Offering Managed Fertility Benefits to Employees Can Boost Your Bottom Line

Fertility Benefits Image Learn more about fertility benefits and how managed fertility coverage can be a viable tool to enhance recruitment, increase workplace satisfaction and retention, and boost your bottom line. It’s no news that today’s demographics are changing. Generations ago, women had babies in their 20s and went to work in their 30s and 40s. Then in 2016, the US birth rate hit a record low as the number of women under age 30 having children fell. Why? Many women are engaged in higher education and competitive careers in their 20s and 30s, and waiting until they are 40 to start their families. Putting Off Parenthood Along with the shifting demographics, putting off parenthood is a reality for 1 in 2 millennial men and women. For instance, between 2007 and 2012, birth rates among 20-something millennial women declined more than 15 percent. 99% of women are infertile at 45 Problem is, the prevalence of infertility increases significantly after age 35, and by age 45, as many as 99 percent of women are infertile.[1] As a woman gets older, her egg quality and quantity declines and so does her ability to conceive. In addition, older women have a higher chance of suffering a miscarriage.

Fertility benefits are for everyone

As our society’s changing norms impact the workplace, people who aren’t infertile also want employer provided fertility benefits to have a family. This includes those who are LGBTQ, same-sex couples, and single men and women.[2] That’s why fertility benefits and fertility coverage in the workplace are crucial for employee recruitment, retention, and your bottom-line.

Offering Managed Fertility Benefits

With managed fertility benefits, you lean on the experience and wealth of knowledge of those providing the benefits. WINFertility, the most established leader in the industry for managed fertility benefits, provides 20 years of fertility knowledge and experience, along with the following:
  • An integrated medical, genetic testing and pharmaceutical model, unique in the industry
  • 20+ years of documented, improved clinical results and cost savings
  • Fellowship trained Reproductive Endocrinologists who diagnose, treat and prescribe IVF or IUI
  • FertilityCoach® Nurses who guide the patient 24/7 in how to take fertility medications and make the best fertility treatment choices
  • Genetic testing
  • Egg freezing
  • Surrogacy benefits, if needed 

What Employers Gain in Return for Fertility Coverage

While more employers realize fertility benefits are vital to assist all employees in starting families, you may wonder “What’s in it for me?”. How does this positively impact my business? Here are some perks you will get in return:
  • A boost in recruitment. When choosing an employer, a reported 68 percent of millennials take fertility benefits and fertility preservation, such as egg freezing, into consideration. In fact, some findings show that millennials would accept fertility coverage over a higher salary, if offered the two options. Considering that most millennials have postponed starting a family for education, travel and innovative job skills, it makes good sense to offer assistance in having a family to garner their top-tiered skills and job loyalty.
  • An increase in retention. With a projected 30 percent ROI, fertility benefits indicate a powerful impact on talent retention. In fact, recruiting and retaining employees was the reason that one-third of employers said they boosted their benefit packages this year, according to the Society for Human Resource Management’s newly released annual benefits survey.
  • Cost-savings. Studies also show that including fertility coverage as part of a healthcare benefit package may result in long-term savings and better outcomes compared with the short-term savings of no fertility benefits. Without fertility benefits, employers are responsible for the medical costs related to the high-risk maternity care that will likely include a C-section, pre-term birth and NICU expenses, not to mention paying long term health care costs for health conditions such as asthma or cerebral palsy in preemies as they grow up.[3] Findings show employees who have access to fertility benefits have lower health care costs as they make decisions with their board-certified physicians based on medical practice—not on personal financial concerns.[4]
  • Family friendly company. Companies earn positive public relations in the community and nation when they show support for family building with fertility benefits.

Employers Save $$ with Managed Fertility Benefits

WINFertility saves employers money by providing fertility coverage that’s managed by fertility experts who do nothing but oversee treatments. This removes cost constraints, so patients can make sound decisions based on the best evidence-based treatment recommendations for their diagnosis. WIN’s recommended testing, protocols, and treatment options are based on proven clinical results as validated by leading providers with the fertility community, as well as clinical industry professional associations.

WINFertility provides more people with access to better fertility coverage at a fraction of the cost.

Our comprehensive solutions give employer groups the ability to select from an employer-paid or voluntary program and the flexibility to customize their own fertility benefit plan. Contact WIN today for a free cost saving analysis to see how much we can save your business.

See what WINFertility can do for your business.

[1]  Menken J, Trussell J, Larsen U. Age and infertility. Science. 1986;233(4771):1389. [2] Female age-related fertility decline. American Society of Reproductive Medicine Pages.[Accessed July 31, 2017] [3] National Business Group on Health. Healthy pregnancy and healthy children: opportunities and challenges for employers. In: Investing in maternal and child health: an employer’s toolkit. [4] Cook, Dan. 1 in 4 benefits plans offer infertility benefits. BenefitsPro. August 16, 2016. [Accessed August 3, 2017].

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