By David Adamson, M.D.
Family-forming benefits are a vital tool for addressing infertility and fostering inclusion in the workplace. These programs reduce stigma, support diverse family-building journeys and align with organizational goals of equity, retention and employee well-being.
INFERTILITY AND THE NEED FOR FAMILY-FORMING BENEFITS
Infertility is a common, yet often stigmatized, medical condition affecting one in seven [1] couples in the United States and one in six [2] individuals globally. Despite its prevalence, it is frequently misunderstood, leaving many employees to navigate the associated financial and emotional challenges in isolation.
Family-forming benefits have emerged as a critical resource for addressing these issues, providing access to fertility treatments, adoption support, and surrogacy assistance. Employers who integrate these programs into their offerings not only support their employees but also enhance equity and inclusion within their organizations.
National Infertility Awareness Week (NIAW) [3] provides a valuable opportunity to raise awareness about infertility and the importance of comprehensive workplace support. With fertility rates in the United States declining to 1.64 births per woman [4], well below the replacement level of 2.1, the need for employer intervention has never been more urgent.
How Family-Forming Benefits Enhance Equity
Workplace equity extends beyond compensation and hiring practices to address personal challenges, including infertility. Employees dealing with infertility often encounter significant financial, emotional, and professional hurdles that can impact their well-being and job performance. By offering family-forming benefits, employers can provide equitable access to resources that empower employees to balance their personal and professional aspirations.
The emotional impact of infertility is profound [5], with many individuals reporting stress and depression levels comparable to those associated with chronic illnesses such as cancer or heart disease. Without adequate support, these challenges can lead to decreased productivity, increased absenteeism, and overall disengagement from work.
Financial barriers further compound the issue, as treatments like in vitro fertilization (IVF) can range from $12,000 to $25,000 [6] per cycle, with many patients requiring multiple cycles to achieve success. Additional options—such as fertility preservation through egg or sperm freezing, surrogacy, and adoption—also come with substantial costs that are often unaffordable without employer-sponsored assistance.
For employers, the advantages of offering family-forming benefits are clear. These programs not only support employees but also deliver tangible organizational benefits. According to a survey by the International Foundation of Employee Benefit Plans (IFEBP), 88% of employees indicated they would consider changing jobs for better fertility benefits [7].
By addressing these needs, employers can enhance recruitment and retention efforts, foster loyalty, and strengthen employee engagement, effectively aligning organizational objectives with the diverse needs of their workforce.
Components of Comprehensive Family-Forming Benefits
Family-forming benefits must be carefully designed to address the diverse needs of employees, ensuring inclusivity and accessibility for all. A comprehensive program begins with coverage for essential fertility treatments and preservation options. Treatments such as IVF, intrauterine insemination (IUI), and preimplantation genetic testing (PGT) are vital components.
Genetic testing, which is now included in 16% of employer-sponsored plans [8], empowers employees to make informed decisions and increases the likelihood of successful outcomes. Additionally, fertility preservation options, including egg and sperm freezing, provide flexibility for employees who wish to delay parenthood due to career, medical, or personal reasons.
Support for non-biological family-building paths is another crucial aspect of comprehensive benefits. Adoption and surrogacy benefits offer financial assistance and access to specialized resources, reducing barriers for lesbian, gay, bisexual, transgender, queer or questioning, intersex, asexual, and more (LGBTQ+) individuals, single aspirational parents, and others exploring alternative ways to build a family. By addressing these unique needs, employers demonstrate a commitment to fostering an inclusive and supportive workplace environment.
The integration of mental health resources further enhances the effectiveness of family-forming benefits. Emotional well-being plays a critical role in infertility care, and services such as counseling, stress reduction workshops, and peer support networks help employees navigate the psychological challenges they may face. These resources promote resilience and ensure that employees feel supported throughout their family-building journey.
Accessibility and flexibility are key to ensuring that employees can fully utilize these benefits. Offering telemedicine options allows employees to connect with fertility specialists, counselors, and other resources without disrupting their work schedules or personal responsibilities.
Personalized care plans and flexible treatment schedules further enhance accessibility, enabling employees to balance their professional and personal lives while pursuing their family-building goals.
