Don’t Lose Your Top Talent: Boost Employee Retention by Offering Fertility Benefits


Employee turnover can be disruptive, costly, and resource draining for any business. As such, retaining top talent is usually a high priority for most companies, regardless of size.

According to the Work Institute, in 2019, the cost of turnover was over $600 billion. Research shows that replacing an employee who earns $60,000 per year can end up costing the company anywhere between $30,000 – $45,000 in recruiting and training costs.

Put simply, it’s wise and good business practice to hold on to valuable employees.


As an employer, what can you do to hold onto good talent?

Most Human Resources would agree that in addition to paying well and having a positive company culture, one thing you can do is review how robust your employee benefits are.

If you’re looking for innovative and proven ways to boost employee retention, perhaps consider offering fertility insurance benefits.

With one in eight US couples (about 7.4 million men and women) experiencing infertility, many companies nationwide are seeing the value in offering insurance coverage benefits to help offset the high costs of fertility treatments. In fact, according to the International Foundation of Employee Benefit Plans, about one-third of companies with 500 or more employees in 2019 provided some form of fertility benefits for employees.

Employees with access to fertility insurance benefits have proven to be more dedicated to their employer. Research from the FertilityIQ 2019-2020 Family-Building Workplace Index showed the following:

  • 61% of employees who received fertility coverage from employer reported feeling more loyal and committed to an employer as a result
  • 88% of women who had their IVF fully paid for by their employer in 2017 decided to return back to that employer after maternity leave
  • Patient attitudes when IVF was 100% covered by employer – 73% more grateful, 61% more loyal and 53% stayed longer

In another recent survey, 68% of employees interviewed would switch jobs if fertility benefits were offered. And surprisingly, more men than women were willing to switch jobs to secure fertility benefits.


Studies show that female fertility dramatically decreases after age 35. Along with couples who are infertile, the rate of women who are having their first child between 40 and 44 has more than doubled in the past 20 years, according to the Centers for Disease Control and Prevention (CDC).

This is, in part, because more women are choosing higher education and upward career mobility instead of having a family in their twenties. The real problem with waiting to have children, is both the quality and quantity of a woman’s eggs decline sharply after age 35, making getting pregnant difficult or impossible without fertility assistance.

Reproductive benefits policies, including adoption and surrogacy, also appeal to gay and lesbian couples, as well as single women and men who want to have families.


For the 60% of employers with more than 500 workers that offer some type of fertility benefit, the coverage might not be sufficient. According to a Mercer L.L.C. November study, fertility benefits may only be limited to a consultation with a doctor.

According to Mercer:

  • 33% cover fertility drug therapy
  • 24% cover in vitro fertilization (IVF)
  • 23% cover artificial insemination
  • 40% of employers don’t cover any fertility services at all

Where does this leave employees who want children? They either have to pay a hefty bill, which could be half or more of their annual salary, or find another employer who provides more generous fertility benefits.

Given the rising need for fertility benefits, it is highly worthwhile for employers to explore fertility insurance providers and options for their staff. Companies that fail to acknowledge and act on the widespread importance of offering fertility benefits may find themselves losing talent to those that do.


Research shows that fertility coverage may drive meaningful improvements in employee retention and increase your bottom line.

If you’re looking for ways to work with fertility insurance providers and offer your employees with these benefits, WINFertility has been a leader in managing fertility benefits for more than two decades. WIN has covered millions of members and has compiled over 500,000,000 member months of data, the largest quality benchmark database in the industry.

Benefits offered by WIN include:

  • Fertility Treatments (IUI and IVF)
  • Genetic Testing, Egg Freezing, Adoption and Surrogacy Benefits
  • On-going 24/7 Nurse Care Manager Helpline
  • Pharmacy Dosing Education, Self-Injection Guidance and Substantial Discounts (up to 40%)
  • Unique Capability of Managing Employee Populations Across Multiple Health Plans

Contact our team today to discuss fertility benefit opportunities for your employees.

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