2/3rd Employers Don’t Offer Any Reproductive Care Benefits

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Photo Credits - Nick Morrison via Unsplash

Reproductive care benefits are often not offered by employers, according to a recent poll by Employee Benefits. The survey also found that while many employers offer medical benefits, these do not typically extend to reproductive care.

This is a significant problem, as reproductive care is essential for many people’s health and well-being. It can include a wide range of services, such as contraception, IVF, fertility care, abortion care, and prenatal and postpartum care.

Many people are looking for employers who offer comprehensive employee benefits packages that meet their needs, including reproductive care. Third, offering reproductive care benefits can improve employee morale and productivity. When employees know that their employer supports their reproductive health, they are more likely to be engaged and productive at work.

READ: 64% of Pregnant Women Received Hurtful Comments About Appearance from Bosses, New Research Reveals

Discoveries on Reproductive Care

In the recent Employee Benefits poll, nearly two-thirds or 62.5% of employers do not currently offer any reproductive care benefits. In terms of IVF support, it is only offered by 12.5% of employers. For adoption support, 18.75% offer it. 

For the mentioned benefits above, 6.25% of employers offer more than one. However, no employers are offering surrogacy support or egg-freezing support. 

In a separate survey, charity organisation Pregnant Then Screwed also found that 67% of employers are not currently implementing any fertility care policies. 

Within their findings, they also discovered that only 10% are happy with the amount of support they are providing to employees in need of reproductive care, including IVF support. This also aligns with only 10% of companies providing training and resources to line managers to manage issues surrounding reproductive health at work.  Further, only 14% are satisfied with their support for employees who have experienced loss of pregnancy. 

Benefits Employees Want

In a survey by Reed, it was reported that UK employees are not getting what they want in their employee benefits. More than half of the participants said that these benefits or perks will contribute to their happiness at work. 

In the comments, some employees shared their thoughts. Among them, they agreed that office perks such as free food and drinks are not what they want. Instead, employees are preferring flexible working arrangements, medical support, increased pay and holidays. 

On social media platform X (formerly Twitter), some users have also shared their thoughts. 

reproductive care, fertility coverage among those wanted in employee benefits

In general, what is seen online is that employees value benefits that are tangible and can support their day-to-day lives. Insurance is one of the most valued benefits, but it is important to note that fertility care often is not included. 

Companies should now evaluate how they would like to increase the well-being and experience of their employees. To do this, considering implementing adequate reproductive care support may be needed. 

READ: Nine in 10 Employees Want To Learn Digital Skills

Employee Benefits You Can Ask For

  • Paid time off

Ask about the PTO policy, including sick leave and time off for volunteering. Negotiate for more PTO than what your previous employer offered.

  • Commuter benefits

If you have a long commute, ask about commuter benefits, such as toll, parking, gas, mileage reimbursement, a company car, or a public transit pass subsidy.

  • Insurance plans

Ask about the specific details of the health and life insurance plans offered, such as when the plan takes effect, whether your partner is covered, the costs, deductibles, and pre-existing conditions. In asking for insurance, make sure it covers fertility care if needed. You can also ask about health reimbursement accounts, health savings accounts, and disability insurance.

  • Flexible hours and work-from-home

Ask for a flexible schedule or the ability to work from home. Explain how this would benefit you and the company.

  • Professional development opportunities

Ask your employer to help cover the costs of professional development, such as training classes, seminars, certifications, and conferences. You can also ask about tuition reimbursement.

  • Student loan repayment

Ask your employer for a student loan repayment plan. You can propose tying your performance to this extra cash they put towards your debt.

  • Health and wellness benefits

Ask about health and wellness benefits, such as gym pass reimbursement, standing desks, work showers, and monetary bonuses for taking flu shots.

  • Parental benefits

Ask about parental leave and childcare cost coverage.

  • Retirement and pension perks

Ask about the type of retirement and pension plan offered and how much the employer will contribute. You can also ask about 401(k) matches.

  • Signing bonuses and incentives

Ask for a signing bonus, relocation bonus, or corporate housing subsidy. You can also ask for long-term incentives, such as stock options.

When negotiating for benefits, it is important to be prepared and to know your worth. Do your research to find out what other companies in your industry are offering their employees. Be willing to compromise, but don’t be afraid to ask for what you want.

Redmans Solicitors provides consultation on employment law matters. If you require legal consultation on employment matters, contact our expert team of lawyers here

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