Fertility Benefits: What Are They And Why Offer Them

In today’s competitive job market, many employers are looking for ways to stand out so they can keep and attract the best talent. Employee benefits are often a great way to stand out to job seekers. If it’s between you and another company who doesn’t offer a comprehensive benefits package, they may be more apt to choose you. 

An uncommon benefit that can stand out is fertility coverage, which helps employees start or grow a family. Such benefits have become increasingly popular due to the growing demand from employers and employees alike for family-friendly policies. So much so, in fact, that 76% of HR leaders today say it is very or extremely important to have a wellness program that benefits both employees and their family members. 

Here’s what to know if you’re considering adding fertility coverage to your benefits package.

Understanding Fertility Benefits

Fertility benefits are employer-provided programs, services, and resources that support employees and their partners in their journey toward building a family. These benefits aim to address the challenges and expenses associated with fertility services and treatments, especially cost. By offering fertility coverage, employers demonstrate their commitment to supporting employees' reproductive choices and creating a family-friendly work environment.

Types of fertility benefits, or infertility benefits, can vary depending on your organization's policies and resources, but some common examples include:

• Fertility treatments and assisted reproductive technologies: Coverage for procedures like in vitro fertilization (IVF), intrauterine insemination (IUI), fertility medications, embryo transfers, and diagnostic tests.
• Adoption assistance: Financial support, guidance, and resources to help employees navigate the adoption process, including adoption agency fees, legal expenses, and counseling services.
• Fertility preservation: Coverage for procedures such as egg freezing, sperm freezing, or embryo freezing (cryopreservation) to allow employees to preserve their fertility for future family planning.
• Surrogacy support: Assistance and resources for employees who choose to build their families through surrogacy, including legal support, surrogate matching services, and medical expenses.
• Family planning and education: Educational programs, workshops, and resources on fertility awareness, family planning options, and reproductive health.

It's important to note that the specific fertility health benefits offered by an organization may vary, and employers tailor their programs to meet the needs and priorities of their workforce. 

Some states are also expanding their bereavement leave policies to include fertility and pregnancy-related leave. One example is Illinois. Employees in Illinois can take bereavement time off if they experience:

• A miscarriage
• An unsuccessful round of IVF
• Failed or contested adoptions and surrogacy agreements
• A diagnosis that negatively impacts a person's fertility
• A stillbirth

When leave is granted for these types of fertility and pregnancy situations, it's up to the company whether to make the leave paid or unpaid. Additionally, employers should ensure compliance with legal requirements, including local laws related to health care coverage and anti-discrimination regulations.

The Advantages of Offering Fertility Benefits

While there are no federal requirements for states or companies to offer fertility benefits to their employees, there are a number of reasons companies choose to do so.

Attract and Retain Top Talent

As fertility coverage becomes increasingly important to job seekers, offering this support can give employers a competitive edge over those who do not. It helps position the company as an employer of choice, making it easier to attract highly skilled candidates who value comprehensive employee benefits packages.

They can also help keep your current staff around. Employees who feel supported by their employee benefits are more likely to stay with their company long-term — more than half of employees say their benefits are a reason to stay with their current company. If offering this type of coverage reduces turnover rates, it can save your company from the costly process of recruiting and training new employees.

Boost Employee Engagement and Loyalty

Employees are likely to stay engaged at a company that supports them during important life events and values their happiness and fulfillment. By supporting their fertility journey, you can show employees you care about their personal wellbeing and long-term goals. This sense of care and investment can foster employee loyalty and commitment to the organization, which can bolster engagement and retention rates.

Enhance Diversity and Inclusion Efforts

Today's workforce comprises individuals with diverse backgrounds, perspectives, and family-building goals. Fertility benefits cater to employees who are planning to start a family or facing fertility challenges, ensuring that the company is inclusive and supportive of different life paths, including LGBTQ employees.

