Fertility benefits are on the rise. As of 2020, 61% of employers with 500 or more employees offer coverage for infertility treatments, and 68% of millennials consider fertility coverage when selecting an employer.
Since fertility treatments can be physically and emotionally demanding, people who experience infertility often face increased depression, absenteeism, and job turnover. Offering these benefits helps improve the overall health and well-being of employees who are going through this process. Additionally, there are several benefits to employers. 97% of companies have seen no cost increase since they started offering infertility coverage. In fact, the average ROI such benefits can deliver is estimated to be 30%.
However, infertility plans have several limitations. On the other hand, fertility plans provide access to fertility treatments in addition to infertility diagnosis and can even include postpartum care. Fertility vendors, such as ARC Fertility, Carrot, Kindbody, Progyny, Maven and WIN Fertility, offer more resources than traditional medical carriers.
Here’s why you should consider fertility benefits in your healthcare package:
- Equity: To be eligible for infertility benefits, a diagnosis of infertility is typically required. However, even if your insurance plan covers more than just diagnosis, there are still limitations to consider. For instance, some plans may require less invasive treatments, such as fertility medications or intrauterine inseminations (IUIs), before authorizing more advanced procedures like IVF. This narrow definition of infertility excludes single parents by choice and LGBTQ+ couples, who may need to complete multiple rounds of IUIs before qualifying for coverage. With the flexibility of fertility benefits, these affected groups can better access specialized care.
- Maternity Costs: A major issue with this type of coverage is that patients often exhaust their coverage dollar maximums on a diagnosis and less effective treatments, leaving them to pay out of pocket for IVF. These less expensive treatment options are less effective, with a high chance of producing twins or multiples. More than 20% of twins and 80% of triplets are born prematurely and require NICU care. Employers spend 12 times as much on healthcare costs for premature babies as they do for babies without complications. This healthcare cost amounts to $5.7 billion among U.S. businesses. Providing a family-building benefit through employers can significantly reduce the costs associated with fertility care. With access to this benefit, employees can make informed decisions about their treatment based on desired outcomes rather than immediate costs. As a result, more individuals opt for the safer choice of a single-embryo transfer, resulting in much healthier babies.
Not only are fertility plans inclusive of all employees, but these benefits also mitigate costs that would otherwise prevent prospective parents from making the safest medical choices. Unlike most infertility plans, fertility vendors offer a diverse variety of individualized care that is cost-effective for both the employer and the employee.
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