care navigation. These services help employees manage the emotional and logistical challenges of infertility treatment, reducing their stress and improving their mental health. According to a study by the International Foundation of Employee Benefit Plans (IFEBP), companies that offer fertility benefits report higher employee productivity and reduced absenteeism.
Additionally, by reducing the financial burden of fertility treatments, employees are less likely to experience financial stress, which can negatively impact their work performance. Employers that invest in their employees’ personal well-being are likely to see a return on investment through improved productivity and reduced healthcare costs related to stress and absenteeism. In the long run, this can result in a more stable and efficient workforce, with lower turnover rates and higher overall job satisfaction.
David Adamson is a consulting reproductive endocrinologist and surgeon, Medical Director of Equal3 Fertility, Clinical Professor ACF at Stanford University, and Associate Clinical Professor at UCSF. He is Past President of the American Society for Reproductive Medicine (ASRM), Society for Assisted Reproductive Technology (SART), AAGL (women’s surgery), the Committee on Reproductive Medicine for the International Federation of Gynecology and Obstetrics (FIGO) and several other major gynecological societies. He is Chair of the International Committee Monitoring ART (ICMART), President of the World Endometriosis Research Foundation (WERF) and ex officio Board member of the International Federation of Fertility Societies (IFFS). He is a member of many prestigious professional societies and has been a board member and advisor to government, industry, professional and patient organizations. He has over 300 peer-reviewed and other scientific/medical publications, and has lectured extensively nationally and internationally on assisted reproductive technologies, endometriosis, reproductive surgery and infertility, standards of care, cost-effective outcomes, equity and access. Dr. Adamson led the committee that created The FIGO Fertility Toolbox and the organization that created the global Endometriosis Phenome and Biobanking Harmonization Project (EPHect), and he created the Endometriosis Fertility Index, all electronic tools used globally to improve health care for reproductive age women.
He is Founder, Chairman and Chief Executive Officer of Advanced Reproductive Care (ARC Fertility), the largest United States network fertility company. He has been recognized as one of the best 400 physicians for women in America and received the Outstanding Achievement in Medicine award from the Santa Clara County Medical Society, a Certificate of Special Congressional Recognition for contributions to the community, Distinguished Surgeon award from the Society of Reproductive Surgeons, Honorary Life Membership from the Canadian Association of Internes and Residents, the Barbara Eck Founders Award from RESOLVE, the national fertility consumer organization, several honorary memberships and professorships, and the ASRM Distinguished Service award for his outstanding achievements in advancing the practice of reproductive medicine. Dr. Adamson has been honored with the CEO of the Year Award by CEO Monthly.