“For those wanting to prioritise the needs of their employees, fertility benefits are a necessity”

Given that providing fertility coverage initiates cost savings and aids in hiring and retention practices, there is no reasonable excuse for employers not to take immediate action.

Historically, the American Society for Reproductive Medicine (ASRM) defined infertility as “the failure to achieve a successful pregnancy after 12 months or more of regular unprotected vaginal intercourse,” a definition that excluded members of the LGBTQIA+ community, intended single parents, and those with impaired reproductive ability due to medical reasons.

Traditional health plans often lean on this definition when determining coverage availability and therefore neglect the needs of those communities excluded.

Recently, on October 14, 2023, the ASRM updated their definition to reflect more inclusive language, ensuring equal access to fertility care regardless of marital status, sexual orientation, or gender identity.

In light of continuously rising infertility rates, with one in six people impacted worldwide, and the ASRM’s long-overdue revision, it’s time for companies to look inward, examine their current fertility and family building benefit (or lack thereof), and ensure they are offering their employees the inclusive and comprehensive benefit they deserve.

What does a comprehensive fertility and family building benefit cover?

Comprehensive fertility and family building benefits support every possible path to parenthood, from preconception needs (including for those individuals who do not need medical assistance to conceive) to fertility treatments, such as IUI and IVF, to adoption and surrogacy, fertility preservation (sperm, egg, embryo freezing), and postpartum care.

While that sounds daunting to an employer, there are fertility and family building benefit solutions designed to cover full cycles of care no matter the path or treatment plan to ensure both employee and employer are benefited during the process.

What companies should steer clear of is offering benefits with fixed dollar caps that give employees a set amount to spend on family building.

Given the diverse needs of everyone building their family, and varying costs depending on location (metropolitan vs. rural), a set amount is unlikely to be sufficient and unfairly benefits some while limiting others. Furthermore, such a method may lead individuals to select treatments based on cost rather than medical necessity.

What’s the benefit to employees?

In the absence of comprehensive benefits, out-of-pocket expenses for fertility treatments are exorbitant, costing anywhere from US$21,000 to a shocking US$110,000, often endangering many employees’ financial stability, job security, mental health, and in some cases, physical health.

By offering comprehensive coverage, employees have more financial freedom, meaning lower stress levels and the ability to make informed decisions under the guidance of fertility specialists (vs cost-based care).

This has proven to lead to superior clinical outcomes and decreases direct treatment expenses, rates of multifetal pregnancies, and subsequent NICU visits.

Also, with comprehensive and inclusive benefits, the 63 per cent of LGBTQIA+ millennial individuals planning to utilise assisted reproductive technology, foster care, or adoption to become parents will have the coverage they need to realise their dreams of parenthood.

A recent Progyny survey examining inequities in family building coverage revealed that of the LGBTQIA+ individuals who are provided fertility benefits through their employers, 68 per cent are incapable of accessing them due to a mandatory pre-certification or medical diagnosis of infertility.

Further data from the same survey uncovered that among those actively trying to build their families, 79 per cent indicated they would consider leaving their current job for another that provides better fertility benefits.

What’s the benefit to employers?

While some employers may be hesitant to add family building services to their benefits packages, Mercer’s survey on fertility benefits found that 97 per cent of employers have not an encountered a notable increase in medical costs as a result of providing coverage.

Employees with access to comprehensive fertility benefits tend to get pregnant faster and have healthier babies, producing lower costs for the employer.

Additionally, as it becomes more difficult for companies to recruit and retain top talent, job seekers are attracted to organisations that prioritise their needs, both personal and professional.

Access to fertility coverage noticeably improves employee satisfaction, leading to direct impacts on retention. Recent Barclays data revealed 59 per cent of employers believe coverage of fertility care is indispensable in the modern job market and 68 per cent of employees are willing to change jobs for exhaustive fertility benefits.

A way forward

For employers who feel a responsibility to prioritise the needs of their employees, offering comprehensive fertility and family building benefits is a necessity.

Given that providing such coverage initiates cost savings and aids in hiring and retention practices, there is no reasonable excuse for employers not to take immediate action especially given the newly broadened medical definition of infertility.

Offering these benefits sends an important message to current and prospective employees that their needs are being prioritised, and they are all equally valued.

Janet Choi is chief medical officer at the US fertility benefits company Progyny.