Do you offer managed fertility benefits? It’s becoming more common for employers to provide fertility coverage for employees as many have postponed parenthood in their 20s for higher education, specific skills and an upper level career path. As women hit 35, their ability to conceive drops, making having a baby much more difficult. By age 40, most women have only a 5 percent chance of conceiving each month.
Outside of the costs of fertility treatment and unplanned medical costs from multiple births, an employee’s infertility struggles can have an incredible impact on workplace productivity, absenteeism, and employee retention. Fertility benefits can reverse this struggle offering a highly-valued benefit for employees with a low-cost impact for employers.
How do fertility benefits lead to financial gain? Here are five ways WINFertility can help:
1. Managed Fertility Benefits Limit Costs
For employees pregnant with twins or multiple babies, there’s a 51.2 percent chance she could be put on bedrest or hospitalized during pregnancy.[1] The goal of WIN’s managed fertility coverage is to enhance the likelihood of a successful singleton pregnancy for each patient, thus limiting the costs. We save employer’s money and increase the value of the employee’s benefit. WIN’s analytics are built on the broadest, most statistically significant sample in the fertility benefits management space, making our data and recommendations reliable.2. Managed Fertility Coverage Saves Employers Money
WINFertility saves employers money by providing coverage that’s managed by highly-trained fertility experts who do nothing but oversee fertility treatments. This removes cost constraints, so patients can make sound decisions formed on the best evidence-based treatment recommendations for their diagnosis. WIN’s recommended testing, protocols and treatment options are centered on proven clinical results as validated by leading providers with the fertility community, as well as clinical industry professional associations. WIN’s targeted initiatives do the following: · Lower the rates of high-order multiple gestations and related NICU utilization · Promote treatment options that yield better clinical outcomes · Reduce direct treatments costs3. Managed Fertility Benefits Boost Top Employee Recruitment
Offering managed fertility benefits helps with recruitment and retention of key female employees and supports diversity initiatives. As hiring more women has become a priority for many top companies, providing expertly managed fertility benefits is a tremendous draw particularly as it incentives women to focus on higher education and careers at a time when they may otherwise take leave to become the primary caregiver for newborns and young children. Also, WINFertility’s IVF treatments are accessible to members of the LGBTQ population, same sex partners and singles who want to have families. WIN’s managed care fertility benefits include adoption and surrogacy education and coordination.4. Managed Fertility Coverage Increases Efficiency at Your Workplace
An employee suffering with infertility will most likely be stressed and depressed and not at optimal productivity. In fact, 61 percent of people believe infertility is more stressful than divorce.[2] [3] Managing the fertility benefits allows patients to most efficiently use the benefit in a cost-effective way. WINFertility’s highly trained fertility team reviews medical history, benefit, eligibility, accumulator, and claims information prior to the initiation of fertility treatment on any patient. WINFertility’s managed benefit plan offers a FertilityCoach® Nurse 24/7 to each patient. Historically, employees have been eager to participate and often reach out to WIN as soon as they are notified of the program (many times before the official start date).5. Managed Fertility Benefits Enhance Recruitment and Retention
Along with the above-mentioned cost-saving bonuses, managed fertility benefits boost higher employee satisfaction and morale and offer you the ability to attract and retain the best talent. Consider how inadequate or no fertility coverage will influence employee retention. In a recent survey, more than 70 percent of millennials surveyed said they would change jobs for superior fertility coverage.[4] Another survey found that 68 percent of men said they would change jobs to gain access to fertility benefits if they needed them and that number jumps to 90 percent for those that are currently struggling to conceive.[5][1] Cohen, Claire. (2015, July 11) Periods Are Harming Our Career Prospects. The Telegraph. Retrieved From http://www.telegraph.co.uk/women/womens-health/11732333/Periods-are-harming-our-career-prospects.-This-aint-working.html [2] RMANJ. (2015). INFERTILITY IN AMERICA 2015 SURVEY AND REPORT. Retrieved from http://www.rmanj.com/wp-content/uploads/2015/04/RMANJ_Infertility-In-America-SurveyReport-_04152015.pdf [3] Domar AD, Zuttermeister PC, Friedman R. The psychological impact of infertility: a comparison with patients with other medical conditions. J Psychosom Obstet Gynaecol. 1993;14 Suppl:45-52. PubMed PMID: 8142988. [4] Sable, D. (2016, February 24). Why More Americans Don’t Get IVF Treatment. Retrieved from http://www.forbes.com/sites/davidsable/2016/02/24/the-million-ivf-cycles-that-we-should-be-doing-but-were-not/#672df7304bc9 [5] Richards, Elizabeth. How your job could influence your chances of IVF Success. April 29, 2016. https://www.womenshealthmag.com/mom/ivf-success-rates-by-career.
