Fertility Benefits Boost Employee Recruitment, Retention and Workplace Satisfaction

Updated on June 11, 2024

In the modern corporate environment, forward-thinking companies recognize the growing importance of fertility benefits and the employee expectation that these programs are included in the benefits package. A recent survey shows that 40% of employers now offer some type of fertility benefit, a significant increase from previous years – however, many of the benefits that are offered are far from adequate.

As societal norms evolve and definitions of family diversify, there is accelerated demand for inclusive and supportive fertility benefits. These programs not only support the health and well-being of every employee – both male and female — but also represent a strategic asset for workplace success. About one in six individuals worldwide will face infertility at some point in their life, and many single people and those in the LGBTQ+ community need fertility care to have a family. Recognizing these needs, the Federal Government is now beginning to provide fertility benefits.  

By embracing these innovations, workplaces enhance their support for employees’ family-building journeys, creating a more inclusive, supportive and successful organizational culture.

The Strategic Value of Fertility Benefits

Offering robust fertility benefits provides strategic advantages that go beyond immediate employee support. These services enhance workplace dynamics and employer branding, improving job satisfaction and retention and appealing to younger generations that seek an inclusive work environment. They enhance the company image as a supportive and empathetic employer, increasing employee morale and loyalty. This perception reduces turnover rates and positions companies as top employment destinations in competitive job markets where it is challenging to attract high-quality candidates. 

Younger generations, in particular, prioritize inclusive fertility benefits and family-forming support, and often make employment decisions based upon their inclusion in the comprehensive benefits package. Recent studies show that more than half of employees expect their employer to cover family-planning services. In fact, 88% would consider leaving their jobs to access fertility benefits. 

Fertility benefits also signify a company’s commitment to diversity, equity and inclusion. The use of these services is increasing among LGBTQIA+ families and single parents. Many LBGTQIA+ couples want to expand their families by either becoming first-time parents or having more children. A survey from Family Equality found that 63% of LGBTQIA+ millennials plan to use assisted reproductive technology, foster care or adoption services. Twice as many Gen Z adults as millennials identify as LGBTQIA+, and the demand for family-expanding services will likely increase as Gen Z continues to enter the workforce.

Modern fertility care programs focus on flexibility and personalization to address the diverse needs of today’s workforce. Flexible treatment schedules allow employees to undergo fertility treatments with minimal work disruption. Accommodating treatments around work commitments reduces stress and helps maintain a healthy work-life balance. These personalized and flexible approaches support employees on their fertility journeys while minimizing professional impact. 

Leveraging Advanced Technologies for Enhanced Care

The integration of advanced technologies in fertility care is redefining services, making high-quality, personalized treatment more accessible. These technologies ensure that fertility care and access to credible information is convenient and efficient. 

For example, the FertilityNow app (available on the Apple App Store and Google Play) exemplifies the power of an innovative tool that will estimate the chances of getting pregnant for individuals and couples attempting on their own, with non-IVF fertility treatment and with in-vitro fertilization (IVF). The mobile app employs an advanced algorithm that uses a robust set of factors proven to influence fertility, providing individualized information to help individuals and couples understand their reproductive health, whether they are planning to get pregnant, attempting pregnancy, or considering IVF.

Telemedicine has also significantly improved access to fertility services by allowing remote consultations and treatment management, a significant benefit for individuals with geographical or mobility constraints that reduces travel time and stress. It also allows employees to manage their health needs without taking significant time off work, maintaining productivity and job satisfaction. 

Innovative Financial Models Reducing Cost Barriers

The high cost of fertility treatments has been a major barrier for employees. However, innovative financial models are now enhancing accessibility and inclusivity, enabling employees to overcome financial barriers to essential fertility services and fostering a more equitable and supportive work environment.

By avoiding per-employee-per-month (PEPM) charges and eliminating utilization and fees for unnecessary or inappropriate treatments that are often required by traditional plans, innovative approaches significantly reduce the cost of infertility treatments. Efficient use of services through bundled packages featuring discounted concierge employee support means that payment is required only when services are actually used by employees and employer-choice-of-benefit subsidy amount. 

Comprehensive Support Systems Enhancing Employee Experience

Supporting employees through fertility treatments requires a holistic approach that extends beyond medical interventions. Comprehensive support systems, including counseling, support groups and wellness programs, are essential. 

Fertility journeys can be emotionally taxing. Many workplaces now offer programs to support the emotional aspects of fertility treatments, providing continuous support from preconception to post-pregnancy. Counseling services help manage stress, while support groups offer a platform for sharing experiences and coping strategies, fostering a sense of community. 

Workplaces with these support systems report higher employee satisfaction and retention. These programs demonstrate a company’s commitment to its employees as individuals, valuing their personal goals and health. This commitment boosts morale, increases loyalty and promotes a positive work environment. 

Dr. Adamson Headshot copy
David Adamson, MD
Founder and CEO at ARC Fertility

David Adamson is a consulting reproductive endocrinologist and surgeon, Medical Director of Equal3 Fertility, Clinical Professor ACF at Stanford University, and Associate Clinical Professor at UCSF. He is Past President of the ASRM, SART, AAGL, the Committee on Reproductive Medicine for FIGO and several other major gynecological societies. He is Chair of the International Committee Monitoring ART, President of the World Endometriosis Research Foundation and ex officio Board member of the IFFS. He is a member of many prestigious professional societies and has been a board member and advisor to government, industry, professional and patient organizations. He has over 300 peer-reviewed and other scientific/medical publications, and has lectured extensively nationally and internationally on assisted reproductive technologies, endometriosis, reproductive surgery and infertility, standards of care, cost-effective outcomes, equity and access. Dr. Adamson led the committee that created The FIGO Fertility Toolbox and the organization that created the global Endometriosis Phenome and Biobanking Harmonization Project (EPHect), and he created the Endometriosis Fertility Index, all electronic tools used globally to improve health care for reproductive age women.

He is Founder, Chairman and Chief Executive Officer of Advanced Reproductive Care (ARC Fertility), the largest United States network fertility company. He has been recognized as one of the best 400 physicians for women in America and received the Outstanding Achievement in Medicine award from the Santa Clara County Medical Society, a Certificate of Special Congressional Recognition for contributions to the community, Distinguished Surgeon award from the Society of Reproductive Surgeons, Honorary Life Membership from the Canadian Association of Internes and Residents, the Barbara Eck Founders Award from RESOLVE, several honorary memberships and professorships, and the ASRM Distinguished Service award for his outstanding achievements in advancing the practice of reproductive medicine. Dr. Adamson has been honored with the CEO of the Year Award by CEO Monthly.