Why are more Canadian employers taking up fertility benefits?

Why are more Canadian employers taking up fertility benefits? | Insurance Business Canada

Life & Health

Why are more Canadian employers taking up fertility benefits?

‘Niche’ offering seeing larger uptake

Life & Health

By
Gia Snape

More Canadian employers are adding fertility and family-building coverage to their employee benefit plans to drive more diversity, equity, and inclusion (DE&I) in their workplaces.

That’s according to Medavie Blue Cross, which recently launched a new program to address the growing demand for benefits that aid families with costs linked to fertility treatments, surrogacy, and adoption.

“It is still a niche, comparatively, but we are seeing larger and larger uptake,” said Shane Reid (pictured), director of drug and product management at Medavie Blue Cross.

“When employers think about adding the family building benefit into optional coverage plans, they do so to give a comprehensive benefit outlook, especially those that prioritize diversity, equity, and inclusion in the workplace and know that [DE&I] is an essential part of fostering a respectful work culture.”

The rising costs of fertility treatments and adoption

The family building benefit was Medavie Blue Cross’s response to the climbing expenses that Canadians face when starting or expanding their families. Roughly one in six Canadians experience infertility, according to the Canadian Fertility and Andrology Society.

The path to parenthood can be both costly and complex, as in vitro fertilization (IVF) averages between $10,000 to $15,000 per cycle and surrogacy up to $80,000. Private adoption fees start at around $15,000 per child.

The high costs are adding to the financial burden that Canadian families already face. Medavie Blue Cross’s research indicated half of Canadians consider second jobs to offset fertility treatment costs, while over a third (36%) take on credit card debt.

“Our journey started a couple of years back when we launched our optional fertility benefit, which covered both procedures and drugs,” said Reid.

“Our goal in launching that initial benefit was to help ease some of the financial strain families experience. The family building benefit was designed to expand that initial fertility offering.

“We wanted to ensure that members choosing a different path to start their families had equivalent options and coverage levels for alternative routes of family building, namely, surrogacy and adoption.”

Bringing accessible and affordable care to diverse families

Demand for more inclusive fertility benefit coverage is climbing, Reid said, especially with more LGBTQIA+ Canadians, as well as older couples and individuals, looking for support and alternative options for starting families.

“In addition to those experiencing infertility, there is an emphasis on couples and individuals that are delaying parenthood until a little bit later in life, as well as LGBTQIA+ Canadians,” said Reid.

“Like fertility treatments, the cost of options is not inconsequential. Ultimately, the family building benefit endeavours to offset some of these costs and make these options more affordable.”

The tiered optional benefits plan offers up to $15,000 coverage for fertility drugs and procedures each, up to $30,000 coverage for adoption fees, and up to $30,000 for surrogacy. It is optional coverage complementing government-funded programs.

Inclusive employee benefits boost employers

Finally, fertility benefits present a valuable opportunity for employers to broaden their employee compensation package and attract the best talent to their organizations.

“We did a study that showed 95% of employees see the importance of having inclusive benefits within their plan design when they start to look at what employers do,” said Reid. “Employers with that DE&I focus are looking for this inclusion as part of that comprehensive look.”

Apart from improving access to family-building services and fertility treatments, Medavie Blue Cross is also focused on inclusive benefit options, such as its gender affirmation benefit, women’s health and mental health benefits this year.

“DE&I is one of the four lenses that we look through to make sure that we are aligned [with our purpose], and it ultimately informs all our benefit decisions,” said Reid.

What are your thoughts on inclusive benefits offers like Medavie Blue Cross’s family-building benefits? Tell us in the comments.

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