In 2023, the World Health Organization (WHO) reported that around 17.5% of the adult population—about 1 in 6 worldwide —experiences infertility. The revised statistic came as a revelation to many, including HR leaders and benefits consultants, who may not have realized the whole, international scope of the issue and the global need for comprehensive, inclusive, high-quality fertility care.
Over the last three decades, multinational companies based in the United States have employed an increasing number of international workers. As companies expand their global teams, benefits parity has become essential for HR. But as you may have already discovered, if you’ve explored extending fertility benefits to workers outside the U.S., accessibility, cultural considerations, and legal restrictions can complicate the issue of extending fertility care benefits to international employees. In order for HR leaders to navigate the complex benefits landscape, it’s essential to partner with a fertility benefits vendor that understands the ever-changing nuances of global fertility and family-building services and fully supports a diverse workforce.
Recent research has shown that — excluding the effects of migration — many countries are predicted to have a population decline of over 50% from 2017 to 2100, partly due to family-planning policies focused on avoiding or terminating pregnancies and mitigating population growth. As a result, world population growth has slowed, and countries are now seeking solutions to optimize family building when desired. In some countries, these efforts include implementing financial incentives and public funding of fertility treatment. Still, there is a significant variation in this spending from country to country, leading to substantial disparities in access to fertility care.
There are notable and significant differences in how countries regulate and view fertility care, making it difficult to understand the scope of international benefits. For example, some countries restrict access to the preservation of eggs, sperm, and embryos. In Singapore, women under 35 can legally elect to freeze their eggs; in Australia, insurance does not cover elective egg freezing; and in the U.S., insurance often doesn’t cover fertility preservation for medical treatments. Knowing and understanding these regional nuances can be challenging for any HR leader or benefits consultant, which is why working with a benefits vendor specializing in global fertility care can be so important.
To provide complete and comprehensive fertility care for your global employees, it is critical to find a fertility vendor that understands the fine distinctions of worldwide fertility and family-building services, stays up-to-date on the latest changes, and provides support no matter where employees are located worldwide.
Fertility benefits are no longer considered a “nice-to-have” employee perk; increasingly, they’re becoming integral to any competitive benefits package. Not only have reports shown that employees all around the world are delaying parenthood, but an increasing number of women are exploring “proactive fertility care” options, which include services like fertility testing and egg freezing to help individuals better understand, assess, prolong, or improve their fertility. The reasons why employees delay parenthood vary. However, according to the BBC, everything from economic uncertainty to limited housing availability to increased labor-market participation among women may contribute to the decision in the Western world, where proactive fertility care is standard.
As these trends continue, employees worldwide will prioritize professional opportunities that support and foster their personal decisions. To demonstrate that support, employers must consider comprehensive fertility care an essential need and understand that despite their upfront costs, fertility benefits can also lower overall healthcare spending and costs associated with reduced employee productivity.
Research from FertilityIQ found that 62% of employees who had their in vitro fertilization (IVF) covered by their employer reported being more likely to remain in their jobs for longer. Carrot’s Fertility at Work report found that — regardless of geographic location — many employees are facing fertility challenges and seeking support from their employers. Only 32% of respondents seeking to grow their families said they could afford fertility treatment, and 42% said that a new job offer with no fertility benefits would be a “deal breaker.”
To ensure your company is moving forward with the right fertility benefits vendor that adequately serves your global workforce, consider the following essential criteria:
As the leading global fertility benefits provider for modern health plans and employers, Carrot provides flexible financial coverage and expert care navigation across every region of the U.S.. It is available in over 120 countries and at over 3,800 clinics. Carrot also works with various. Partners to ensure members have access to donor gametes, gestational carriers, and adoption services, and the Carrot team includes world-class healthcare providers, fertility experts, and benefits specialists. Learn more about how Carrot can optimize your company’s global fertility benefits at carrotfertility.com.
Any general advice posted on our blog, website, or app is for informational purposes only and is not intended to replace or substitute for any medical advice, diagnosis, or treatment. Carrot Fertility makes no representations or warranties and expressly disclaims any and all liability concerning any treatment, action by, or effect on any person following the general information offered or provided within or through the blog, website, or app.
