As employers prepare for 2027 renewals, many will default to another annual cycle without closely examining whether their current programs are actually delivering value. But in a period of rising healthcare costs and increased scrutiny from finance and executive teams, renewal without review has become a growing risk.

For years, many benefits strategies were designed primarily around access and retention. Today, that’s no longer enough. Rising healthcare costs are forcing employers to take a more disciplined approach – one that requires benefits strategies to be measurable, defensible, and actively managed.

The question is no longer, “What do we offer?” it’s, “What is it delivering clinically, operationally, and financially?”

Too many vendors still rely on access metrics, enrollment figures, app downloads, or satisfaction scores that do little to explain whether a program is improving outcomes or reducing costs. In today’s environment, employers need a clear view of performance.

As Progyny’s 2027 benefits guide advises, a strong potential partner should be able to demonstrate:

• Clear attribution of costs savings and avoided high-cost claims
• Measurable improvements in clinical outcomes
• Transparent reporting methods
• A direct connection between care delivery and long-term cost containment

More vendors doesn’t always mean more value

Women’s health benefits that layer fertility, maternity, menopause, and other point solutions may expand access, but it rarely improves coordination, accountability, or cost control.

The women’s health benefits market is increasingly crowded with vendors that address a single issue or life stage, and while each may solve an important problem, together, they often create a fragmented experience for employees and a difficult ecosystem for employers to manage.

Vendor sprawl can lead to:

• Overlapping costs and redundant programs
• Fractured member experience
• Reduced visibility into what is and isn’t working
• Unclear ownership and limited accountability
• Greater administrative burden for HR and benefits teams

The result is often a complex benefits strategy that looks comprehensive on paper but makes it much harder to understand where cost, risk, and performance truly sit.

Ask yourself:

• Is vendor complexity masking underperformance?
• Are multiple solutions working together or against each other?
• Are we managing so many vendors we can’t hold them all fully accountable?
• Are we adding programs without improving outcomes?

Your biggest cost drivers may be hiding in plain sight

Fertility, maternity, and menopause are among the largest and least visible drivers of healthcare costs. When these needs are managed through disconnected vendors, employers often miss opportunities for early intervention, coordinated care, and prevention of avoidable high-cost claims.

An integrated approach can reduce these costs by improving care coordination, surfacing risk earlier, and creating a more connected experience across every stage of women’s health.

Programs that actively coordinate care across fertility, maternity, menopause, and related health needs are better positioned to improve outcomes while reducing long-term cost and operational complexity.

Five questions every employer should ask before renewing

As you prepare for renewal conversations or evaluate new vendors, pressure-test your current strategy with these five questions:

1. What are the greatest sources of cost and risk within this program?
2. How do you attribute ROI and cost savings to measurable clinical outcomes?
3. Are your reported results based on all members, or only a subset of data?
4. How do you coordinate care across fertility maternity, menopause, and related needs to reduce fragmentation?
5. What ongoing reporting, benchmarking, and performance reviews do you provide between renewals?

The strongest partners should be able to answer these questions clearly and confidently.

What accountability should look like

Accountability isn’t a once-a-year conversation. Strong vendor partnerships should include:

• Standardized reporting tied to clear outcomes
• Member-level insights and benchmarking
• Ongoing performance reviews, not just renewal discussions
• Transparency into where costs are rising, risks are emerging, and intervention is working
• A commitment to continuous optimization over time

Employers should expect more than selective reporting and success stories. Strong partners provide transparent, member-level reporting, benchmark performance over time, and demonstrate results across their full population, not just a small sample. Progyny independently validates outcomes across all member data rather than relying on self-reported results or a subset of members. Transparency gives employers confidence that reported outcomes are real, repeatable, and directly connected to value.

Cost management requires active partnership, not passive purchasing

As healthcare costs rise, employers can’t afford a “set it and forget it” approach to benefits. The most effective strategies actively manage care delivery, simplify the vendor ecosystem, and focus on long-term sustainability.

Organizations that take a proactive, integrated approach are better positioned to control costs, improve clinical outcomes, reduce operational complexity, and defend benefits investments to finance and executive teams.

Before your next renewal conversation, ask whether your current partners are helping you control cost, reduce risk, and deliver measurable value – or are they making it harder to see what’s working and what isn’t.

Ready to test your current approach?

Learn how benefits teams are containing costs and transforming women’s health with Progyny’s integrated model.

