Should Your Company Offer Fertility Benefits?

Fertility benefits are becoming a hot topic in modern workplaces. With organizations across industries striving to be more inclusive and supportive, more companies are considering adding fertility-related coverage to their benefits package. But is it the right move for your company?

For HR professionals, this question isn’t just about keeping up with trends—it’s about fostering a healthier, more productive workplace that aligns with the values of your workforce. This blog will explore the ins and outs of offering fertility benefits, the potential impact on workplace health, and the business case for making this investment.

What Are Fertility Benefits?

Fertility benefits refer to healthcare perks that provide financial, medical, and emotional support to employees seeking fertility treatments. They often cover services such as:

• IVF (In Vitro Fertilization): Medication and procedures necessary for this complex process.
• Egg or Sperm Freezing: Options to preserve reproductive cells for future use.
• Diagnostic Testing: Assessments to identify underlying fertility issues.
• Counseling and Support: Services to address the emotional impact of fertility challenges.
• Adoption/Surrogacy Reimbursement: Financial support for non-traditional family-building pathways.

Typically falling under workplace health initiatives, these benefits aim to reduce the burdens associated with infertility, which affect one in six couples globally, according to the World Health Organization (WHO).

Why Fertility Benefits Matter in Today’s Workplace

Here are some core reasons why fertility benefits are becoming increasingly important:

1. Meeting Employee Expectations

Millennials and Gen Z workers place a high value on progressive, inclusive benefits. They seek employers who recognize the unique challenges faced by today’s workforce, including delayed parenthood and family-building complications.

2. Promoting Diversity, Equity, and Inclusion (DEI)

Providing fertility benefits signals a commitment to diversity by supporting non-traditional families, single parents, and LGBTQ+ employees. For HR teams focused on fostering an inclusive culture, this kind of offering ensures that every employee feels supported in their personal and professional goals.

3. Supporting Overall Workplace Health

Infertility often comes with physical, mental, and financial stress. Employees trying to manage these challenges without adequate support may experience burnout or reduced productivity. Fertility benefits demonstrate that your company prioritizes workplace health, creating an environment where employees are less stressed and more engaged.

The Business Case for Offering Fertility Benefits

Investing in fertility benefits isn’t just a humanitarian gesture—it makes solid business sense. Consider the following:

1. Attracting Top Talent

Offering fertility benefits can set your company apart in a competitive talent market. According to a FertilityIQ report, 68% of employees said they would switch jobs to gain access to fertility coverage. This means that businesses that provide these benefits stand to attract high-caliber candidates.

2. Improving Retention Rates

Employees who feel supported by their employer are more likely to stay long-term. Fertility care is expensive, and providing assistance fosters loyalty. Parents-to-be will remember that your company played a role in helping them realize their dream of starting a family.

3. Enhancing Productivity

By minimizing the financial and emotional stress tied to fertility challenges, employees are more likely to bring their best selves to work. Stress and distractions caused by infertility can lower productivity levels, but with support in place, employees are better equipped to focus on their responsibilities.

4. Strengthening Employer Branding

Word travels fast in today’s digital age. A company that offers comprehensive benefits, including fertility support, stands out as forward-thinking and employee-centric. Enhancing word-of-mouth and online reviews can be a powerful recruitment tool.

How to Add Fertility Benefits to Your Company’s Package

If you’re considering offering fertility benefits, here are some steps to get started:

1. Assess Workforce Needs

Start by surveying employees to understand their priorities. Include questions on family planning and fertility support to assess demand and interest.

2. Consult Healthcare Providers

Work closely with your insurance provider to understand available fertility options. Some providers already offer fertility-specific packages or riders that can easily be added to existing plans.

3. Budget Strategically

Fertility treatments can be costly, so it’s essential to budget carefully. Consider covering a percentage of the costs or setting a lifetime cap to maintain financial viability.

4. Educate Employees

Once you implement fertility benefits, ensure employees know how to access them. Provide clear communication via resource guides, webinars, or one-on-one HR consultations.

5. Measure Impact

Monitor participation data and gather feedback to understand the effectiveness of these benefits. This helps you refine offerings and maintain alignment with employee needs.

Addressing Potential Concerns

While fertility benefits offer numerous advantages, some companies may hesitate due to perceived challenges:

1. Cost Concerns:

It’s true that fertility treatments can be expensive. However, as with any investment, the long-term gains—like increased retention and productivity—often outweigh the initial costs.

2. Utilization Rates:

You might wonder if only a small percentage of employees will use the benefit. While utilization may not be as high as general healthcare benefits, fertility coverage has an outsized impact on employee satisfaction and loyalty.

3. Ethical or Cultural Sensitivities:

Companies should take care to ensure their offerings are inclusive and respectful of diverse cultural and religious beliefs. Providing flexible options, such as adoption or surrogacy support, can address varying preferences.

Real-Life Examples: Companies Leading the Way

Many of today’s top organizations are already leveraging fertility benefits to enhance their workplace health strategies. Here’s how:

• Google: Covers fertility treatments like IVF as part of its extensive employee benefits package.
• Starbucks: Offers both full-time and part-time employees coverage for IVF procedures.
• Salesforce: Includes family-building benefits in their DEI framework, catering to diverse needs.

These companies demonstrate that fertility benefits can coexist with a company’s larger goals of inclusion, workplace health, and profitability.

Key Takeaways for HR Professionals

Fertility benefits have the potential to transform your company into a workplace that truly puts people first. By addressing the modern workforce’s evolving needs, you’ll attract talent, reduce turnover, and foster a supportive environment that boosts workplace health and morale. Thoughtful implementation is key, but the investment pays off—for employees and businesses alike.

If your company is ready to take the next step in shaping a more inclusive and supportive workplace, now is the time to explore the possibilities of offering fertility benefits.