The Parent Package: Health Care and Insurance

Almost all respondents (96%) to the 2018 Ovia Health Employee Benefits Survey said having information on maternity support located in one place would be very helpful.

January 09, 2020

50 million parents are in today's workforce. Use the Parent Package to benchmark your parental leave programs and benefits.

Almost all respondents (96%) to the 2018 Ovia Health Employee Benefits Survey said having information on maternity support located in one place would be very helpful.

The Business Group encourages employers to bundle and communicate a comprehensive suite of supports for employees along their parenthood journey. Benefits valuable to working parents and a business’s workforce strategy include:

Maternity Benefits

Childbirth and newborn care are a large part of employer’s health insurance costs. Maternity management programs promote healthy pregnancies and deliveries, decrease risks associated with preterm births and low birth weight and reduce claims costs. Sixty-two percent of respondents to the 2018 Ovia Health survey said maternity benefits, such as childbirth classes, nurse coaching and a 24/7 care hotline, are part of an ideal benefits package.

Benefit

Large Employer Benchmark


Healthy pregnancy/maternity management program

78%

 

Maternity navigators/advocates/coordinators for benefits education and assistance

26%

 

Incentives for completion of healthy pregnancy program

27%

 

Pregnancy assessment/risk survey

56%

 

Comprehensive prenatal and postpartum health coaching and/or counseling (including counseling for tobacco cessation and weight management/maintenance)

60%

 

Access to specially trained nurses for high-risk mothers-to-be (including follow-up calls after delivery and screenings for depression)

64%

 

Digital tools and materials on prenatal care, labor and delivery, and newborn care

57%

 

Maternity checklist

53%

 

Goodie bag for expectant mothers (including prenatal vitamins, diapers, wipes, books, etc.)

20%

 

Preventive care, immunizations and screenings, as defined by the Affordable Care Act (ACA), without cost-sharing for the employee

100%

 

High-value providers that follow evidence-based guidelines for healthy pregnancies

58%

 

“Hard stop” utilization management requirements to determine whether early elective delivery or non-medically indicated C-sections are appropriate 

9%

 

Benefit navigation services to health systems with C-section rates in line with World Health
Organization (WHO) targets

11%

 

Breast pump (required by ACA with no deductible or co-pay)

100%

 

On-site health clinic

63%

Sources: Business Group on Health Employer Efforts to Support Working Parents Quick Survey. 2017; Business Group on Health Parental Benefits, Supports & Perks Quick Survey. 2018; Business Group on Health On-site Health Clinic Quick Survey. 2017.

Affordable Care Act Required Benefits

Maternity care and children’s preventive health services must be covered, as defined by the ACA. Below are preventive care services for women and young children that plans must cover in full when delivered by an in-network provider.

For Pregnant Women: All preconception and prenatal care visits; alcohol misuse screening and counseling; tobacco counseling and cessation intervention; Rh incompatibility screening; iron deficiency anemia screening; gestational diabetes screening; infection screening; breastfeeding support, supplies and counseling.

For Young Children: Gonorrhea preventive medication for the eye; screening for congenital hypothyroidism, hearing problems, phenylketonuria and sickle cell anemia; immunizations; medical history; blood pressure screening; hematocrit or hemoglobin screening; vision screening; developmental screening; behavioral assessment; height, weight, and body mass index measurements; obesity screening and counseling; oral health risk assessment; fluoride supplements for children without fluoride in their water source; iron supplements for children 6-12 months old at risk for anemia; lead screening; autism screening; tuberculosis testing; dyslipidemia screening.

Fertility Treatment

Employers have an important stake in helping employees and dependents find high-quality fertility providers. Evidence-based fertility benefits can attract key talent and decrease the risk of multiple births.

According to the Business Group’s Plan Design Survey, 71% of employers provide fertility drug coverage; however, Ovia Health’s survey revealed only 10% of women working for large employers (1,000+) are aware of fertility benefits offered by their employer.

Benefit

Large Employer Benchmark


Evidence-based medical evaluation for infertility

47%

 

Fertility drug coverage

71%

  Artificial insemination coverage 58%
 

Assisted reproductive technology (ART), including in vitro fertilization (IVF)

56%

 

Fertility preservation benefits (e.g., egg/embryo freezing)

22%

 

Financial support for for surrogacy

11%

 

No dollar limit for medications and/or medical services

31%

 

Fertility centers of excellence based on clinical outcomes, scope and breadth of reproductive services, physician credentials and experience, facility operations and staffing, and industry accreditation and affiliations

24%

 

Requirement for in-network reproductive specialists to adopt a single-embryo transfer policy to reduce the incidence of high-risk multiples, with limited exceptions

5%

 

Benefit navigation services to high-quality information and providers

51%

 

EAP and other mental health services

100%

Sources: NBGH Parental Benefits, Supports & Perks Quick Survey. 2018; NBGH 2018 Large Employers’ Health Care Strategy and Plan Design Survey. 2017; NBGH Infertility, Surrogacy and Adoption Benefits Quick Survey. 2016; NBGH Support for Caregiving Quick Survey. 2017.

Bank of America's Generous Fertility Benefits

According to FertilityIQ’s Family Builder Workplace Index, over 250 U.S. employers offer a fertility benefit, and Bank of America is one of the most generous. Bank of America provides unlimited IVF coverage and no dollar limit on employees seeking fertility treatments. In 2016 alone, approximately 2,500 employees, spouses or partners received coverage under the plan.

Voluntary Benefits

Voluntary benefits are growing in popularity for employers and employees. According to a recent Willis Towers Watson (WTW) survey, 92% of employers expect that voluntary benefits and services will be at the forefront of their strategic thinking and important to their employee value proposition over the next five years, up from 59% in 2013.

Benefit

Large Employer Benchmark


Dental insurance

99%

 

Vision insurance

91%

 

Accident insurance

52%

 

Critical illness insurance

48%

 

Hospital indemnity insurance

27%

 

Long-term disability insurance

95%

 

Short-term disability insurance

93%

 

Life insurance

98%

 

Long-term care insurance

18%

 

Personal travel accident insurance

40%

 

Identity theft insurance

9%

 

Automobile insurance

5%

 

Homeowners insurance

<5%

Sources: PwC Health and Well-being Touchstone Survey. 2017; Business Group on Health Support for Caregiving Quick Survey. 2017; SHRM 2017 Employee Benefits Survey. 2017.

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