And, when you’re ready to start evaluating your fertility and women’s health vendors, check out our strategic benefits planning guide.

The post Don’t just renew—review! Key questions for vendor accountability appeared first on Progyny.

Each year, The Conference Board’s Employee Health Care Conferences bring together a wide range of perspectives from across the employer health landscape. What stood out this year wasn’t just what’s changing, but how quickly expectations are shifting. Across sessions and conversations in New York and San Diego, a few themes came through clearly.

Here are three takeaways that stood out to me.

1. Employers are shifting toward greater accountability

For years, the focus was on adding more. More programs. More vendors. More solutions intended to support an increasingly complex workforce. That approach is evolving.

Employers are still investing, but with a more disciplined lens. The conversation is shifting from adding solutions based on perceived gaps to selecting partners that can demonstrate clear value.

As a result, employers are asking a different set of questions. Not just what else can we offer, but what is actually working? Where are we seeing measurable outcomes? How are we managing total cost of care?

There is growing pressure to ensure that every dollar spent is tied to impact. That means moving beyond utilization as a proxy for success and focusing on clinical outcomes, employee experience, and long-term cost management.

This isn’t about doing less. It’s about doing what works and holding every part of the ecosystem accountable for results.

2. Fragmentation is becoming a liability

Benefits ecosystems have grown increasingly complex. What started as targeted solutions to address specific needs has, in many cases, turned into a fragmented experience for employees and an operational challenge for employers. That fragmentation is no longer sustainable.

Employers are reaching a point where disconnected programs create more friction than value. Employees are left to navigate multiple entry points, inconsistent experiences, and unclear care pathways. The shift now is toward integration.

Organizations are looking for ways to connect data, navigation, and care delivery into a more unified model. One that feels seamless to the employee and is measurable from a business perspective. Because when systems are connected, access improves. Decisions are made earlier. And outcomes follow.

3. AI is only as valuable as the care model it supports

There’s no question that AI is reshaping the conversation, but the most grounded discussions were not about replacing care. They were about improving it.

The real opportunity is in how AI is applied. When used responsibly, it can help identify risk earlier, guide employees to the right care at the right time, and support more personalized decision-making.

At the same time, there was clear recognition that healthcare is deeply human. Moments like navigating fertility, pregnancy, loss, the NICU, or managing chronic conditions require more than technology.

The organizations seeing the most impact are not choosing between technology and human support. They’re combining both. AI can strengthen the system, but it’s the care model around it that ultimately determines the outcome.

What this means moving forward

The throughline across these conversations is a clear shift in mindset. Benefits are no longer being evaluated as a collection of programs. They’re being evaluated as a strategy. One that must balance cost, outcomes, and experience. One that must work across the full employee lifecycle. And one that must stand up to increasing scrutiny from both leadership and the workforce.

What stood out at The Conference Board’s Employee Health Care Conferences this year is how aligned employers are on the need for change. The question now is how quickly organizations move from recognizing these shifts to operationalizing them.

Employers have an opportunity to move beyond fragmented, episodic approaches and build models that are integrated, outcomes-driven, and designed around how people actually experience care.

That shift is not just operational — it’s strategic. For organizations that get it right, the impact is measurable. Better outcomes. More predictable costs. And a workforce that feels supported in moments that matter. That’s where the conversation is going, and where the real opportunity is ahead.

The post 3 Takeaways from The Conference Board’s 2026 Employee Health Care Conferences appeared first on Progyny.

The women’s health benefits market has expanded rapidly and become increasingly fragmented. As workforce needs have evolved, many benefits leaders have found themselves caught in a cycle of adding new vendors in an effort to keep up. 

While well-intentioned, this approach has created new challenges. Vendor management has become complex, and the impact of these solutions is difficult to measure due to siloed platforms and a lack of member-specific outcomes data. 

This challenge is especially pronounced in women’s health — a complex, longitudinal area of care that spans multiple life stages, conditions, and care settings. Without a more integrated approach, it becomes even harder to deliver meaningful outcomes or understand what’s truly working. 

Why fragmented women’s health benefits are falling short 

While many vendors have expanded to offer broader solutions, most still operate within disconnected systems and experiences. The result is a fragmented ecosystem that places the burden of coordination on both employees and benefits leaders. 

