Creating Inclusive Family Planning Pathways for a Modern Workforce

The workforce is constantly evolving, and so are employees’ needs and expectations, especially when it comes to their benefits. A one-size-fits-all approach is no longer enough. Today’s employees want benefits that make a real difference in their lives.  

One way to deliver true value is through family building support. 

An increasing number of employers are recognizing the importance of comprehensive family planning and fertility benefits. Family building is one of the most significant milestones in many employees’ lives and the journey looks different for everyone.    

Those navigating infertility, LGBTQ couples, and individuals becoming solo parents by choice are seeking benefits to support them through this personal journey. These benefits are no longer an extra touch—they’re essential to meeting the needs of a diverse workforce.  

When employers provide inclusive family planning support, they are not just bolstering their employee benefits package—they are creating a supportive culture that attracts and retains employees and truly helps them build their families, no matter what that journey looks like.  

Comprehensive Support for an Evolving Workforce

Offering inclusive fertility coverage is imperative in today’s business landscape. More than 13% of reproductive-age women in the U.S. (ages 15-49) have difficulties carrying a pregnancy to term, according to the Centers for Disease Control and Prevention. In addition, nearly 14% of women aged 20-49 have reported using fertility services at some point in their lives.  

But fertility support isn’t only necessary for heterosexual couples looking to expand their families. More people are choosing to delay parenthood for personal, career, or financial reasons. As a result, more women are exploring fertility preservation services or proactively seeking out fertility testing to prepare for their future.  

There are also LGBTQ couples and individuals, as well as those planning to become parents on their own.  

For those on a family-building journey involving fertility treatments, the process can be emotionally and financially taxing. A single IVF cycle can cost anywhere from $15,000 to $30,000, and oftentimes these treatments are not covered by traditional health insurance plans.  

Individuals and families on the adoption path may also experience emotional and financial pressures. Whether it is domestic, international, or foster care, adoption can be a long and complex process.  

Without the right benefits, the challenges associated with family building can lead to employee stress, burnout, and disengagement. Employers can alleviate some of this stress by offering virtual fertility care programs that provide employees with 24/7 access to reproductive endocrinologists, doulas, midwives, and other providers who can help them with specific aspects of their journey.   

Support can also be provided for employees on their adoption journey. Employers can offer access to adoption advisors, who understand the emotional challenges associated with adoption. Some family support solutions even have global networks of inclusive adoption agencies and attorneys that support all prospective adoptive parents, no matter their sexual orientation or gender identity.  

Understanding the Costs of High-Risk Pregnancies

The challenges associated with the family planning journey do not stop with fertility.   

Maternity costs have risen sharply in recent years. One analysis found that healthcare costs associated with pregnancy, childbirth and post-partum care averaged $20,416, including $2,743 in out-of-pocket expenses, for women enrolled in employer-sponsored health plans.  

That doesn’t include the thousands of additional dollars incurred by neonatal intensive care unit (NICU) admissions. In 2022, one study showed that the median cost of a single day in the NICU was $3,779.  

While not every NICU admission can be prevented, some can be avoided with early interventions. High-risk pregnancies typically require frequent monitoring and a higher level of coordinated care due to their clinical complexity. If employees do not understand their risks, however, they may delay vital care until problems emerge. This can result in complications that lead to costly NICU admissions.   

There is also the emotional layer of navigating a high-risk pregnancy. Employees may be stressed or overwhelmed, which can hinder their ability to perform at work. Employers should recognize the unique challenges employees face during their family-building journey and how they may affect their mental health.  

Providing employees with accessible, proactive education and resources can help them understand what factors can contribute to a high-risk pregnancy and where to find support.  

Partnering with an integrated fertility care solution allows employees to access the support they need in one place. Some offer virtual platforms that connect employees with maternity care and mental health services.  

By making these services convenient and accessible, employers empower their employees to get the support they need. This can help them address potential risks earlier, ultimately resulting in lower healthcare costs and better outcomes.  

But comprehensive support goes beyond fertility and family planning. After all, the challenges employees encounter during this period of their lives do not disappear once they have a child.   

Introducing benefits for maternity and newborn care, and for menopause and midlife health, provides support for employees at various stages of life. Knowing this support exists and that their personal needs are being acknowledged can make it easier for employees to stay engaged at work.  

The key to the success of any family-planning benefits is clear communication. Employers must call attention to these benefits within their organizations and should solicit feedback from their workforce to learn which of these supports might be the most impactful.   

Designing Family-Planning Benefits for a Modern Workforce

Offering inclusive family-building support is more important than ever.  

Today’s workforce is incredibly diverse. Employees are taking different pathways to build their families, and they want benefits that create real value during this significant moment in their lives.  

Given the financial pressures associated with fertility treatments and high-risk pregnancies, providing comprehensive family-planning benefits can be a true difference maker that delivers lower costs and better health outcomes.  

Let’s work together to make these in-demand services a compelling piece of your benefits program.