It’s Not Too Early to Prepare
Family-building benefits are of increasing importance to both employers and employees. According to a survey conducted by Mercer, nearly of employers are offering family-building benefits or considering offering them. It’s not too late to add these benefits to your company’s benefits package for Open Enrollment this year. Don’t get left behind! Start preparing now to add or improve the family-building benefits you offer to employees.
Cost Savings for Your Company and Employees
A managed family-building benefit results in cost savings for both employer and employees, resulting in a 400 percent ROI. The clinical oversight provided by WIN’s nurse care advocates with input from its Medical Advisory Board helps lower costs by aiding employees to choose the most appropriate and effective treatment, guiding them to a healthy, singleton birth. WIN’s clinical oversight has been proven to improve outcomes and reduce multiple births. Many people may not be aware of the risks and costs associated with a multiple pregnancy, even that of twins. More than 20 percent of twins require a stay in the Neonatal Intensive Care Unit (NICU), with an average cost of $50,000. Multiples are also more likely to suffer from birth defects that require extensive, lifelong treatment, such as spina bifida, cerebral palsy, and heart defects.
WIN’s nurse care advocates also provide emotional support and help alleviate the stress of fertility treatment or adoption. Employees have an advocate to help them pursue their journey with the most effective treatments and protocols so they don’t waste time or money. Family-building benefits also provide financial support to the employees’ dream of having a family, in many cases making possible multiple treatments or adoption which they would not have been able to afford.
Improved Diversity, Equity, and Inclusion
Inclusive family-building benefits can help companies meet or even exceed their DEI goals by supporting the advancement of women in the workplace and facilitating family-building for LGBTQIA+ and single intended parents. A recent Mercer survey found employers are adding family-building benefits to promote their DEI goals. According to Mercer, this has been driven by the need to stay competitive or recruit top talent; increasing emphasis on inclusivity; desiring recognition as a family-friendly employer; and stricter quality guidelines for fertility treatment.
Inclusive family-building benefits are better for all employees, including same sex couples and single people who want to become parents, as well as heterosexual couples. They give resources to all employees who desire a family, whether by birth or adoption. WIN’s nurse care advocates can direct patients to providers in our national network who specialize in LGBTQIA+ informed care or to WIN Specialty Services for guidance through the adoption process or surrogacy.
Higher Employee Satisfaction and Retention
WIN’s managed family-building benefits produce higher employee satisfaction, loyalty, and ultimately retention, which reduces turnover costs and fosters a more positive, productive work environment. Employees who are struggling with infertility may be distracted from their work and face higher rates of depression, absenteeism, and turnover. Providing comprehensive, inclusive family-building benefits demonstrates that your company cares about its employees.
Reach out to email@example.com today and add family-building benefits in time for your next Open Enrollment period.