In vitro fertilization (IVF) is a journey filled with emotional, physical and financial challenges — and is increasingly becoming a
According to the Society for Assisted Reproductive Technology, there were more than 432,000 IVF cycles performed at their clinics in 2023. Employees going through IVF can find that the process chips away at their ability to be
The early steps
A lot of preparation — screenings, exams, medication, financial planning and more — goes into the IVF process. During this time, employees may need time off for doctor appointments, including travel time, and suffer from medication side effects such as bloating, soreness, cramping, hormonal changes, nausea and other symptoms that make it difficult to focus at work, says Shelly MacConnell, chief strategy officer at family-building company WIN.
"Once a person has gotten to the point of having IVF, early in that phase, she will likely need to go to the doctor every two or three days, then eventually every day, for monitoring of either blood work or ultrasounds," MacConnell says. "As it gets closer to the retrieval, that might [also] be an everyday event. That creates a burden for anyone who is on video calls all day, travels for business, or just has work going on."
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Then there is the financial commitment: The average cost of one round of IVF is $21,600, according to Carrot Fertility, and many patients will need two or three rounds before the process is successful. Though more companies are offering fertility benefits and there is talk among the Trump administration about policies that would make IVF more affordable, those currently without access to this type of coverage take on a heavy financial burden.
Setting up benefits — and boundaries
A blend of good communication, respect for privacy, flexibility and benefit offerings can make all the difference to employees going through IVF, MacConnell says. While some employees may be open about their journey, others will choose to keep it quiet. Having easily accessible benefit information, such as fertility and mental wellness offerings, and clear policy communication, such as schedule flexibility and PTO, is very helpful.
Because the exact timing of certain parts of the process — egg retrieval, for example — may change, MacConnell recommends that employees at least let their manager know they will need to block off certain days for a personal matter.
"It can be very difficult to manage unexpected absences," she notes. "We recommend clear communication and boundaries and understanding that things may change one day to the next."
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Another important part of IVF for benefit managers to understand is the devastation that comes when the process does not work. Whether after one or multiple attempts, women who struggle to get pregnant can benefit from the support of their manager and access to benefits that help them deal with their grief.
"It is deeply personal and it is sometimes painful," she says. "In addition to not wanting to be vulnerable, [employees] worry they would be seen as less committed, or they're afraid of being judged. Privacy is very important during these vulnerable times, and that's true for fertility or any kind of medical care."
MacConnell reminds benefit managers that for all that women go through during the IVF process, their partners experience most of these things as well and should be equally supported. WIN's platform gives women and their partners access to experts that can help them navigate the many stages of IVF, including 1:1 support from nurses, dieticians and behavioral health specialists.
"The IVF journey has some very unique demands to it," MacConnell says. "Understanding that and having a place to speak with someone about this is very important for all partners in this process."
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Not a 'female issue'
MacConnell stresses the need for employers to make fertility an open topic, underlining that 1 in 6 people worldwide struggle with this issue and it's something that affects both genders. To help reduce stigma, she encourages leaders to share their experiences, invite others to do so as well and create support groups within the workplace.
"This is not a female issue — it is a family issue," she says. "It affects every workplace, regardless of your male and female demographics. I would encourage everyone to be honest and open to the extent that they are comfortable, including leaders who have gone through this process and can encourage others that it's a safe place to do so."
