How can organizations address employee needs around family building?

Building a family shouldn't be a hurdle. Yet, many employees face emotional and financial hurdles when it comes to fertility treatments, adoption, or surrogacy. As the modern workforce evolves, so should employee benefits. Offering a family-building benefit isn’t just a perk—it’s an impactful investment for attracting top talent, strengthening loyalty, and creating an inclusive workplace where employees feel truly supported in every stage of life. Let’s explore some steps and actions you can take to invest in your employees' futures.

Coverage options: fully insured vs. self-funded

An employee or covered dependent’s first step in this journey hinges on the type of medical insurance plan they have. If an employee is enrolled in a fully insured program, they are bound by state laws, which set the minimum standards for coverage. This means that while access to a fertility specialist may be covered, it may not be sufficient to cover advanced fertility treatments like IUI, IVF, or donor egg options.

If an employee is navigating the waters of a self-funded insurance plan, they’re in a different league altogether. Here, they’re not tethered to state mandates, giving them the freedom to tailor coverage to fit their personal needs. However, keep in mind that certain federally mandated benefits still apply to ERISA (Employee Retirement Income Security Act of 1974) self-funded health plans. This flexibility allows employees to craft a plan that truly reflects their unique requirements. Whether your business is looking to enhance coverage or customize your plan, understanding these nuances can better prepare your team to make informed choices regarding fertility coverage.

Where to start: building a benefits strategy

Human resource leaders play a pivotal role in shaping equitable and cost-effective family-building benefits that achieve desired outcomes for employees. A strategic starting point is to evaluate current medical insurance programs. Recognizing that each family-building experience is unique, leaders should adopt a data-driven approach to benefits design. This strategy should emphasize holistic coverage rather than piecemeal solutions, ensuring that all aspects of fertility care are addressed. Consider these questions: What is your funding mechanism? Does fertility coverage currently exist? What does the fertility network include?

Access to education and resources

When employees understand their fertility coverage options, they can navigate their family-building journey with confidence. Employers can play a key role by providing clear information, offering resources, and creating an open, supportive environment where employees feel comfortable seeking help.

Employees should be informed about key aspects of fertility care. According to Shady Grove Fertility "5 sure signs you need to see a reproductive specialist now," employees should consider the following when they are family planning:

Timing to see a fertility specialist:

• Under 35: If you have not conceived after one year of trying.
• Ages 35-39: If you have not conceived after six months of trying.
• Over 40: If you have not conceived after three months of trying. 

Diagnostic tests: Simple tests to diagnose infertility include blood tests, imaging, and semen analysis.

Fertility treatment options: Options include intrauterine insemination (IUI), in vitro fertilization (IVF), and the use of donor eggs.

How vendors can assist

One of the most significant components of family-building coverage is ensuring access to in-network fertility services. If an employee begins fertility treatment and encounters a service excluded from coverage, they may view it as a barrier to treatment and potentially abandon the family-building process altogether. By partnering with preferred, high-quality, or Centers of Excellence providers, employers can enhance the patient experience while achieving cost containment and transparency for plan sponsors.

Fertility benefit vendors in the marketplace can recommend a pre-vetted, high-quality network of providers, an important factor to consider when evaluating vendors in this space. Specialty benefits, such as pharmacy benefit management and genetic testing, should also be considered, as they can significantly impact the overall cost of fertility coverage.

Organizations with a geographically diverse workforce must prioritize accessibility, quality of care, and cultural sensitivity in benefits design to ensure that all employees receive the support they need, regardless of their location. Properly vetting all considerations relies on data. Vendor partners can create a geographic accessibility report to identify gaps in your population’s access.

Long-term: the cultural impact

A well-designed benefit is only as effective as the culture that supports it. Creating a workplace where employees feel safe, valued, and encouraged in their family-building journey is as crucial as the benefit itself. Employers must acknowledge the stressors associated with family building, such as the stigma of infertility, the physical side effects of treatments, and the need for time away from work for medical appointments or adoption meetings.

Not all journeys to creating a family are the same, and adoption is no exception. The adoption journey is exciting yet intricate, beginning with the retention of a family law attorney. From there, potential adopters navigate the complexities of state legislation, complete essential legal documents, and undergo various parental screenings, all while preparing for significant court dates. These include pivotal moments like the termination of parental rights hearing and the custody transfer hearing, where dreams of expanding a family can finally take flight. Each step is a crucial part of the experience that brings them closer to welcoming a new member into their family. This process should be considered by employers who aim to be family-friendly organizations and should make accommodations for these experiences.

Family-building benefits go beyond policies—they send a clear message of support and investment in the future. When companies prioritize these benefits, they not only attract top talent but also create a workplace where employees feel empowered to build both their careers and families with confidence.

How can Marsh McLennan Agency help?

At Marsh McLennan Agency, you can transform your approach to medical and pharmacy benefit programs by accessing expert analysis of your current offerings, vendor evaluations, and fertility network assessments, ensuring your employees receive the best possible care. We focus on creating tailored benefits that align with your unique needs, allowing you to confidently navigate health care budgeting and make informed decisions that benefit both your workforce and your bottom line.

Additionally, we can help implement equitable leave of absence programs that support employees throughout their family-building journeys, fostering a workplace culture that attracts and retains top talent while ensuring your workforce feels valued and engaged during significant life events, ultimately enhancing your reputation as a family-friendly organization.