A Guide for Growing Families
Families come in all shapes and sizes, and maternity leave is no longer a gold standard when it comes to supporting growing families. Many employee benefit programs have fallen behind when it comes to providing sufficient coverage to help support non-nuclear families. Fertility benefits, including IVF and other assisted reproductive technologies, are essential for employees who want to grow their families. Yet, despite this need, many benefit plans still fall short, especially for LGBTQ+ individuals and those without a traditional infertility diagnosis. In fact, in a survey of 1000 LGBTQ+ professionals who were looking to grow their family, 79% said they would consider leaving their job for one that offered better fertility benefits.
We’re grateful to our valued partner Progyny, a leader in comprehensive fertility and family-building benefits, for sharing the guidance that shaped this resource. Their expertise supporting employees and employers nationwide informs the steps below.
Why Fertility Benefits Matter for Today’s Workforce
For employers, this gap in fertility benefit coverage actually offers an immense opportunity to capitalize on a growing need for professionals everywhere. This issue doesn’t only affect LGBTQ+ families. According to the World Health Organization 1 in 6 individuals globally are impacted by infertility, which makes fertility resources an important piece of coverage for both heterosexual and cisgender couples. If your company has a gap in their fertility benefits, there’s good news…you can change that! Speaking up can make a real difference. Advocacy plays a major role in expanding fertility benefits, and actually accounts for 64% of fertility benefit expansion, according to a survey by RESOLVE: The National Infertility Association.
How to Advocate for Fertility Benefits
Knowing where to begin can feel like the hardest part, but taking small steps can lead to some very meaningful change. Advocating for fertility benefits is about asking the right questions, building support, and starting the conversation. Here’s how you can get started.
Step 1: Gather Information
What does your company’s current benefits package offer? Does it offer coverage for any scope of family building practices? What gaps in the coverage are there? In many cases, treatments like IVF are only covered with a diagnosis of infertility, which isn’t the only reason for people to begin IVF. It’s important that you are as specific as possible about which gaps you want to fill in your benefits plan, and research the estimated cost for employers. In many cases, increasing fertility benefits has not led to a significant increase in cost for companies.
Step 2: Find a Sponsor
Reach out to those in your organization who have sway and knowledge when it comes to your benefits plan. This is often a member of the human resources team. Get in contact, and be sure that you understand the scope of their capacity to help you change your benefit plan to support your soon-to-be growing family. A sponsor can help with the timing, decision making processes, and the entire success of your proposal.
Here are some questions to keep in mind:
- How does your company collect employee feedback?
- How are benefit decisions made?
- Who in your HR team handles benefits design?
Step 3: Create Connections
Talk to different individuals throughout your company who have had personal experience or a specific interest in fertility benefits. Bring your knowledge together and then combine your lived experiences and insights to advocate and recommend fertility benefits you desire and deserve. By combining your insights, personal stories, and unique perspectives, you can build a much stronger case.
Step 4: Raise Your Voice
Start the conversation. Taking that first step can feel intimidating, but it’s the most important one. Not only are you moving closer to building the family you deserve, you’re also helping create better opportunities for current and future employees.
It’s also important to remember that many employers may not even realize there’s something lacking in their fertility benefits or that employees are looking for more inclusive coverage. This isn’t about challenging your employer. Instead, it should be viewed as an opportunity to educate, share your experience, and talk openly about your goals for the future.
Approaching the conversation with an open mind, some thoughtful research, and a clear understanding of your needs can make all the difference. When the focus stays on education and awareness, it creates space for a more productive and positive discussion, one that can lead to meaningful change for both yourself and others.
The Center for Reproductive Medicine has been a proud advocate of equity for the city of Minneapolis and Minnesota at large for 38 years. It’s the backbone of our business, the reason we provide guidelines for advocacy. We believe that everyone deserves a chance to start a family, and equitable access requires affordable care for every person, partnership, and family. Reference this guide to advocate for your future family. Contact the Center for Reproductive Medicine when you’re ready to begin.
We’re proud to share resources like this in partnership with organizations like Progyny who share our commitment to making family-building accessible to everyone. Their leadership in the fertility benefits space, and their willingness to share expertise with our community, reflects the kind of patient-centered approach we value.
Frequently Asked Questions
What are fertility benefits?
Fertility benefits are part of a health insurance plan that help cover the costs of family-building care. This can include things like fertility testing, medications, IVF, egg or sperm freezing, and other treatments. Some plans also offer support services, like care coordination or access to specialists, to help guide you through the process.
How do I know if I have fertility benefits?
The easiest place to start is your company’s benefits guide or your health insurance portal. Look for sections related to fertility, reproductive health, or family planning. If it’s not clear, your HR team or benefits provider can walk you through what’s included and any requirements for coverage.
How long do I need off work for IVF?
It depends on your treatment plan, but many people can continue working through most of the IVF process. You may need a few appointments for monitoring, plus a day or two off for procedures like egg retrieval or embryo transfer. Every experience is a little different, so it helps to talk with your care team and plan ahead with your employer if needed.
What is the best insurance to cover IVF?
The “best” coverage is one that offers comprehensive fertility benefits, including IVF, medications, and related services, with clear and inclusive eligibility criteria. Some employers partner with providers like Progyny, whose specialized model goes beyond what traditional insurance typically provides, to offer stronger and more supportive fertility coverage. Reviewing benefit plan details and asking questions can help you understand what level of support is available to you.
Does any insurance cover IVF?
Yes, some insurance plans do cover IVF, but coverage can vary widely depending on your employer and where you live. Some plans offer full or partial coverage, while others may have specific requirements, like a diagnosis of infertility. If your current plan doesn’t include IVF, that’s where advocacy can play a really important role in expanding access.