Promoting Infertility Awareness and Reducing Stigma
Despite significant advancements in workplace benefits, infertility remains a stigmatized topic. Employees often hesitate to seek support due to fears of judgment or discrimination. This reluctance underscores the importance of creating an inclusive workplace environment where employees feel safe discussing their challenges.
Employers play a pivotal role in fostering awareness and reducing stigma by implementing thoughtful strategies that normalize conversations about infertility and provide meaningful support.
One effective approach is to integrate infertility discussions into broader diversity and inclusion initiatives. Employers can recognize infertility as a common medical condition and incorporate it into health and wellness programs alongside other critical health topics. Hosting educational workshops, webinars, and panel discussions featuring fertility experts and individuals willing to share their experiences can further demystify infertility and raise awareness.
Providing accessible informational resources on infertility and available family-forming benefits ensures employees have the knowledge they need to seek support.
Leadership advocacy is another critical component. When organizational leaders openly endorse family-forming benefits or share their personal experiences, it fosters a culture of understanding and acceptance. Such leadership involvement validates the importance of addressing infertility and helps to break down barriers that prevent open dialogue.
Additionally, offering peer support groups and counseling services can provide employees with a safe space to share their experiences and seek advice. Confidential support networks and counseling services included in the benefits package can address the emotional toll of infertility, ensuring employees feel supported throughout their family-building journey.
By adopting these strategies, employers can create a workplace culture that prioritizes awareness, empathy, and inclusivity, helping to reduce the stigma surrounding infertility and improve employee well-being.
THE STRATEGIC VALUE OF FAMILY-FORMING BENEFITS
Family-forming benefits present a compelling business case for organizations, particularly in today’s competitive labor market. By offering these benefits, employers differentiate themselves, signaling that they value employees as individuals rather than solely for their professional contributions. This approach fosters trust and loyalty, which are crucial for attracting and retaining top talent.
Beyond recruitment and retention, family-forming benefits play a vital role in shaping a supportive and inclusive workplace culture. Employees who feel valued and supported in their personal lives are more likely to engage positively with their colleagues and contribute meaningfully to team dynamics and organizational goals. A culture of support not only enhances employee morale but also drives collaboration and productivity.
Additionally, family-forming benefits align seamlessly with diversity, equity, and inclusion (DEI) initiatives. By addressing the unique needs of underrepresented groups, such as LGBTQ+ individuals and single parents, these programs promote equitable access to resources and reinforce an organization’s commitment to fostering inclusion and belonging. This alignment with company principles strengthens the organization’s reputation and enhances its ability to attract a diverse and dynamic workforce.
Implementing And Managing Family-Forming Benefits
Successfully implementing and managing family-forming benefits requires a strategic approach that effectively addresses cost, communication, and program evaluation. Employers can manage costs by adopting innovative financial models, such as set-price bundles or packages of care for one or multiple IVF cycles or “only pay for what you get” structures that tie expenses directly to utilization.
These cost-efficient strategies not only ensure affordability but also maximize program impact by directing resources where they are most needed. Research indicates that 97% of employers offering these benefits report no significant health plan cost increases [9]. Moreover, these programs can reduce overall healthcare costs by enabling informed medical decisions, alleviating stress-related health issues, avoiding wasteful care, reducing maternal and neonatal costs, and improving outcomes.
Clear and consistent communication is equally critical for the successful implementation of family-forming benefits. Employees must be well-informed about the scope of their benefits, how to access them, and the support available throughout their family-building journey. Transparent communication through workshops, informational materials, and user-friendly benefit portals fosters awareness and encourages employees to fully utilize the programs offered.
Regular program evaluation is essential for maintaining the effectiveness of family-forming benefits. Employers should collect and analyze data on utilization rates, employee satisfaction, and program outcomes. This feedback provides valuable insights into whether the benefits align with employee needs and helps identify areas for improvement.
By continuously refining these offerings, organizations can ensure that their programs remain relevant and impactful, cost-effectively supporting both employees and organizational objectives over time.