For employers, managing these solutions can be complex: 

• Multiple vendor relationships, contracts, eligibility rules, and claims processes

• Limited visibility into outcomes and siloed data, making it difficult to assess value and ROI

• Increased administrative burden from managing disconnected experiences

For employees, fragmentation can make an already emotional and complex experience feel even more challenging. According to Progyny research, many report spending more time than expected trying to understand costs and coverage, navigate authorization requirements, and manage treatment logistics, all while facing the stress of potentially spending money on ineffective treatments or medications.  

Increased costs and reduced outcomes 

When care isn’t coordinated, employees are more likely to delay treatment, disengage from available resources, or miss opportunities for earlier intervention. Disconnected fertility and maternity support can contribute to higher-risk pregnancies, more avoidable complications, and increased medical spend.  

These poorer outcomes drive higher costs for both employees and employers. At the same time, siloed programs make it difficult for employers to identify trends, intervene earlier, and understand what is driving costs across their population. 

Integrated care models create a different dynamic. With connected care journeys, employers gain a more complete view of member needs and can better support earlier, more proactive care. 

The future is coordinated, outcomes-driven care

A unified women’s health benefit influences employee satisfaction, productivity, retention, and workforce participation. It also shapes how employees perceive their employer and whether they feel supported during critical life moments.  

The most effective models share several characteristics: comprehensive care across life stages, human-led support, transparent reporting, and accountability for outcomes. 

Progyny’s integrated solution delivers this through: 

• One trusted partner across fertility, maternity, menopause, and related care needs

• Access to specialized, high quality provider networks

• Human-led care, navigation, and coaching

• Technology-enabled navigation and insights 

• Robust, transparent data, reporting, and performance measurement 

• Accountability for both member experience and clinical outcomes 

Progyny members work with a dedicated Progyny Care Advocate who understands their history, helps them navigate care, and connects them to the right providers and support at the right time. 

The result is a better member experience and stronger outcomes. Progyny members experience: 

The future of women’s health benefits is not a collection of disconnected programs. It’s an integrated strategy designed to improve employee experience, strengthen outcomes, and deliver measurable business value. Employers that make the shift now will be better positioned to support their workforce — and compete for talent — in the years ahead.  

The post The future of women’s health benefits is integrated care appeared first on Progyny.

By Russ Freyman, Group Vice President, Mid-Market Sales, Progyny 

Family building benefits have become table stakes. But for mid-sized employers, they’re also becoming a major source of complexity and risk, as benefit leaders are being asked to deliver enterprise-level benefits without enterprise-level resources.

If this isn’t difficult enough, today’s employee base is more informed and opinionated than ever about their health and wellness needs. I’ve spoken to candidates and former colleagues, for example, who won’t even consider joining an organization that does not adequately support family building.

Meeting the needs of employees while ensuring benefit programs do not break the bank has led many organizations to add a patchwork of point solutions, each of which comes with their own set of promises. Unfortunately, these additions also create unintended complexity, like:

• Operational strain, as HR teams juggle multiple vendors and solutions;
• Limited visibility into what’s actually driving healthcare spend;
• Inconsistent employee experiences, forcing individuals to navigate complicated, high‑stakes decisions on their own.

And when the data from various solutions doesn’t talk to one another, it becomes just about impossible to:

• Evaluate quality;
• Identify opportunities for early intervention;
• Predict and manage future costs.

Fragmentation doesn’t only create administrative burden for under‑sized HR teams; it also increases financial risk, limits cost predictability, and leaves employees searching for the right level of care during some of the most emotional and complicated moments in their lives—when clarity and support matter most.

Most mid-sized employers with whom I speak recognize these issues, but unraveling the status quo and finding something better is not necessarily simple. This is where an integrated approach makes a meaningful difference. By bringing women’s health, family building, and high‑risk maternity together, Progyny can help mid-sized employers reduce complexity and program spend while delivering a more seamless experience for employees.

Want a deeper look?

Dive deeper here and download The case for an integrated model explainer for a clear breakdown of today’s challenges and a framework for simplifying family building and women’s health benefits.

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As healthcare costs continue to rise at the steepest rate in more than a decade, employers are being forced to rethink how benefits strategies are evaluated, defended, and sustained. In this environment, women’s health has emerged as a critical employee priority and a significant financial lever, influencing maternity costs, chronic conditions, productivity, retention, and long-term medical spend. 

In the past, many benefits strategies were built primarily for access and retention. Planning for 2027 will require a sharper focus on performance. 

From access to accountability  

Women’s health is multifaceted, spanning reproductive years, family building, maternity, menopause, chronic conditions, and preventive care. Too often, employers address this complexity by layering solutions, which expands access without improving coordination, outcomes, or cost control.

