Why You May Want to Consider Family Planning Support in Your Benefits Plan

According to Fertility Alberta, 1 in 6 couples will face infertility challenges. That figure, being so high, really made us realize how significant and common this issue is. While the topic has long been clouded by stigma and silence, the emotional toll it takes on individuals—particularly women—is immense and all too often overlooked in the workplace.

Infertility is not a niche issue. The causes are evenly split between male, female, and unexplained factors. Yet regardless of the source, the burden of treatment almost always falls on the woman—physically, emotionally, and professionally. Invasive procedures, hormone therapy, and repeated appointments often mean missed work, reduced performance, and overwhelming stress.

One key contributor to rising infertility rates is the deferral of family-building until financial and career stability are achieved. Today, many couples start trying for children in their mid-to-late 30s—just as fertility begins to decline more rapidly. For many, this can be a heartbreaking realization, discovered only after the journey to parenthood begins.

But here’s the shift: the stigma is lifting. Employees are beginning to speak more openly, and organizations have an opportunity to meet this moment with meaningful support.

Why Fertility Benefits Matter for Talent Strategy

For employers, particularly those looking to retain high-performing female employees, offering fertility benefits isn’t just a compassionate gesture—it’s a strategic decision.

When women are forced to choose between pursuing fertility treatments and maintaining their careers, the career often loses. Without flexibility and support, resignation becomes a real outcome.

By incorporating fertility coverage into your benefits plan, you're signaling more than empathy—you're investing in your people. And the payoff is significant. Employees who feel supported in their most vulnerable life moments are not only more likely to stay—they’re more likely to become your most loyal champions.

Even when treatments are unsuccessful, the act of providing support creates lasting goodwill.

Practical Plan Design Options to Support Fertility

At Joseph, we have some plan design suggestions to keep in mind if you are considering strategies to thoughtfully support fertility and family planning in your benefit plan:

• Include both drug coverage and treatments (e.g., IVF).
• Avoid annual dollar limits. Use lifetime maximums or cap the number of IVF cycles (e.g., one IVF cycle costs ~$20,000)
• Coordinate coverage with provincial health support to cost shift to provincial programs where possible/available.
• Introduce a 1-year waiting period before fertility benefits kick in, ensuring employee commitment and stability before they have access.
• Set a reasonable age cap (e.g., 45 years) to reflect clinical success rates and manage plan risk.
• Engage a specialty vendor to manage fertility benefits with the right expertise and sensitivity on these matters.

While individual treatment costs are high, overall utilization remains low, meaning the average cost per employee per year is surprisingly manageable.

Want to explore how to add or enhance fertility benefits in your plan design?

Reach out to Joseph to start the conversation. Together, we can create a strategy that supports your people and aligns with your business goals.

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