Same-sex couples often need access to infertility treatments so they can build their family. Offering these benefits to all employees — regardless of gender or sexual orientation — can help you create a more diverse and inclusive environment.

Improve Workplace Culture and Morale

Fertility benefits can improve employee morale by reducing the stress and financial burden of fertility treatments or family planning. When employees feel that their employer understands and supports their needs, they are more likely to experience increased job satisfaction, motivation, and overall well-being, leading to higher morale in the workplace. 

Providing fertility benefits also aligns with values of compassion, diversity, and work-life wellness. It reinforces the message that the company genuinely cares about its employees' needs and values their contributions beyond their professional roles. This alignment between company values and actions can strengthen the overall company culture.

Promotes Work-Life Wellness and Employee Wellbeing

Difficulties with fertility and family planning can weigh significantly on an individual, especially during their typical reproductive years. By addressing these concerns through fertility benefits, companies acknowledge the importance of this life stage and contribute to employees' peace of mind, reducing stress and burnout at work.

Fertility benefits may also contribute to employees' ability to effectively manage their personal and professional lives. By providing support for family-building processes, such as fertility treatments or adoption, employers can help employees navigate these challenges without sacrificing their work commitments. 

Comprehensive Benefits Can Foster A More Positive Work Environment

Employees who are going through fertility treatments, counseling, or other family planning may need extra support when it comes to their wellness. It’s important to be sensitive and understanding to employees who may be struggling with infertility, as it may affect their overall physical and emotional health. By offering fertility coverage, you’re showing employees that you prioritize their wellbeing. 

In addition to fertility benefits, a wellness program helps employees take more control over their wellbeing. A comprehensive wellness program can provide employees with support and resources that help them stay healthy and perform better at work while also helping them manage stress and other life challenges. And it can also drive them to stay longer — 87% of employees would consider leaving a company that doesn’t focus on their wellbeing.

If you want to learn how you can support your employees with a wellness program, reach out to a Wellbeing Specialist today. 

References

• Center for Disease Control and Prevention. (n.d.). Improve Morale & Organizational Reputation. Retrieved May 18, 2023, from https://www.cdc.gov/workplacehealthpromotion/model/control-costs/benefits/morale.html.
• Levine, D. S., Orelo. S. B., Goodman, M. E., Kane, M. D., Rosenman, A. S., Zadikany, R. (2023, March 1). Illinois and Other Jurisdictions Expand Leave for Bereavement and Pregnancy-Related Losses. Mayer Brown. Retrieved May 18, 2023, from https://www.mayerbrown.com/en/perspectives-events/publications/2023/03/illinois-and-other-jurisdictions-expand-leave-for-bereavement-and-pregnancyrelated-losses. 
• The Economic Times. (2021, December 4). Working professionals prioritise health, are less likely to quit job if employer is supportive. Retrieved May 18, 2023, from https://economictimes.indiatimes.com/magazines/panache/working-professionals-prioritise-health-are-less-likely-to-quit-job-if-employer-is-supportive/articleshow/88090753.cms?from=mdr. 
• U.S. Department of Labor. (n.d.). Compliance Assistance Guide, Health Benefits Coverage Under Federal Law. Retrieved May 18, 2023, from https://www.dol.gov/sites/dolgov/files/ebsa/about-ebsa/our-activities/resource-center/publications/compliance-assistance-guide.pdf.
• U.S. Equal Employment Opportunity Commission. (n.d.). Pregnancy Discrimination and Pregnancy-Related Disability Discrimination. Retrieved May 18, 2023, from https://www.eeoc.gov/pregnancy-discrimination#:~:text=The%20EEOC%20enforces%20two%20federal,sex%20discrimination%2C%20including%20pregnancy%20discrimination.
• Witters, D. (2022, April 18). Showing That You Care About Employee Wellbeing. Gallup. Retrieved May 18, 2023, from https://www.gallup.com/workplace/391739/showing-care-employee-wellbeing.aspx.