Over the past few years, fertility benefits have become a crucial factor for job-seekers, with 88% stating they would consider changing jobs to access such coverage. This demand is driven by various factors, including a growing emphasis on inclusivity and addressing infertility.
In the United States, infertility affects one in eight couples, totaling 7.4 million Americans. As awareness grows, the need for fertility and family-forming support becomes more apparent, benefiting a broader demographic.
Employers play a crucial role in an employee’s fertility journey, with fertility benefits acting as powerful retention tools. A recent FertilityIQ Family-Building Workplace Index found that 61% of employees receiving these benefits reported feeling more loyal and committed to their employer. The coverage has significantly increased over the past five years, with 47% of companies with over 5,000 employees providing in-vitro fertilization (IVF) coverage in 2020.
However, coverage offerings for some parenthood journeys remain limited, with only 1 in 5 companies providing fertility coverage for adoption or foster care. To truly support diverse paths to parenthood, including adoption, gestational carrier services, donor-assisted reproduction, and fertility testing, employers need to expand their benefit offerings.
Fertility benefits are now considered an integral part of corporate diversity, equity, inclusion, and belonging (DEI&B) strategies. A comprehensive offering should include:
- No infertility diagnosis requirement.
- Support for all paths to parenthood.
- Access to diverse care.
- Fertility preservation, both related and unrelated to medical treatments.
As the demand for fertility benefits continues to grow, even in uncertain times, employers must adapt to remain competitive in the job market. The last two years have shown a steady increase in employers offering fertility benefits, a trend expected to persist. Moreover, offering fertility benefits can contribute to lowering overall healthcare costs, making it a valuable investment for companies prioritizing employee well-being. As we move forward, fertility support will likely become a standard offering, and employers looking to thrive in today’s competitive labor market should consider investing in a clinically-managed fertility benefits program.