How to ensure fertility benefits are suitable for all employees

I done right, fertility benefits can help close gaps in access and make IVF accessible for everyone

Workplaces benefit from the variety of perspectives age diversity brings. But engaging people with different values and expectations from work can be challenging – in fact, employers that struggle with this see up to 43% higher employee turnover rates in the UK.

While fertility benefits may initially seem limited to younger employees, the right support can help meet key healthcare and family forming needs, fostering engagement across all age groups in a workplace.

Provide resources for those exploring options

The average first-time mother in the UK is 31. While those in their 20s in their first job or two out of university may not be planning a family any time soon, they may still benefit from looking ahead.

Some employees may need more planning, such as those in same-sex relationships or who have been diagnosed with a condition that affects fertility. An interest in elective egg freezing is also increasing in the UK, as individuals look to delay pregnancy – but education about what fertility preservation can and can’t do is essential.

Resources that can help

Access to experts. Medical experts and those well versed in LGBTQ+ family forming can help your younger employees understand their options and plan ahead.
Vetted information to reduce online searching. The internet is rife with misinformation about fertility health. Consider looking for fertility benefits that include expert-created information on commonly searched topics, such as factors that impact fertility.
Education and financial support for egg freezing. Financial support can help make this goal a reality. At the same time, it’s important for employees to understand the risks and benefits of egg freezing and to know that it does not guarantee future pregnancy. Expert support throughout the process can help.

Help employees understand their fertility cover

While UK guidelines say women under 40 should be entitled to three full IVF cycles, long waiting lists, ‘postcode lotteries’ and cuts in NHS funding mean many seek private care.

Some may complete one cycle with NHS funding, then turn to private care for additional cycles if they do not become pregnant. The cost, however, is prohibitive: a recent survey by Queen Mary University found that only one-fifth of aspiring parents involved in the research could afford private fertility care, with 40% saying it would be possible with substantial financial planning.

Fertility benefits can help close gaps in access and make IVF accessible for employees. When considering fertility benefit vendors, ensure they have extensive experience supporting members in the UK so employees can use both NHS funding and employer support when possible.

Resources that can help

Expert guidance. Ensure that you receive guidance from your fertility benefit vendor on how your benefit works and how fertility coverage under the NHS works, as well. This can help employees understand whether using their fertility benefit, care from the NHS, or both might be the best route.
Help to find high-quality clinics. Navigating private fertility care can be overwhelming. Ask potential fertility benefit vendors how they vet clinics in their network and how they help members find suitable options.

Support outside infertility treatment

Fertility rates are declining and for those needing infertility treatment having support is crucial. However, access to IVF care for heterosexual couples is not the only resource a comprehensive fertility benefit should include. To be inclusive, your benefit should also support same-sex couples, single parents by choice, and anyone looking to grow their family with donor-assisted reproduction, surrogacy, or adoption.

Resources that can help

Expert guidance for donor-assisted reproduction and adoption. From finding the right agency to addressing legal requirements, donor-assisted reproduction, surrogacy, and adoption are complex. Having expert support from your fertility benefit vendor can help employees understand each process and the legal steps they need to take.
Access to local agencies. When assessing fertility benefits vendors, ask whether they have partnerships with UK-based agencies and what their process is for approving agencies. Because rules and regulations related to donor-assisted reproduction and adoption vary globally, it’s important for your fertility benefit to have regionally specific experience.

Include menopause support

Increasingly, fertility benefits are covering much more than fertility treatments, including menopause support. In a recent survey by Carrot Fertility, 80% of respondents in the UK found menopause to be challenging at work, but 60% would consider workplace menopause benefits to be valuable.

Respondents also shared that they have considered making a work change to better manage menopause symptoms, with 34% of UK respondents considering either retiring early, taking extended leave, or quitting altogether. Menopause benefits can help your valued leaders stay productive and feel more confident at work during the height of their careers.