This results in a fragmented ecosystem that increases administrative burden, obscures ROI, and allows risk to accumulate quietly rather than appear as an immediate crisis. 

For 2027, the question is no longer: “What do we offer?” It is: “What does this deliver (clinically, operationally, and financially)?” 

Why performance must be measurable to be defensible

In a budget-constrained environment, benefits decisions must be able to withstand review from finance leaders, consultants, and executive teams. Programs that rely only on engagement metrics or self-reported satisfaction are difficult to justify.

Strong women’s health strategies leave visible signals:

• Clear attribution of cost containment and avoided high-cost claims

• Measurable improvements in clinical outcomes and risk mitigation

• Simplified operational processes

• Accountable and transparent reporting that supports forecasting and long-term planning

These signals distinguish programs that actively manage cost and risk.

Where cost containment and high member value meet

The greatest opportunities for value in women’s health are in areas that influence the severity, duration, and downstream cost of care. Fertility, maternity, and menopause consistently represent outsized financial exposure when left unmanaged or fragmented across vendors.

Solutions that deliver high quality, equitable care across life stages while coordinating navigation, clinical oversight, and reporting are better positioned to reduce quiet inefficiencies that compound over time.

A framework for asking better questions in 2027 planning

To help employers and consultants navigate this shift, Progyny has developed a strategic planning guide that outlines 10 essential questions to ask during benefits planning sessions, along with guidance on what strong answers should include. 

Rather than focusing on features or access alone, the framework is designed to help organizations evaluate: 

• Where the largest cost and risk drivers truly sit 

• How outcomes and ROI are measured and attributed 

• Whether vendor sprawl is diluting performance 

• How care is delivered, coordinated, and supported at scale 

• What signals indicate readiness for sustainable cost control 

This guide supports disciplined, defensible decision-making and will help organizations pressure-test whether their current strategy is built for the realities of 2027.

The strongest benefits strategies are not defined by the number of programs offered. They are defined by how clearly performance, outcomes, and financial impact can be measured, managed, and sustained over time.

As employers prepare for 2027, asking better questions is the first step toward building a women’s health strategy that delivers both measurable ROI and meaningful employee impact. 

Sign up to get the guide

Download Progyny’s guide, Strategic questions for 2027 benefits planning: Driving value amid rising healthcare costs, and use it to support your next planning conversation.

The post What questions should employers ask when planning women’s health benefits for 2027? appeared first on Progyny.

The differentiator that matters most is outcomes. And outcomes require a partner that can deliver proven, repeatable clinical results at scale.  

Why independent, verified outcomes matter  

Engagement rates or survey results do offer directional insight, but they’re not true outcomes metrics. Benefits and finance leaders need verifiable proof that a program leads to healthier pregnancies, fewer complications, and reduced high-cost claims. 

Progyny is the only solution to independently validate outcomes for its entire Book of Business and all members, without common reporting pitfalls such as sample bias, self-reported data, and projections. Progyny outpaces national benchmarks on every key marker of fertility success:

• 12% higher pregnancy rate per IVF transfer 

• 21% lower miscarriage rate 

• 23% higher live birth rate among embryo transfers 

• 41% fewer retrievals per live birth 

• 22% higher single embryo transfer (SET) rate 

• 61% lower IVF multiples rate 

These outcomes directly influence the cost curve and give consultants and employers transparent results they can apply to budget planning. Higher success rates, fewer multiples, and a shorter time to pregnancy reduce the medical severity and total cost per birth at a time when maternity costs are surging and plan expenses are projected to rise 6–9% in 2026. 

Outcomes over add-ons  

A significant portion of the women’s health market is made up of point solutions, functioning as add-ons, increasing administrative complexity without meaningfully reducing the number or severity of high-risk episodes. 

Progyny takes the opposite approach. Its model is the only one to manage cost for the entire benefit, with an outcomes-driven benefit design, managed network of top providers, integrated Rx, specialized utilization management (UM), and clinically integrated member support, ensuring that clinical outcomes are what drive value. 

