How to support your employees with family building during uncertain times

The Supreme Court decision in Dobbs v. Jackson Women's Health Organization reignited a national conversation about access to reproductive care. With Roe v. Wade no longer law, decisions about reproductive healthcare are now in the hands of state lawmakers. We saw in Alabama that a ruling that embryos can be considered children under state law shut down fertility treatments like in vitro fertilization (IVF) in that state. It was overturned and care resumed, but the legal and political uncertainties surrounding IVF continue to take a toll on women and families nationwide. 

It makes sense then, with more than half of all Americans receiving their healthcare coverage through their employer, that the threat to reproductive healthcare access and the fear and anxiety it invokes, has spilled into the workplace. The situation is complex and it changes daily. However, there are things that employers can and should do to support their employees today and in the future. 

Here are six ways employers can support their employees in today's uncertain (and evolving) reproductive healthcare regulatory environment.

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Provide comprehensive healthcare coverage 
Employer coverage for in vitro fertilization (IVF) has grown rapidly over the past few years. In 2022, 43% of large employers (500 or more employees) covered IVF, up from just 27% in 2020, according to benefits consultant Mercer. Unfortunately, fertility treatments like IVF are still financially out of reach for most, and many people won't be able to access care without the support of their employer. 

On top of this, the uncertain regulatory environment has made an already difficult process even more complex. There has never been a more critical time to provide and advocate for workplace fertility benefits and expand your existing benefits program to include inclusive fertility and family building benefits when you can. 

Stay informed
Legislation literally changes daily and it's important to stay informed so you can provide your employees with the information they need to make important healthcare decisions. This is especially important in the days leading up to and following the election, as care could be impacted. Patient advocacy group RESOLVE: The National Infertility Association monitors legislation in all 50 states and provides a map that details legislation and active bills by state. 

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Educate and support your employees
Just as legislation changes daily, media coverage on reproductive healthcare topics is certain to intensify, bringing with it an additional layer of stress for your employers. Consider keeping your team informed with a monthly newsletter, a slack channel, or posting updates on your company's intranet. Offer mental health and well-being resources to create a supportive environment for your employees. If you have a fertility benefits partner, lean on them for support and direction. 

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Consider a travel benefit
A travel benefit can be crucial for employees considering or undergoing IVF, especially if a change in legislation makes certain services limited or inaccessible locally. A travel benefit will alleviate the financial and emotional burden of your employees should they have to access care in another state. 

Be prepared to act swiftly.
As we saw in Alabama, reproductive healthcare access can change at a moment's notice. It's important to understand the scope of your fertility benefits solution and how your provider can quickly support your employees. Do your employees have the ability to continue their care uninterrupted in a nearby state should access be compromised? Do they have the ability to transfer tissue (eggs, embryos, and sperm) and store them elsewhere? Will there be additional costs involved? At Kindbody, we have a logistics team ready to transfer tissue and care to a nearby Kindbody clinic or partner clinic, if necessary. 

Advocate for change
RESOLVE advocates for reproductive healthcare access on both the federal and state level. Their website offers numerous ways to get involved, advocate for change, and keep reproductive healthcare safe and legal in the United States. Finally, voting is the most important tool to keep the doors of reproductive healthcare open, so encourage your employees to head to the polls in November.