The case for abortion care as an employee benefit

In the realm of employee benefits, the focus for many employers and benefits professionals extends beyond mere perks; it encompasses a profound concern for the wellbeing of employees. Within this domain, one crucial yet often overlooked aspect is reproductive health care, particularly access to abortion services. In an era marked by shifting legal landscapes and evolving societal attitudes, employers find themselves at the forefront of addressing this pressing need. Employers may offer abortion care as part of their benefits packages to ensure essential medical care is provided and to align with organizational values that foster a supportive and productive work environment. 

Addressing the challenges in abortion care

Abortion care is fraught with access barriers that are exacerbated by a shifting legal landscape. Employees and their families often face logistical hurdles, including limited clinic appointment availability, caretaking responsibilities, financial constraints, and concerns about privacy, safety, and stigma. These challenges are further compounded by the patchwork of restrictive state regulations limiting abortion access post-Roe v. Wade. Yet, 1 in 4 women in the United States will have an abortion at some point during their life. Employers and their advisors have a unique opportunity to bridge gaps in care by offering comprehensive abortion benefits that encompass travel assistance, financial coverage, and care options, including access to medication abortion via telehealth. 

Medication abortion: pioneering accessibility and safety

Medication abortion represents a paradigm shift in abortion care, offering a safe, effective, and non-invasive alternative to procedural methods. This form of abortion care has been available in the United States since 2000, when the US Food and Drug Administration (FDA) approved the use of mifepristone. Unlike procedural abortion, medication abortion does not have to be taken within a clinical setting; the pills — mifepristone, followed by misoprostol — can be taken in one’s own home. Decades of studies have shown that medication abortion is safe and effective. Medication abortion today represents more than half of all U.S. abortions (Guttmacher, 2022). 

Employers have the opportunity to offer access to telehealth platforms, broadening the reach of medication abortion and offering employees convenient and discreet health care alternatives. With telehealth medication abortion, patients complete online intake to determine medical eligibility, connect with providers by video, phone or messaging before being prescribed medications by licensed medical providers. Patients receive medications via mail as well as follow-up care to ensure treatment is successful. Research shows that patients often prefer asynchronous care for their abortion services. By embracing advancements in abortion care, employers can showcase their dedication to promoting equity in reproductive health.

While it’s believed that abortion care is widely accessible through primary care physicians or OB-GYNs, only 3% of PCPs provide abortion services (Family Medicine, 2020). Access is further limited by overwhelmed clinics in urban areas as well as a lack of clinics in rural areas. The fall of Roe v. Wade has compounded limited access in restrictive states and strained already busy clinics. Telehealth options have been pivotal in expanding access to care.

Responding to employee demand and societal trends

Responsiveness to employee needs is paramount when it comes to designing employee benefits. As the 2024 election year spotlights abortion, employers are experiencing more pressing requests for reproductive health care benefits, including abortion services, from their workforce. Research suggests that a significant majority of employees, especially those under 40, prioritize employment with companies that endorse abortion access. This shift emphasizes the necessity for employers to synchronize their benefits packages with the values and expectations of their employees.

The role of employers in expanding abortion benefits

Employers and benefits advisors play a significant role in influencing the accessibility of abortion care for employees. Providing abortion benefits demands a comprehensive strategy that caters to the varied needs of employees and their dependents. Employers should work with health plans and benefits administrators to promote broad coverage policies that include abortion services. This advocacy can encompass proactive measures such as removing plan limitations, expanding coverage for virtual medication abortion, and partnering with a dedicated telehealth solution. 

Abortion care as an employee benefit

By making reproductive health care a top priority, employers demonstrate their commitment to promoting employee wellbeing, productivity, and autonomy. Employers and benefits advisors can cultivate an environment that supports and empowers employees’ reproductive health choices by embracing comprehensive abortion benefits and telehealth solutions. In doing so, they not only enhance employee satisfaction and retention, but also foster a culture of compassion and respect that resonates throughout the organization and attracts top talent.

Tabya Sultan is VP of Business Development at Hey Jane, the leading telehealth abortion provider.