How Progyny’s model manages the total cost of care 

Progyny’s benefit is engineered to function as a cost trend lever, not an incremental benefit. Several components work together to reduce spend across the fertility-to-maternity continuum: 

1. Outcomes-built benefit design reduces treatment intensity and medication costs 

Smart Cycle bundling includes all necessary services, medications, and testing for a treatment episode, eliminating the incentive to cut corners or repeat ineffective care. Better outcomes mean: 

• Fewer treatment cycles 

• Fewer medications 

• Lower utilization and reduced waste 

• Faster path to healthy pregnancies

2. Direct contracting, a tightly managed provider network, and UM ensures/manages quality 

Progyny maintains the industry’s largest actively managed women’s health network — over 1,100 providers at over 650 locations — with NCQA-accredited credentialing, best-practice standards, and transparent outcomes reporting.

Additionally, Progyny’s UM approach enables adherence to clinical best practice which drives optimal outcomes and cost savings. 

3. Progyny Rx reduces medication waste and drives increased savings

Progyny applies unique waste‑management protocols that save employers an incremental 10% by dispensing medications based on real‑time dosing needs rather than bulk prescriptions. This ensures members receive only what’s necessary while minimizing excess medication and reducing overall spend. 

4. Connected Progyny Care Advocate (PCA) coaching mitigates risk early and reduces downstream medical spend 

Dedicated PCAs who are licensed nurses, clinical social workers and other experts with clinical and/or occupational experience and proactively support members, facilitating seamless coordination with in-network providers while delivering concierge-level support and reducing avoidable complications that drive the highest-cost claims. 

5. A single accountable partner improves visibility and vendor efficiency 

Progyny consolidates multiple women’s health needs — from preconception through postpartum and menopause — into one integrated, outcomes-centered model. This strengthens reporting, simplifies administration, and ensures cost control across the entire journey. 

Progyny’s model results in consistent, repeatable outcomes, not variation that inflates cost and complexity. Simplification without compromise is possible when a single accountable partner is responsible for outcomes, cost management, and member experience.  

Progyny isn’t an add-on; it’s an outcomes engine that helps employers control spend where it matters most.  

The post How fertility outcomes reduce high-cost maternity claims —and help employers bend the 2026 trend appeared first on Progyny.

As the year comes to a close, many benefits leaders are taking a moment to reflect — not just on the programs they’ve implemented, but on the impact those programs have had on people’s lives. What often gets missed in the day-to-day is the quiet gratitude employees feel when they’re supported during some of their most meaningful moments. 

Across the organizations we partner with, employees consistently share how deeply women’s health and family building benefits have shaped their journeys — and how thankful they are for the teams who made that support possible. 

What employees are thankful for 

Employees often tell us how comprehensive women’s health and family building support changed their experience — not because everything was easy, but because they never had to navigate it alone. 

What our members have told us:

These are moments that stay with employees, shaping how supported they feel at work. And standing behind these moments are the benefits leaders who championed the right support at the right time.

Why benefits leaders can be proud of the impact they’ve made

Behind every meaningful employee experience is a benefits leader who pushed for something better — someone who understood that continuity, personalization, and access aren’t just “features” but lifelines when employees need them most.

Benefits leaders who deliver the strongest impact are the ones who champion programs built around what employees need. Best-in-class women’s health and family building benefits include:

• High quality care and support across life stages
• Dedicated care advocates and smart technology that guide members step by step and connect them to the right care at the right time
• Transparent and detailed patient-level reporting that helps employers track outcomes
• Equitable access so every employee can get the support they deserve

When benefits are designed this way, employees feel the difference—and many share their appreciation directly with their HR and benefits teams.

What our clients have told us:

These moments of gratitude are a powerful reminder: benefits leaders aren’t just managing programs — they’re shaping life-changing experiences.

Looking ahead: Building on what works

As we look to 2026 and beyond, employers are thinking holistically about health and well-being, prioritizing benefits that bring simplicity and meaningful impact to employees’ lives.

What’s working today is clear. Connected, member-first women’s health and family building programs create healthier families, more supported teams, and workplaces grounded in compassion.

Gratitude isn’t just a reflection of what went well — it’s guidance for where to continue investing.

Continue the conversation

Progyny’s integrated approach delivers personalized care, measurable outcomes, and meaningful support across life stages — helping benefits leaders create healthier, better-supported workforces.

The post The gratitude benefits leaders don’t always see — but deserve appeared first on Progyny.

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.

The post What are the most cost-effective family building benefits for self-insured employers? appeared first on Progyny.

