Fertility Benefits for Financial Industry Clients
Fertility benefits help cover costs of $ 15,000 to $ 30,000 per cycle of IVF, and more for adoption or surrogacy. Equally important is the savings to the employer, as the managed benefit increases the health and productivity of expectant parents through behavioral counseling and provides professional advice that frees up hours that employees would otherwise spend on research. fertility options.
Likewise, some women may consider freezing their eggs to reduce the risk of postponing the start of their family during the early years of their careers. Covering the costs of freezing eggs – typically around $ 8,000 to $ 10,000, plus drugs and storage – is much less expensive than losing an amount frame to a competitor who offers a fertility advantage.
The Case for Managing Fertility Benefits
Under an unmanaged fertility allowance, employees are essentially given a sum of money to be used as they see fit. Employees go their own way in a complicated fertility environment and make their own spending decisions. The costs are then reimbursed up to a limit specified per event or for life. Unmanaged plans cost businesses more because they offer no direction to employees and don’t put safeguards around spending.
A much better option is the Surprisingly Profitable Managed Benefit. By fully integrating financial support with clinical monitoring, training, and counseling, a managed benefit can reduce business expenses and provide better support and outcomes for employees. Expert clinical advice on managed benefits increases the likelihood of having single, healthy, full-term babies. This cuts down on expenses related to cesarean sections, preterm deliveries, and neonatal intensive care units, which research shows can cost a business anywhere from $ 64,000 to $ 80,000 per employee.
Employees with an unmanaged benefit do not receive professional assistance in navigating their family formation choices. As a result, they more often choose treatments that increase the likelihood of twins, triplets, or other multiple pregnancies. This often leads to NICU admissions and long-term health care costs for developmental issues, asthma, or cerebral palsy. This is not only a bad result for the parents but also very costly for the employer, whose group health policy will be responsible for the increased use.
The bottom line: A managed delivery offers higher success rates with reduced medical costs on several fronts. Coupled with the added value of improved recruiting, retention and productivity, a managed benefit could even pay off.
Surveys show that family-building benefits are most popular among employees in their 20s and 30s, a group that constitutes a disproportionate share of the workforce for employers in the financial sector. To meet the needs of these rising stars and junior partners, and to attract and retain this generation of talent, no benefit is more essential than a strong managed fertility program.
Dr. Roger Shedlin, JD, is the President, CEO and Founder of WINFertility, a global fertility benefit management company.