How offering fertility benefits can boost employee retention

Looking for “proven” ways to boost employee retention? Then consider fertility benefits. With one in eight US couples experiencing infertility, failing to address it in the workplace can have wide-spread consequences.

Findings show that employees with access to fertility benefits are more positive and more dedicated to their employer. Contrary, a recent survey has found that 68 percent of employees interviewed would switch jobs if fertility benefits were offered.1 Surprisingly, more men than women were willing to switch jobs to secure fertility benefits.

That’s how essential reproductive benefits are to the workforce today. In fact, findings show that in vitro fertilization (IVF) patients who had fertility treatment covered by their employer reported a stronger sense of loyalty—and stayed in their positions longer.

Infertility has no boundaries

And it’s not just women who suffer. The National Health Statistics Report states one in eight U.S. couples experience infertility or about 7.4 million men and women.

Fertility depends on male, female and both male and female factors. Among the infertility cases, 40 percent of cases are due to male factors, 40 percent of cases are due to female factors, 20 percent of cases are both female and male factors and unexplained factors in both genders.

Fertility dramatically decreases after age 35. Along with couples who are infertile, the rate of women who are having their first child between 40 and 44 has more than doubled in the past 20 years, according to the Centers for Disease Control and Prevention (CDC). This is, in part, because more women are choosing higher education and upward career mobility instead of having a family in their twenties. The real problem with waiting to have children, is both the quality and quantity of a woman’s eggs decline sharply after age 35, making getting pregnant difficult or impossible without fertility assistance.

Gay and lesbian couples and single women and men want to have families. Today, reproductive-benefits policies appeal to gay and lesbian couples and single men and women who want to use a surrogate, egg donor or sperm donor to have a baby.

Who’s paying the bill?

While 60 percent of employers with more than 500 workers offer some type of fertility benefit, according to a Mercer L.L.C. November study, it can be limited to a consultation with a doctor. According to Mercer[1]:

  • 33 percent cover fertility drug therapy
  • 24 percent cover in vitro fertilization (IVF)
  • 23 percent cover artificial insemination
  • 40 percent of employers don’t cover any fertility services at all

What does this say to employees who want children? They either pay the big bill, which could be half or more of their annual salary, or they leave and find another employer who does provide more generous fertility benefits.

Employers can make better choices

WINFertility has been a leader in managing fertility benefits for more than two decades. WIN has covered millions of members and has compiled over 500,000,000 member months of data, the largest quality benchmark database in the industry. Benefits offered by WIN include:

  • Fertility Treatments (IUI and IVF)
  • Genetic Testing, Egg Freezing and Surrogacy Benefits
  • On-going 24/7 FertilityCoachSM Nurse Helpline
  • Pharmacy Dosing Education, Self-Injection Guidance and Substantial Discounts (up to 40%)
  • Unique Capability of Managing Employee Populations Across Multiple Health Plans

Offering fertility benefits coverage is “trending,” and it’s the right thing to do. In the past 12 months, nearly one third of employers expanded their benefit packages to attract and retain top talent, according to the Society of Human Resource Management’s 2017 Employee Benefits Survey.[2]

Fertility coverage may drive meaningful improvements in employee retention and that increases your bottom line. Where do you stand?


WINFertility provides more people with access to better fertility care 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 individual plan. Contact us today for a free cost saving analysis to see how much we can save your business.

See what WINFertility can do for your business.

Fertility Solutions for All Businesses Sizes: National, Mid-sized, and Small.

 


[1] Livingston, Shelby. Fertility Treatment Scares Off Employers. January 17, 2016. http://www.businessinsurance.com/article/20160117/NEWS03/160119856/

[2] Employees with Infertility are Leaving. http://www.thewrightconsultants.com/2017/04/employees-with-infertility-are-leaving-how-these-11-companies-entice- them-to-stay. [Accessed July 9, 2017].