Why American Employers Should Explore New Ways To Offer Family-Forming Benefits

The impact of the Covid-19 baby boom

In the aftermath of the Covid-19 pandemic, a surprising demographic change has emerged: a mini baby boom. According to the National Bureau of Economic Research, U.S. fertility rates unexpectedly surged by 6.2% in response to the pandemic after a 15-year decline, signaling that a sizable portion of the working population found the opportunity to expand their families. With the World Health Organization recently declaring the end of Covid-19 as a global health emergency, it's worth considering how transformed workplace norms may continue to affect family-forming trends. 

New Work Models, Growing Families 

Before the advent of hybrid and remote work models, many potential parents were deterred by the prospect of juggling a demanding job and raising children. Now, with the flexibility to adapt their work schedules around family needs, this barrier is less daunting.  

Employees can simultaneously build their families and grow their careers. Less time spent commuting, more flexibility in working hours, and an enhanced work-life balance have made the prospect of family-building more feasible. 

For Top Talent, Offer Better Benefits 

The pandemic has also reminded employees and employers of the importance of well-being, which includes people's personal lives and family aspirations. Companies must respond and adapt their benefits packages accordingly, recognizing that comprehensive reproductive health benefits contribute greatly to an employee's wellness. 
 
Fertility coverage is quickly becoming more than a nice-to-have — it's a business necessity. Traditional compensation methods like salary and healthcare alone are no longer sufficient for retaining top-tier talent. As companies face the challenges of an increasingly competitive labor market, they must revisit their benefits packages with a more inclusive lens.  
 
As it stands, the federal government has no minimum coverage guidelines for reproductive health benefits, such as in vitro fertilization (IVF), surrogacy, and adoption. Inclusive benefits packages set a company apart from its competitors by demonstrating a commitment to their employees' personal fulfillment, ultimately boosting company morale and attracting quality candidates. 
 
Prioritizing comprehensive fertility benefits can contribute to better business outcomes. By taking care of their employees' needs, companies may see improved employee satisfaction and increased workforce loyalty. Ultimately, companies offering coverage for their employees will have a more productive workforce, reduced turnover, and a more positive corporate image. 

Fertility Perks Are DEI Perks 

Companies can also work toward their diversity, equity, and inclusion (DEI) goals by offering reproductive health coverage. Fertility treatment is not a one-size-fits-all solution but rather a highly individualized process that varies greatly based on a person's or family's specific needs.  
 
For example, a couple both assigned male at birth might require a surrogate carrier, in vitro fertilization, and egg donation. For trans individuals, fertility benefits might include surrogates, donors, and egg or sperm preservation before gender-affirming procedures. 
 
Recognizing employees' diverse needs and providing coverage for a wide range of treatments is the first step toward creating a truly inclusive workplace. By extending benefits that cover a range of fertility treatments and family-building options to all workers, companies send a clear message: every employee — regardless of family status, gender, or sexual orientation — is valued and supported in their family-building journey. 

How to Make Family-Forming Benefits More Affordable 

But the demand for comprehensive and inclusive fertility benefits leads to a different issue: affordability. Offering such benefits through traditional health insurance can be expensive for employers. However, the market is responding with flexible alternatives that are financially viable and meet the wide-ranging needs of diverse employees. 
 
Companies can look for healthcare organizations that allow them to select and pay for the level of benefits they can afford to provide. This flexibility ensures that a broader range of employees can access the care they need without imposing undue financial strain on the employer.  
 
For instance, a company might opt to cover several rounds of IVF treatments or include coverage for surrogacy and adoption. Alternatively, a smaller business might choose to cover a percentage of the cost of these treatments. 
 
This pay-as-you-go approach offers a scalable solution. Employers can tailor their reproductive health benefits to their budgetary constraints, ensuring sustainability while still supporting their employees. Moreover, this model democratizes access to fertility treatments, making them feasible for employees regardless of their income or family status. 
 
Such financing options contrast with traditional health insurance plans that often come with high costs and inflexible terms. This innovative approach allows for inclusivity and customizability, ensuring that employers of all sizes can provide benefits that genuinely support their employees' family-building journeys. 
 
Companies offering flexible financing options for both employers and employees provide an excellent model. By designing packages that contrast with traditional health insurance plans, they ensure that a broader range of people can access the care they need. Regardless of marital status, employees can receive the necessary support to start or grow their families. 

Adapting for a Better Future 

The post-Covid-19 world has demonstrated the importance of adaptability. We must now ensure that this adaptability extends to how we approach employee benefits, making them better suited to support everyone's path to parenthood. By embracing inclusive fertility benefits, American employers can support their employees in the most profound way — helping them pursue fulfilling lives outside of work. This, in turn, will contribute to a happier, more diverse, and ultimately more successful working world. 

Dr. G. David Adamson, MD, FRCSC, FACOG, FACS, is the Founder, Chairman, and CEO of ARC Fertility. He is a globally recognized reproductive endocrinologist and surgeon and is a Clinical Professor, Adjunct Clinical Faculty at Stanford University, and Associate Clinical Professor at UCSF. Dr. Adamson also serves as the current Chair of the International Committee Monitoring ART (ICMART), a WHO NSA/NGO.