Fertility Benefits Can Make Employees and Employers Happier

Key Points

• Fertility treatments are expensive—up to $30,000 per IVF treatment.
• The number of companies in the United States that offer fertility benefits is still relatively small and mostly limited to larger businesses.
• Offering fertility benefits can be positive for both employees and employers.

Single people who want children, LGBTQ+ couples, and people or couples dealing with infertility—the inability to become pregnant after a year of trying for women age 35 and younger—often rely on fertility treatments to become pregnant.

Fertility treatments are often inaccessible due to the high cost. Paying for this service can damage someone's finances and add to the stress that accompanies family-building.

What should you know about the cost of fertility treatments?

Multiple fertility services are available, such as medication that can help with ovulation and hormones, minor surgical procedures and the use of assisted reproductive technology (ART). ART includes methods such as intrauterine insemination (IUI) and in vitro fertilization (IVF) and freezing eggs, sperm or embryos.

Most private insurers do not cover the cost of fertility treatments, and only 15 states have laws that require services, though there can be gaps in coverage. A single IVF cycle can cost $30,000 or more. Bills typically fall between $15,000 and $20,000, but it may take a few cycles of IVF before a successful pregnancy.

Ten percent of women or their partners have received fertility assistance or medical help to become pregnant, according to KFF, formerly known as the Kaiser Family Foundation. Most people pay out-of-pocket costs for those fertility treatments.

Offering fertility benefits in the workplace could have favorable outcomes for job-seekers, employees and employers. Adding the perk can create a more inclusive workplace and increase employee retention and satisfaction.

How do fertility benefits increase employee satisfaction?

While fertility benefits directly improve treatment accessibility, they have more far-reaching effects.

"For employees, fertility perks can provide access to crucial medical care and support, reduce financial stress and improve work-life balance," said Josh Hart, the founder of Joshua Hart Consulting, a conflict management company in Dallas.

Fertility benefits aren't simply added health benefits. They give employees profound help with a life-altering process.

"On the employee side, these perks go beyond health insurance and offer more meaningful support," said Amy Spurling, the co-founder and CEO of Compt, an HR and employee benefits company.

By widening access to treatment and counseling, companies can create positive impacts on work-life balance.

"Fertility treatments can be expensive, and insurance doesn't always cover it all—especially depending on the state in which your employee lives. In this case, perks can significantly reduce the financial burden on employees," Spurling said. "This, in turn, helps reduce stress and increase job satisfaction, which is great for work-life balance."

Fertility benefits allow employees to utilize treatments, such as egg freezing, so they have the option to explore family building later in life. Benefits can help lower the barriers that surround fertility care access.

"One of the key advantages of offering fertility benefits is that they help create a more inclusive and supportive workplace," Hart said.

LGBTQ+ individuals face unique barriers in qualifying for fertility treatment, such as not meeting the definition of "infertility" that would qualify them for care.

"By acknowledging the diverse needs of employees, companies can foster a more inclusive culture where all employees feel valued and supported. This can improve employee engagement, retention and overall job satisfaction," Hart said.

"Fertility benefits also help close the significant gap we have in workplace gender equity," Spurling said. "They can help to level the playing field for women by addressing a common barrier to career advancement and work-life balance and offering meaningful support."

Fertility benefits can help lessen the wage gap, as women, LGBTQ+ individuals and BIPOC (Black, Indigenous and people of color) are paid less than their male counterparts.

Recommended

• The Impressive Evolution of IVF and Fertility Treatments: The first baby born using IVF in the U.S. is older than 40, and so much has changed since 1981.
• The Cost Breakdown of Freezing Your Eggs: Fertility treatments offer hope to many, but costs can be astronomical.
• 3 Ways to Finance IVF Treatments: Affording IVF treatments is possible but takes foresight and strategy.

How can fertility benefits help companies?

Most Gen Z job candidates say diversity and inclusivity in the workplace are important when choosing an employer, according to a 2020 survey on the job search website Monster.

"More supportive work environments and companies that take true initiative when it comes to DEI [diversity, equity and inclusion] are also more attractive to younger generations and the greater talent pool. In a highly competitive talent market, these benefits and others can help a company stand out to candidates," Spurling said.

A majority of millennials report they would change jobs if it meant receiving fertility benefits. Adding fertility perks to a benefits package increases employee retention.

Employees are more loyal to companies with fertility perks, according to the 2021 FertilityIQ Workplace Index.

Up to 88 percent of women who had IVF paid for by their employer chose to return after maternity leave, the study found, according to CNBC. That's in contrast to about 50 percent of people who weren't offered fertility benefits.

Roughly 97 percent of employers said that adding fertility benefits didn't lead to a significant uptick in their costs, according to a Mercer survey. Most companies include a lifetime dollar amount to cap their costs, in which case the companies only pay for the benefit when it's utilized.

Fertility benefits attract and retain different types of talent. One of the top reasons people quit their jobs in 2021 was because they felt their employers weren't offering adequate benefits, Pew Research found.

"In today's competitive job market, employees are looking for more than just a salary and benefits package," Hart said. "They want to work for companies that prioritize their well-being, offer work-life balance, and support their personal goals and aspirations. By offering fertility benefits, companies can set themselves apart from the competition and attract highly qualified candidates."

The bottom line

The number of companies in the United States that offer fertility benefits is still relatively small, and it's more common among larger businesses. Things are changing for the better.

The aforementioned Mercer survey found that 42 percent of companies with 20,000 or more employees covered IVF in 2020, compared to 36 percent in 2015. Further, 19 percent covered egg freezing, an increase from 6 percent in 2015.

"In order for fertility benefits to be truly practical, they need to be widespread across workplaces. This means that companies of all sizes and industries need to prioritize fertility benefits and make them accessible to all employees," Hart said. "By doing so, we can create a more equitable and supportive workplace where all employees can access the medical care and support they need to start a family."