IVF Babble

Fertility Benefit Packages: Could they make or break where you choose to work?

A new survey, conducted in 2021 has produced some interesting results surrounding how workplaces view fertility benefits

The 2021 Survey on Fertility Benefits was commissioned by RESOLVE: The National Infertility Association, and looked at how businesses rated family building benefits.

In the modern world, potential employees are not only looking for benefits with regards to salary, paid leave, share options and health insurance – they’re looking for support in the event that they struggle to have or extend their family.

RESOLVE: The National Infertility Association was formed in 1974 on a non-profit basis and is the only network in the US to promote equality in reproductive support in all genders.

In this recent survey, participants were questioned on the type of infertility plan covered by their workplace health plans

1 in 8 couples in the US will struggle to conceive or carry a pregnancy full term and will therefore be likely to look for assisted fertility procedures.

The survey found that despite the costs of fertility treatments being high to an individual or couple, the cost of added fertility benefits to their healthcare cover does not significantly increase their costs.

Which then begs the question – with employees having the right to choose better fertility care, and with the costs to companies of including it in their healthcare cover schemes minimal, can businesses afford not to include it in order to get the best candidates?

The survey found that 97% of respondents saw no significant increase in their medical plan costs to cover IVF and other treatments. It also found that the main reasons companies were choosing to add fertility cover to their plans were threefold:

  1. To ensure employees have access to quality, cost-effective care
  2. To stay competitive to recruit and retain top talent
  3. To be recognised as a family friendly employer

Among both large and small employers, IVF coverage is increasing and companies are reporting that this contributes to providing good access to quality care and to satisfying employee requests.

Such positive outcomes are twice as likely in firms offering IVF cover

“Employees should feel empowered to ask for this coverage,’’ said Betsy Campbell, Chief Engagement Officer for RESOLVE. “And they can do so with confidence as the 2021 Fertility Benefits survey shows a majority of companies add the benefits to satisfy an employee request. Study after study shows that comprehensive family building benefits help recruit and retain top talent.”

“If you don’t have employer-provided insurance or your employer won’t voluntarily add family building benefits, then advocating for fertility insurance legislation at the state and federal level is another way to change the status quo.”



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