The role of IVF benefits in promoting workplace inclusivity and productivity

High-cost infertility treatments, such as in vitro fertilization (IVF), can be a significant financial burden for many individuals and families. Today, the emergence of high-quality, cost-effective family-forming solutions to address fertility-related challenges provide strategies that can ease this financial strain and make IVF more accessible. This support also promotes overall wellbeing, improves workplace performance and productivity and enhances employee satisfaction with health benefits packages. Concurrently, employers that offer these benefits are able to attract and retain a talented workforce. 

Tackling the financial challenges of IVF

Infertility impacts between 10% and 15% of couples, with 1 in 5 facing difficulties in conceiving. Additionally, single people and those in the LGBTQ+ community who want to have a family often need fertility care services. IVF is a crucial option for many, yet it comes with a hefty price tag, often surpassing $70,000 for the average 2.5 cycles required for success. The cost of a single IVF cycle typically falls between $20,000 and $30,000 when all costs are included and over half of patients need more than one cycle to achieve a successful pregnancy. This financial strain can discourage many from pursuing IVF, which can lead to significant emotional and psychological stress.

By covering part or all of the costs associated with IVF, employers enable employees to seek necessary treatments without facing financial devastation. This support is particularly beneficial for younger employees who might not have substantial savings but are dealing with infertility issues.

Without employer-backed support, even those with full-time incomes might face difficult financial choices, possibly delaying treatment or incurring significant debt. Comprehensive IVF benefits allow these individuals to focus on their health and wellbeing rather than on financial stress.

Boosting employee retention with inclusive benefits

Providing IVF benefits sends a clear message that the employer values and supports the personal lives and wellbeing of their employees. This inclusivity fosters a sense of loyalty and belonging among employees, who feel acknowledged and supported in their personal struggles.

In a competitive job market, robust benefits packages can be a key differentiator for employers. Prospective employees are increasingly seeking workplaces that offer strong support for a variety of needs, including family-forming benefits. A recent survey by SHRM shows that 67% of employers believe that having family-forming benefits as a part of their benefit package is very important. By offering family-forming benefits that include IVF support, employers can attract top talent who value these benefits and are more likely to remain with the company over the long term.

Implementing a comprehensive family-forming benefits program, including IVF support, can significantly enhance employee retention rates. Employees feel more appreciated and supported, influencing their decision to stay with the organization. Additionally, highly qualified candidates are often drawn to inclusive benefits packages.

Enhancing workplace productivity

Infertility and its treatments can affect an employee’s mental health and productivity. By providing IVF benefits, employers help mitigate this level of anxiety. As a result, employees are less likely to take extended leave or experience burnout, leading to higher productivity levels throughout the organization.

When employees perceive that their employer genuinely cares about their wellbeing, they are more likely to be engaged and committed to their work. This increased engagement translates to improved performance, creativity and overall job satisfaction.

Investing in employees’ personal lives through benefits like IVF support can yield long-term productivity gains. Happy, healthy employees who feel supported are more likely to be productive, innovative and dedicated to their roles. This positive work environment can also reduce turnover rates, saving the company costs associated with hiring and training new employees.

Navigating legal and social considerations

With varying state and federal mandates regarding IVF coverage, employers must navigate these regulations carefully. By offering IVF benefits, employers ensure their employees have access to necessary treatments, regardless of the external legislative landscape.

Offering IVF benefits is a step towards creating a more inclusive and diverse workplace. It acknowledges and supports the diverse family-forming journeys of all employees, fostering a positive and supportive workplace culture.

Several leading companies set a precedent by offering comprehensive IVF benefits. These organizations not only comply with legal requirements but go above and beyond to support their employees’ family-forming goals. By following these examples, other employers can promote inclusivity and diversity within their workplaces.

Related: Aetna to expand fertility procedure coverage

Implementing comprehensive IVF benefits

Before implementing IVF benefits, employers should assess the specific needs of their workforce. Surveys, focus groups and open discussions can help gather valuable insights into what employees value most in a benefits package.

A one-size-fits-all approach may not work for family-forming benefits. Employers should consider offering flexible packages tailored to individual needs, including varying levels of coverage, support for multiple IVF cycles and additional services like counseling and support groups.

Effective communication is crucial to ensuring employees are aware of the available benefits and how to access them. Employers should provide clear information through various channels, such as employee handbooks, informational sessions and dedicated HR support. Digital tools are also valuable and “meet employees where they are.”

Once implemented, it is important to continuously monitor and evaluate the IVF benefits program. Gathering feedback from employees and tracking utilization rates can help identify areas for improvement and ensure the program remains effective and relevant.

Fostering employee loyalty and organizational success

By helping alleviate the financial burden associated with fertility treatments, employers can create a supportive environment where employees feel valued and motivated. 

This not only aids in attracting and retaining top talent but also cultivates a loyal, engaged and productive workforce. As businesses navigate the complexities of legal and social considerations, the adoption of comprehensive family-forming benefits sets a precedent for a compassionate and inclusive corporate culture. Ultimately, investing in the personal lives of employees through such benefits is an investment in the overall success and sustainability of the organization.

David Adamson, MD, is the Founder and CEO ARC Fertility. David 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 Founder, Chairman and Chief Executive Officer of Advanced Reproductive Care (ARC Fertility), the largest United States network fertility company.