STECH IVF SOLUTIONS’ Post

The demand for fertility benefits continues to grow, and so does the need for flexibility in how these benefits are structured. A recent report by the International Foundation of Employee Benefit Plans (IFEBP) found that 42% of U.S. employers now offer fertility benefits, up from 30% in 2020. Fertility medications and in vitro fertilization (IVF) lead the way, with nearly one-third of employers offering these valuable resources. You know that no two employees are alike, and their fertility journeys are no different. That’s why we emphasize flexibility in our benefits offerings. By helping employers design plans that can evolve alongside the changing needs of their workforce, we ensure employees receive the support they need, whether it’s IVF, fertility medications, or other family-forming resources. Offering these benefits isn't just about addressing a healthcare need—it's about creating an inclusive and supportive work environment. Employers who invest in fertility care see improved employee satisfaction, retention, and talent acquisition. Our commitment to adaptable, personalized benefit solutions helps employers stay ahead of this growing trend, while providing life-changing support to their workforce. #EmployeeBenefits #FertilitySupport #FamilyForming #InclusiveWorkplace #HealthBenefits

Super excited to play a small role in highlighting the growing demand for family building benefits with a feature in the The Philadelphia Inquirer.   Our esteemed Specialty Practice Leader, Theresa Doherty Stenger, highlighted it best, it is a growing trend that began in large companies and will begin to trickle down to smaller workplaces.   You should expect that it's not a matter of it, but when you will be asked about fertility coverage.   Establishing robust coverage can serve as a financial wellness tool and attraction lever to keep your employees happy.   Most importantly, it supports your employees in growing their families alongside your organization.   The article highlights Nemours' fertility benefits and the results are astounding. Two and a half years after introducing fertility coverage, there were 65 babies were welcomed into the world!!   However, there are two significant challenges to address: many employees are unaware of the full extent of the coverage, and they often struggle to understand the plan documents. Given that treatment can already be overwhelming, this adds another layer of confusion.   The second hurdle is borne by the employer. A common pitfall is applying a dollar amount for fertility services or restriciting coverage. This can lead to families jumping to a procedure instead of considering what would be the most effective fertility treatment for them.   Could 2025 be the year to introduce this invaluable benefit to your employees?   Feel free to message me with any questions. 👍

Welcome to 2025! If your company isn’t offering fertility benefits, you’re already falling behind. Fertility support isn’t just a ‘nice-to-have’ – it’s a must. Fertility challenges affect millions of people, and companies that ignore this reality are simply failing their employees. Let’s break it down: 𝐑𝐞𝐭𝐚𝐢𝐧𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐛𝐞𝐬𝐭 𝐩𝐞𝐨𝐩𝐥𝐞  53% of employees experiencing fertility issues would stay longer at a company that supports their journey. In a competitive job market, where every penny is spent on replacing talent (an average of £30k per hire), why wouldn’t you invest in your people? Fertifa clients like Monzo Bank and Bain Capital already get it—they know that the top talent wants more than a pay check 🏆 𝐘𝐨𝐮𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐞  Fertility benefits are a bold declaration that your company gets it. Parenthood isn’t a one-size-fits-all journey, and inclusive policies demonstrate empathy and forward-thinking leadership. DE&I is about more than workshops and buzzwords—it’s about real, tangible actions that prove you care about your people. 𝐖𝐢𝐧 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐩𝐞𝐨𝐩𝐥𝐞 𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧  The numbers don’t lie: fertility issues can lead to burnout, absenteeism, and healthcare costs spiralling out of control. Fertility benefits not only save your employees the stress of astronomical treatment costs but also position your company as a proactive support in their lives. From start-ups to global corporations, the smartest companies are already leading the charge, including Fertifa clients lululemon, H&M and Sony. If you’d like to implement fertility support in your company but don’t know where to start send me a DM or go to the link in the comments so we can help. 💜 In 2025, let’s focus on building true equity by including fertility support and getting inspired by some of the gold standard companies that lead the way (big shout-out to some of the Fertifa clients in that group):

Did you know that 1 in 5 leave their jobs due to the emotional and physical toll of fertility treatments … Yesterday I had a new client come to me who is having fertility challenges. After her fertility reflexology treatment, I asked her if her work knew about her IVF treatments and she said yes. She said that they do have IVF policies in place but her Manager's reaction when she told her she needed some time off for appointments was “Oh for F--K sake…” This is shocking in one way but not uncommon... If you are looking for open conversations about this, you will create an inclusive workplace with less absence, more loyalty, and a massive decrease in staff turnover. I have an offering for organisations around Fertility Awareness Week. I come into your organisation and give you a bespoke visit on what you can do to implement more awareness, policies around fertility that should be in place, and a talk to create conversation in the workplace. The package is available from 4th November and costs £499 for 3 hours. If you're interested in this, you can reach out to hello@inner-belief.co.uk or send a message. It is time we create more fertility awareness in the workplace. #fertilityawarenessweek #fertilitypolicies #hrintheworkplace

