In the evolving benefits landscape, reproductive healthcare is becoming a critical differentiator for employers. No longer focused solely on infertility, today’s benefits encompass comprehensive, life-stage-spanning support designed to meet employees’ diverse needs and drive measurable clinical and financial outcomes. Employers are now prioritizing solutions that work both for employees and the bottom line.
Why Reproductive Health Benefits Matter for Employee Retention and Attraction
Research consistently shows that employees place high value on reproductive health benefits. In fact:
- 75% of employers consider reproductive health benefits crucial for employee retention.
- 57% of employees have taken or would consider a job based on the quality of family and reproductive health benefits offered.
With talent competition fierce, reproductive health benefits have become an asset in attracting and retaining top talent. Employees increasingly expect comprehensive support across all reproductive stages, from family planning and fertility preservation to post-menopausal care.
Moving Beyond Infertility: Comprehensive Reproductive Health for All Life Stages
While reproductive benefits traditionally focused on infertility, today’s offerings have evolved to include a wide range of services that address every stage of reproductive health. Employers now offer benefits like lactation support, high-risk pregnancy assistance, pre-conception planning, pregnancy loss resources, and menopause support.
This shift reflects a growing understanding of the need for all-encompassing reproductive healthcare. By expanding benefits beyond infertility, employers address the full spectrum of reproductive needs, fostering a healthier, more engaged workforce and improving health outcomes. Stork Club exemplifies this approach by providing a robust, diverse suite of benefits that meets employees' needs at every stage:
- Fertility Care and Rx Coverage: Provided by 100% of Stork Club customers, ensuring employees have access to essential fertility treatments and prescriptions.
- Surrogacy and Adoption Assistance: Provided by 73% of Stork Club customers, supporting employees who choose to build families in alternative ways.
- In-person Birth Doula Care: Provided by 45% of Stork Club customers, offering critical support during pregnancy, labor, and postpartum recovery.
- Hormone Replacement Therapy (HRT) (e.g., for menopause and men’s health optimization): Provided by 27% of Stork Club customers, acknowledging the importance of hormonal health across life stages.
These offerings reflect the comprehensive, inclusive approach that leading employers are adopting to support their workforce, from young professionals considering family planning to older employees navigating menopause or hormone optimization.
Managed Care vs. Reimbursement Models: Why Structure Matters for Better Results
While traditional reimbursement models initially gained some excitement due to simpler implementation, it has become clear that they have significant disadvantages, including a lack of control over both costs and outcomes for covered care. In fact, this model can drive up maternity-related expenses as there’s limited oversight and proactive care coordination. As a result, employers are moving back to a managed care model, which offers structured, proactive support that aligns with quality standards and cost control.
Stork Club customers benefit from a managed care model that delivers hands-free implementation. Our reproductive care solutions are seamlessly integrated into existing health plans, with automatic eligibility verification and claims processing through ASOs. This hands-free process removes the administrative burden from benefits teams, allowing them to focus on strategic priorities while ensuring employees receive high-quality, coordinated care.
Managed care has demonstrated clear advantages by:
- Reducing the risk of costly complications and improving health outcomes through early intervention and evidence-based care.
- Delivering measurable financial savings by minimizing unnecessary treatments and aligning care with clinical best practices.
Data from employers who have adopted managed care for reproductive health consistently shows that structured, supported solutions lead to tangible health and financial outcomes. For employers, managed care offers the confidence that their investment is working effectively to support both employee health and financial efficiency.
Why Employers Choose Stork Club for Reproductive Health Benefits
Stork Club is leading the way with three key offerings that make it a top choice for employers:
- Managed Care that Drives Clinical and Financial Outcomes
Stork Club’s managed care model is proven to deliver real results. Independent reports on the entire Book of Business show that Stork Club’s approach consistently improves health outcomes while managing costs, offering a clear return on investment for employers. - Comprehensive Solutions for Every Life Stage
Unlike many benefits that focus narrowly on fertility, Stork Club covers the full spectrum of reproductive health, from fertility preservation to post-menopause support. This approach ensures that every employee, regardless of age or life stage, has access to appropriate care. - Exceptional Member Experience
With both digital and offline support, Stork Club’s Care Team offers continuous, compassionate assistance, taking care of all aspects so members can focus on their care. As one member shared on our website:
The Stork Club team was with me every step of the way, giving me peace of mind so I could focus on my family. - Stork Club member
Considering a switch in your reproductive care vendor? Contact us to learn why we’ve maintained 100% customer retention since day one and how we can support your team.
Sources
- KFF Employer Health Benefits Survey (2023): Coverage of abortion and reproductive health in employer-sponsored plans (kff.org)
- Mercer Health and Benefit Strategies Survey (2023): Employer adoption of reproductive health resources (mercer.com)
- World at Work Survey on Employee Benefits (2024): Employee retention and attraction factors (worldatwork.org)
- HR Executive: Rise in fertility benefits offerings among employers (hrexecutive.com)
