Why Employers Seeking To Beat The Great Resignation Should Bet On Fertility Care

Show employees you support their well-being by making fertility care accessible

Fertility care is an irreplaceable benefit: as a key part of holistic healthcare, as support for working parents, and as a way to build loyalty. But while fertility care has slowly become an increasingly common benefit for employers to offer their workers, it’s still not a standard offering at most American companies.

Yet in the wake of the Great Resignation, companies across the country are re-evaluating their benefits packages as they hope to attract and retain new talent. Many are finding that their “standard” benefits are no longer enough for workers who are seeking a more balanced lifestyle and support from employers.
 

Part of the work/life balance employees everywhere are seeking is spending time with family – or attempting to start one. And while infertility is a common struggle (1 in 8 American couples will deal with it in their lifetime), fertility care is often prohibitively expensive. Bringing a baby into the world shouldn’t cost an arm and a leg, and yet costly treatments often put fertility care out of reach for many American couples.

Employers who want to make a difference in their workers’ lives should consider fertility care as a part of their benefits package. Partially or fully covering fertility care could be a life-changing option for couples who hope to have children. And while fertility care can be prohibitively expensive for workers, it’s often not a particularly costly benefit for companies to offer.

Many workers are opting to leave their jobs to seek out a better work-life balance elsewhere — and a more family-friendly employer. Fertility care is a key component of family-friendly policies, and it can help companies retain top employees who know they can count on their employer for support. 

However, employers should also be thoughtful about what types of benefits would truly be helpful. Fertility care is costly, and often requires repeated procedures: for example, not only do many couples need more than one IVF cycle to conceive, but they also need to pay for all of the associated costs. Offering nominal fertility care (like a small stipend or a free consultation) may be better than nothing, but it also may not be substantial enough to make treatments truly accessible for workers. To offer meaningful support, companies should seek to offer the most generous options possible. 

Employers can start to help bridge that gap and make a real difference in employees’ lives by offering comprehensive, generous fertility care. This not only signals investment in employees as people but demonstrates a family-friendly approach to the workplace that can encourage employees to build a lasting career with their employer. While the US at large may be far behind other nations when it comes to parental leave, childcare, and family-building support, employers can take the lead on changing that.

As many companies have discovered through the Great Resignation, many employees are not only looking for a job to clock in and out every day. They’re seeking a supportive, fulfilling work environment that will invest in them as people. Fertility care is a key part of demonstrating that level of care and support.

Traci Keen is the CEO of Mate Fertility. Traci combines artistic training from Simmons University with years of experience in accounting and finance -- from starting her career in accounting and analytics, to founding her own consulting firm, to joining Mate Fertility and quickly ascending to CEO. She is a strategic partner, executor, and relationship builder, and as a member of the LGBTQ+ community is passionate about fair and equal access to fertility treatment.  Connect Traci Keen