Here’s what fertility support in the workplace should really be about and why it’s critical to every organisations’ strategy for well-being. Fertility support is all about: ✅ Covering the full spectrum of fertility challenges, not just for women but for men and same-sex couples too. ✅ Recognising that fertility struggles affect people across all demographics, regardless of gender or relationship status. ✅ Providing resources and access, from consultations and education to treatments like IVF and egg freezing, supporting employees as they balance fertility care with their careers. ✅ Fostering empathy and understanding, creating a work culture where conversations about fertility aren’t stigmatised but openly discussed and supported. What fertility support isn’t and shouldn’t be about: ❌ Simply offering a “one-size-fits-all” benefit. True support recognises that each fertility journey is unique. ❌ Treating fertility as a perk when it’s actually healthcare. It should be a standard part of employee benefits, just like maternity or mental health support. ❌ Just for women. Male fertility issues account for up to 30% of fertility problems. Fertility benefits need to address both partners in the journey. ❌ And it’s definitely not something that should add to the stress of an already challenging process. The right support should reduce barriers, not create new ones. People shouldn’t have to choose between their careers and their fertility journey. True support allows them to pursue both with confidence. If you’re a company looking to offer meaningful fertility care that works for everyone, let’s talk about how we can help.

In February this year, we shared a survey along with our partner organisations, who have supported with the recent whitepaper report for MP's. We had almost 2000 responses in just three weeks, from those who had been through fertility treatment, from those who knew someone who had been through fertility treatment and also those who had no experience of fertility treatment. What was shown was a consistent response across all three groups - that employees should be protected from unfair treatment on the grounds of needing fertility treatment. Currently , it is only at the point of embryo transfer that any protection kicks in. What isn't factored in is the many appointments leading up to this point and currently, there isn't any legal protection against unfair treatment directly relating to attending fertility treatment appointments. For many this is the reason people hide the fact that they are even having fertility treatment, with over half still not feeling comfortable to tell their employer. We've heard awful stories from our community with people being sidelined for promotions they've been working towards, discriminated against and even leaving jobs having been forced to sign NDA's to buy their silence. This is a huge issue and will continue to be unless legislation is changed. This is something we're leading on with the Workplace Fertility Campaign Group in Parliament, but we also need employers start to put fertility friendly actions in place. This includes inclusive policies and practices that protect and provide support for employees, as well as training managers to understand these experiences and know how to offer support. Fertility Matters at Work can help with all of this, just visit our website to book in a call to understand more - https://lnkd.in/e5mD5APa.

The first ever IVF baby turns 46 today. Poor woman can't have a birthday without the fertility world banging on about it! 😂 🎂 🎉 💫 A miracle in 1978 and here we are in 2024 with lots of employers including IVF costs in their healthcare benefits. Bloody amazing that they do too. I was lucky enough to have such a benefit and as hard as the IVF was, I'm so grateful to have had the financial help. Especially as we weren't eligible on the NHS (I'll save my angry rant about that for another day). 💰 IVF is an expensive healthcare benefit so not all employers can offer it but lots of other fertility related benefits and policies are emerging. I'll put a link to the CIPD guidelines and suggestions in the comments (the guidelines were heavily informed by the amazing Fertility Matters at Work). As someone who's made use of employer supported IVF, my watch out 🚩 to employers with fertility benefits and policies would be that they really must be thinking about how fertility challenges can impact wellbeing and career. How are they going to support their employees when the wheels are wobbling a bit? Like I say, it's amazing to have the policies and benefits. But I'm not convinced every employer is having the "what next" conversation. Am I right or am I wrong?

Recent study shows that with 42% of U.S. employers now offering fertility benefits like IVF and third party reproduction, inclusive family support is becoming a key factor in talent recruitment and retention. 🌱 Businesses are realizing how transformative these benefits can be. FSLG is embracing this shift. 🤝 Check the study on the link below:

Did you know that 42% of U.S. employers now offer fertility benefits, a significant increase from just a few years ago? This shows a growing commitment to supporting employees' family-forming journeys and making workplaces more inclusive and supportive. With offerings like fertility medications and in vitro fertilization, employers are acknowledging the financial challenges of fertility care and leveraging these benefits as a strategic tool for recruiting and retention. #EmployeeBenefits #FertilityBenefits

Investing in fertility benefits demonstrates a commitment to employee well-being and helps to attract and retain talented employees. It can help companies stand out in competitive industries. The World Health Organization (WHO) has reported that around 1 in 6 people worldwide experiences infertility.* Offering fertility benefits can enhance job satisfaction and employee loyalty, as employees are prioritizing health and family-planning when considering job roles. It can open up inclusive conversations around reproductive health, helping to create a culture of support. Research from FertilityIQ found that 62% of employees who had IVF covered by their employer were more likely to remain in their jobs longer.** Financial assistance for fertility options can help to alleviate significant stress and financial burden that can be placed on employees seeking treatment.  Coverage can include procedures such as IVF, egg freezing, diagnostic services and testing (i.e. hormone tests), and fertility medication.  Employers can look to provide fertility support in a number of ways: ·      Offering a medical plan with fertility benefits included ·      Offering reimbursements for employees’ fertility treatment ·      Partnerships with fertility clinics or fertility benefit providers ·      Fertility counselling ·      Paid time off for fertility treatments ·      Workshops and seminars   It is important to consider cultural / local norms, inclusivity and accessibility, and program consistency when implementing a fertility program. To discuss further, please contact your BAS consultant, or enquiries@bas-eb.com *source: WHO Infertility (who.int) ** source: Carrot Fertility How to talk to your CFO about fertility benefits (get-carrot.com) #BAS#fertilitybenefits