Fertility-related services are among the benefits emerging as popular additions to a comprehensive employer sponsored package at large companies.
A survey by the International Foundation of Employee Benefit Plans reported that nearly one-quarter of plan representatives interviewed for the study (Employee Benefits Survey 2016) now offer coverage of fertility services. Another 19 percent include coverage for in vitro fertilization treatments, and 12 percent now pay for fertility medications.
What behind the trend? A combination of factors, says Julie Stich, director of research at the foundation.
“Fertility services are a highly valued benefit for employees, often with a low-cost impact for employers,” explains Julie Stich, CEBS, director of research at the foundation. “Employees who have access to fertility benefits can actually have overall lower health care costs because they are making decisions with their doctors based on medical best practice, not on personal financial concerns.”
Fertility-related services have become attractive both from the employer and employee side, so much so that consulting firm Mercer partnered with a fertility services provider to create benefits available to plan managers that cover the range of fertility costs.
“Fertility benefits are becoming a key topic for employers and employees alike,” David Kaplan, leader of Mercer Health Innovation Labs, told the Society for Human Resource Management. "This interest is not only being driven by talent and retention-related issues, but also by the high cost for employers who, whether they offer infertility benefits or not, are still incurring much of the NICU and associated high-risk maternity-related expenses."
Not surprisingly, small employers don’t generally offer coverage for fertility related services. The study said just 4 percent of employers of fewer than 50 workers include fertility coverage in their plans.
The foundation's study found that all company benefits packages are generally including more “family friendly” options, as employers pursue talented young professionals to fill critical positions. Nearly half said they offer flexible work schedules, 37 percent offer paid maternity leave, and 24 percent now offer paternity leave.
Among the other such benefits offered by those surveyed:
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19 percent offer paid leave for adoption.
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9 percent provide paid leave to attend children’s activities.
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21 percent offer unpaid leave to attend children’s activities.
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69 percent have dependent care flexible spending accounts.
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22 percent include resource and referral services for child care.
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14 percent have resource and referral services for adopted children in their plans;
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17 percent include Take Your Child to Work Day.
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16 percent offer financial assistance for adoption.
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10 percent offer emergency/sick child care.
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8 percent offer on-site or near-site child care.
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Dan Cook
Dan Cook is a journalist and communications consultant based in Portland, OR. During his journalism career he has been a reporter and editor for a variety of media companies, including American Lawyer Media, BusinessWeek, Newhouse Newspapers, Knight-Ridder, Time Inc., and Reuters. He specializes in health care and insurance related coverage for BenefitsPRO.
