Work and family are two of the most important parts of an employee’s life. But starting or growing a family doesn’t always happen easily. According to the World Health Organization, about one in six people experience fertility challenges, making the path to parenthood stressful, complex and often expensive. Not surprisingly, these challenges can spill over into the workplace. Research shows that many employees spend time during work hours exploring treatment options and benefits, and more than half report that fertility struggles have negatively affected their job performance.
Fertility-related stress is a key driver of presenteeism—when employees are physically at work but less productive due to personal concerns. This not only affects morale and engagement but also carries a significant financial cost. Estimates suggest presenteeism costs U.S. businesses far more than absenteeism each year. Employers that offer fertility benefits often see higher engagement, improved productivity and stronger long-term retention.
Understanding Infertility
Infertility has been classified as a disease since 2017 and is generally defined as the inability to conceive after a year of trying without contraception. It affects both men and women and is often difficult to detect because symptoms aren’t always obvious.
- Primary vs. Secondary: Whether an employee is trying for their first child or adding to their family, also known as secondary infertility, the stress remains the same.
- Medical Drivers: Common reasons for seeking care include ovulation disorders, uterine fibroids, endometriosis, genetic screening, and fertility preservation, such as before chemotherapy.
Because these conditions affect employees throughout various life stages, employers who offer fertility coverage can appeal to a wide demographic and enhance retention across their workforce.
The Financial Reality of Care
The “financial toxicity” of infertility is a major stressor for the workforce:
- Price Tag: A single IVF cycle can exceed $30,000, yet only 32% of individuals can afford treatment without assistance. Multiple cycles are often required to achieve pregnancy.
- Debt & Sacrifice: To afford care, employees often go into significant debt, dip into retirement savings, or take second jobs—all of which fuel workplace burnout and distraction.
Common Benefit Offerings
Employers can leverage several strategies to support their team, depending on budget and goals:
- Clinical Procedures: Covering IVF, such as egg retrieval and transfer, or IUI, also known as artificial insemination.
- Surgical Interventions: Procedures to resolve physical barriers like cysts or fallopian tube issues.
- Pharmaceutical Support: Medications to stimulate ovulation or improve counts.
- Navigation & Coaching: Providing access to specialized platforms to help employees find high-quality, cost-effective care.
Why Fertility Benefits Matter
Because most states do not mandate fertility coverage for private insurers, employer-sponsored fertility benefits can make a meaningful difference. They reduce financial stress and promote emotional well-being.
Research underscores their value:
- 65% of employees would change jobs for fertility benefits.
- 72% would stay longer with an employer that offers these benefits.
Fertility challenges can take a toll on employees’ emotional well-being, finances and job performance. By offering meaningful fertility benefits, employers can reduce these burdens while improving productivity, engagement and satisfaction. At the same time, these benefits help organizations stand out in a competitive labor market, supporting both talent attraction and long-term retention.