Recently, some states have passed new legislation to mandate infertility coverage benefits. As an employer, conversations about infertility coverage can be overwhelming or confusing: What does this mean? How do I implement these new requirements? What will it cost my business?
As a fertility benefits provider, we have experience helping organizations navigate this new landscape in fertility care. Below, we’ve outlined some of the most common concerns and questions about fertility coverage, and what this means for your organization.
What are fertility benefits?
For employers who have never had to navigate infertility, it can be difficult to understand what fertility benefits involve. With fertility benefits increasingly becoming a standard offering, organizations that aren’t updated on this term can fall behind. Essentially, fertility benefits cover medical expenses related to starting a family. Although infertility is often addressed as a women’s issue, these benefits are useful to both men and women, heterosexual and same-sex couples, and individuals. For employers looking to be more inclusive, fertility benefits are important.
At ARC Fertility, we group fertility benefits into three categories:
- Treatments: This includes all fertility treatments — which includes medical treatments such as ovarian stimulation and intrauterine insemination, assisted reproductive technologies such as in-vitro fertilization, and all necessary clinical, pharmaceutical, laboratory, procedural, and genetic testing services. Typically, employers choose a number of cycles that they’ll cover for treatments or a specific dollar amount, often with a co-benefit payment.
- Pharmacy Plans: This includes support for fertility medications, which increases the chances of pregnancy.
- Support: Infertility can be stressful and isolating. Providing personalized consultation and support to coordinate benefits and access to treatment can make a huge difference to an employee’s emotional well-being.
Why is my state introducing fertility benefits?
As of 2020, 19 states across the U.S. have passed laws that require insurers to offer coverage for infertility, and many other states are following suit. There are many reasons that states are looking to start mandating these, including:
- Encouraging births as the U.S. experiences decreasing birth rates;
- Creating inclusive and family-oriented laws; and
- Reducing barriers to pregnancy.
Over the next few years, we’re expecting to see more states start to prioritize families, with legislation expected to follow. Even if your state is not currently in the process of passing fertility coverage mandates, it’s important to start considering how your business will adapt when these laws are inevitably passed.
What will state-mandated infertility coverage cost my business?
Recent research has shown that infertility benefits do not significantly increase the cost of an employee’s regular medical plan. By partnering with fertility benefits providers, cost can be reduced even further, as they offer cost-effective and customizable packages.
In the long term, offering fertility benefits can reduce costs for your business, as it reduces the chance of multiple births — which can increase healthcare costs — and can help retain and attract employees.
How can I implement these new requirements?
The easiest way to implement fertility benefits is to work with fertility benefits providers. They provide cost-effective packages that can easily work with existing benefits packages. These experts can offer employees guidance in navigating the landscape of fertility care, which improves outcomes. By offering increased flexibility and support, fertility benefits providers can ensure that your organization is meeting the state mandates, improving your business culture, and providing cost-effective and important benefits
If you still have questions about how state-mandated fertility benefits will impact your organization, visit our FAQs or contact us today.
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