Benefits providers explain why fertility benefits are an essential component of employee wellbeing and benefits plans
Once considered non-traditional benefits, fertility care has begun to make waves in benefits plans.
Paula Grossman, health benefits consultant at Medavie Blue Cross, acknowledged that while fertility coverage has long been available in some form, it was historically limited to fertility drugs under extended health plans.
“There was very little offered for fertility procedures, and absolutely nothing available when it came to alternative ways for building families,” she said.
That has started to change more recently, with insurers opting to include fertility procedures and broader family-building options in offerings.
Marie-Chantal Côté, senior vice president at Sun Life Health noted the shift from “fertility benefits” to “family-building benefits” reflects a growing demand for inclusivity among employees.
“It became very apparent that fertility coverage alone was still not the most inclusive benefit… There are many ways to build a family these days, including surrogacy and adoption.”
Some argue, however, that while progress has been made, many plans still fall short.
“Although fertility benefits have expanded in Canada, coverage remains limited in some provinces, and many plans lack comprehensive support,” said Katie Higgins, chief commercial officer of Progyny, a women’s health benefits provider.
Despite increased awareness, most employers don’t provide fertility benefits. According to Fertility Benefits Matter, 53 per cent of employers don’t offer fertility benefits. Meanwhile, average fertility benefits are $6000 and less than 2 per cent cover both drugs and treatment costs.
“Many traditional plans lack supportive guidance, which places the overwhelming burden of navigating treatment options back on the patient,” said Higgins, noting the most effective programs integrate emotional support and patient advocacy, ensuring employees don’t face these challenges alone.
“Employers are starting to recognize it’s important to support employees’ reproductive health as many women are waiting longer and might need some assistance in becoming pregnant,” said Grossman, noting the costs are “significant.”
Indeed, the financial aspect in fertility care is another major concern as in vitro fertilisation (IVF) costs can range from $10,000 to $15,000 per cycle, excluding medications, embryo storage, and additional fees. While public healthcare coverage varies by province, patients can and will face significant out-of-pocket expenses.
“It’s also a very emotional time for individuals. Providing financial support through benefit plans can help alleviate some of that stress,” emphasized Grossman.
Higgins noted a parallel with the expansion of other “non-traditional” benefits, adding that fertility benefits are becoming an essential component of employee wellbeing.
“Employer-sponsored healthcare plans have previously focused on what was defined as medically necessary care. Fortunately, that mindset is changing, with many employers now recognizing that fertility and family-building are fundamental parts of overall wellbeing and quality of life,” she said.
Côté has seen progress but also acknowledged that employers should continue adapting.
“Plan sponsors are adopting these benefits more every year,” said Cote. “I think the fact that we've broadened the coverage makes it more appealing and attractive to employers because it resonates even more with their employees. There’s multiple ways to build a family.”
However, she emphasized that offering fertility benefits aren’t enough, asserting that plan sponsors also need to introduce open discussions to reduce stigma and ensure employees are aware of what’s available to them.
Grossman highlighted difficult choices and financial pressures as another reason why fertility benefits are increasingly in demand.
“There’s a lot of financial pressure on people and families today with the cost of living in general and inflation. Never mind introducing some of these high-cost medical expenses. When it comes to fertility, you have some big choices to make, and it doesn't always work the first time,” she said.
Plan sponsors should also look to reevaluate coverage levels as Grossman warned that some employers may believe they offer adequate coverage but fail to account for the rising costs of treatment, particularly as technology has changed and as treatments have become more expensive.
Higgins emphasized a comprehensive benefit should provide access to a full spectrum of options, including egg freezing, surrogacy, and adoption support as one-third of all infertility cases are due to male factors, asserting the need for reproductive benefits that address all populations.
Côté said fertility benefits should be part of a broader employee retention strategy, pointing to recent FertilityIQ research which found that employees who had workplace coverage for fertility treatments were 62 per cent more likely to remain in their job for a longer period and 22 per cent more likely to work harder.
Meanwhile, according to Stats Canada, birth rates have been on the decline, with 2023 marking an historic low but despite the findings, demand for fertility and family-building benefits is only expected to grow.
Grossman noted that people often assume they’ll be able to start a family when they’re ready, only to face unexpected challenges.
“Many women are waiting later to start families… They think it’s going to be easy, but it doesn’t always work that way. These benefits provide support for different reproductive needs, which may not be as universally accepted as other plan or benefits that employers tend to offer,” she added.