Implementing cost-effective family-forming benefits also requires partnerships with fertility networks or providers offering evidence-based treatment plans. Such collaborations can streamline expenses by avoiding unnecessary medical procedures while ensuring high-quality care. Employers may also consider adopting pay-as-you-go models in place of traditional per-employee-per-month charges, aligning expenditures directly with actual utilization. Financial packages that include fertility preservation options can be particularly beneficial for younger employees who may be delaying parenthood.
THE FUTURE OF FAMILY-FORMING BENEFITS
The landscape of family-forming benefits is set to evolve further as societal attitudes toward family-building continue to shift. Advances in medical technology, such as improved success rates for fertility treatments and legislative efforts—including the Right to Build Families Act and state mandates for fertility care—are likely to expand access and affordability.
Promoting Infertility Awareness Through Family-Forming Benefits
Family-forming benefits represent more than just an employee perk—they are a critical step toward addressing infertility and fostering workplace equity. By integrating these benefits, organizations not only alleviate the financial and emotional burdens of employees, but also demonstrate a commitment to inclusivity and support for diverse family-building journeys.
Infertility awareness campaigns, such as NIAW, further amplify the impact of these benefits. They provide a platform for education and dialogue, helping to dismantle stigma and encourage utilization of available resources. Employers who prioritize these initiatives contribute to a culture of openness and empathy, enabling employees to thrive personally and professionally.
As NIAW reminds us, employers should seize this moment to evaluate their benefits programs and ensure they align with evolving employee needs. By embracing innovative, evidence-based solutions, organizations can lead the way in creating workplaces where all employees feel supported in their family-building journeys.
Looking ahead, the continued expansion of family-forming benefits will play a pivotal role in creating equitable workplaces. Organizations that embrace these trends will not only meet the evolving needs of their workforce but also position themselves as leaders in promoting employee well-being and inclusivity. By supporting employees in their family-building journeys, employers can build stronger, more compassionate workplace cultures and drive long-term success.
This article originally appeared in the March/April 2025 issue of Journal of Compensation and Benefits.
NOTES
- RESOLVE: The National Infertility Association. Breakdown the Infertility Stats and Data, July 11, 2023 | Blog. Accessed on 1/17/25 at https://resolve.org/breakdown-the-infertility-stats-and-data.
- World Health Organization. 1 in 6 People Globally Affected by Infertility, April 4, 2023. Accessed on 1/14/25 at https://www.who.int/news/item/04-04-2023-1-in-6-people-globally-affected-by-infertility.
- National Infertility Awareness Week. About National Infertility Awareness Week. Accessed on 1/14/25 at https://www.infertilityawareness.org/.
- Congressional Budget Office. The Decline in Birth Rates in the United States, December 15, 2022. Accessed on 1/14/25 at https://www.cbo.gov/publication/59899.
- National Center for Biotechnology Information. Infertility and Its Psychological Impact: A Silent Struggle Comparable to Chronic Illness. Accessed on 1/14/25 at https://pmc.ncbi.nlm.nih.gov/articles/PMC6016043/#:~:text=Infertility%20is%20often%20a%20silent,have%20been%20diagnosed%20with%20cancer.
- Reproductive Biology and Endocrinology. The Economic Impact of Infertility on Individuals and Society: A Review, May 10, 2022. Accessed on 1/14/25 at https://rbej.biomedcentral.com/articles/10.1186/s12958-022-00984-5.
- International Foundation of Employee Benefit Plans. Fertility Benefits Rapidly Rising as Employers Look to Attract and Support Talent, March 10, 2023. Accessed on 1/14/25 at https://blog.ifebp.org/fertility-benefits-rapidly-rising-as-employers-look-to-attract-and-support-talent/.
- Human Resource Executive. Why More Than 40% of U.S. Employers Now Offer Fertility Benefits, June 21, 2024. Accessed on 1/14/25 at https://hrexecutive.com/why-more-than-40-of-u-s-employers-now-offer-fertility-benefits/.
- RESOLVE: The National Infertility Association. New Study Shows Companies Can Offer Competitive Fertility Benefits Without Increase in Cost. Accessed on 1/14/25 at https://resolve.org/new-study-shows-companies-can-offer-competitive-fertility-benefits-without-increase-in-cost/.
