The most cost-effective family building benefits for self-insured employers are those that proactively manage care across all paths to parenthood while improving outcomes for employees. Comprehensive programs like Progyny reduce healthcare spend and increase retention by optimizing care early, preventing high-cost complications, and delivering predictable costs for employers.
Why women’s health benefits make financial sense
With healthcare costs expected to rise more than 8% in the next year, women’s health benefits have become a financial strategy, not a perk. These programs drive measurable ROI by:
- Reducing healthcare costs
- Increasing productivity
- Supporting employee retention
Self-insured employers gain better control over spend when benefits are integrated, data-driven, and focused on proactive care rather than reactive treatment.
Top cost drivers for employers
Three common cost drivers — burnout, absenteeism, and attrition — increase significantly when women’s health needs go unaddressed:
- 83% of people facing infertility consider leaving their employer due to inadequate benefits.
- 18% of mothers change jobs or leave the workforce each year.
- 59% of menopausal women report missing work because of symptoms.
These numbers highlight a clear opportunity: supporting women through every stage of their health journey isn’t just good for morale — it’s a measurable retention and productivity strategy.
How integrated benefits lower spend and improve outcomes
Unmanaged fertility and maternity benefits can lead to multiple births, costing up to four times more than single births. Traditional “dollar cap” programs often result in fragmented care and unpredictable spending.
Integrated solutions like Progyny change that. Progyny’s approach emphasizes:
- Early engagement and preconception optimization
- Outcome-based fertility treatment
- Expert, ongoing support that goes beyond an app
This proactive model keeps low-risk individuals low risk, leads to healthier pregnancies, and reduces long-term healthcare spend.
The value of early and continuous care
An integrated benefits program encourages women to seek care earlier and navigate it effectively. Early care results in fewer complications and reduced downstream costs.
- 80% of maternal morbidity factors are preventable with early intervention and education.
- One in six people globally face fertility challenges.
- Centralized menopause support can significantly reduce unnecessary urgent care and specialist visits.
- Three out of five women miss work due to menopause symptoms.
By addressing needs before they escalate, employers can control costs while improving health outcomes and satisfaction.
How to make the case to your CFO
When discussing women’s health benefits with leadership, position the investment as a cost-control strategy, not a new expense. Fertility-related costs are often hidden across categories, but proactive management delivers transparency and predictability.
When you show the numbers, highlight preventable costs, and connect the dots between healthier employees and lower claims, the ROI is clear. Well-managed, data-backed benefits are designed to keep employees engaged and supported.
The bottom line
Cost-effective family building benefits don’t cut corners — they cut costs smartly by improving outcomes and optimizing care. Progyny partners with self-insured employers to deliver integrated women’s health benefits that drive better outcomes for employees and measurable savings for organizations.
Let us help you make the financial case
For more tips, including data, proof points, and essential questions to ask your CFO, download our full business case and guide explaining how a centralized, life-stage approach to women’s health redefines ROI.