In women’s health and fertility, bold claims are common – but proof is rare. When I am talking to plans, I hear that most our competitors claim that it’s standard now for REI’s to do single embryo transfer (SET) or that our competitors have outcomes too but it’s a limited subset of self- reported data. They commonly leave the asterisk out or forget it. Many solutions share impressive numbers, yet too often those results are based on cherry-picked sample or limited subsets of members. Without denominators, the full population behind those numbers, results simply aren’t grounded in reality… 

At Progyny, we take a different approach. 

The only outcomes report of its kind 

For a decade running, Progyny has published a comprehensive, independently validated, fully transparent Fertility Outcomes Report that reflects our entire book of business. No samples. No selection bias. Just complete, transparent results. 

Here’s what sets Progyny apart: 

• Data from every member, every clinic. No cherry-picking, just full visibility 

• That means more than 19,000 transfers annually 

• Independent 3rd party validation, which is trusted by health plans, trusted by employers, trusted by clinicians 

• Integrated, member-centered care that is proactive, personalized, and proven 

• Transparent reporting. Health plans receive clear data on engagement, spending, and outcomes specific to their population, their members, their goals 

Did you know?

Why it matters for health plans 

For health plans, confidence in your benefits strategy matters. With Progyny, you can: 

• Ensure broad access for every member, every journey, and every need –  not just for a subset of users 

• Achieve better clinical outcomes while managing costs 

• More healthy pregnancies, more healthy babies, and fewer treatments. 

• Deliver an improved member experience during one of life’s most meaningful journeys 

Setting the standard for women’s health benefits 

What matters to us is achieving the best outcomes possible. So every step we take is by design to deliver the most value. We’re built within the health plan ecosystem, not layered on as a point solution, making our model more accessible, more accountable, and more effective. Our focus on transparency and credibility ensures you see the full impact of your investment. Always. 

You don’t just get claims- you get proof. And proof translates into healthier members, smarter spend, and stronger results. 

Explore the 2025 Outcomes Report to see how Progyny delivers validated results for health plans and members. 

The post Proven Outcomes, Backed by Independent Validation appeared first on Progyny.

Comprehensive solutions like Progyny help employers reduce healthcare spend and improve outcomes by starting care early, managing risk proactively, and supporting members through every stage of family building.

Why family building benefits matter for cost control  

Many of the most expensive aspects of maternity care (complications, late diagnoses, and high-intervention births) are linked to preventable conditions and missed opportunities for early intervention. When employees receive timely, coordinated support, employers see better outcomes and predictable costs. Download our maternity costs explainer.

Top drivers of maternity spend (and how to reduce them)

1. Late engagement in maternity programs

Traditional maternity programs often don’t engage until midway through pregnancy —  after the most critical window for prevention has passed. By then, opportunities to prevent complications and manage costs from the start are lost.  

Progyny’s approach: 

• Starts with preconception care and early engagement 

• Connects members with a Progyny Care Advocate (PCA) before they begin trying to conceive 

• Helps members manage risks and begin pregnancy from a healthier place 

Results:

• 12% more pregnancies per IVF transfer 

• 21% fewer miscarriages 

• 23% more live births 

2. Unmanaged or undiagnosed chronic conditions 

Chronic conditions such as PCOS, endometriosis, diabetes, and autoimmune disorders are increasingly common among women of reproductive age. When left unmanaged before pregnancy, they drive higher rates of complications, high-risk births, and costly interventions.  

Progyny’s approach: 

• Simplifies care with a single point of contact 

• Connects members to an actively managed network of women’s health specialists 

• Enables earlier diagnosis and continuous management 

3. Fragmented fertility and maternity care 

Disconnected fertility, pregnancy, and postpartum benefits lead to poor handoffs, duplicated care, and unnecessary costs. 

Progyny’s approach: 

• Offers connected, continuous care across the reproductive journey, from preconception through postpartum  

• Includes access to doulas, lactation consultants, and return-to-work planning 

• Improves continuity, satisfaction, and clinical outcomes 

4. Delayed family building and advanced maternal age 

As employees wait longer to start families, they face increased age-related risks and complex care needs that can result in high-cost care.  

Progyny’s approach: 

• Builds personalized care plans for each member that address their unique needs 

• Pays for outcomes, so employer dollars toward high-value support 

• Ensures access to a network of fertility specialists  

5. Unaddressed mental health needs 

Emotional wellbeing directly affects health outcomes and costs. Untreated perinatal anxiety, postpartum depression, and infertility-related stress have financial consequences and can increase absenteeism. 

Progyny’s approach: 

• Embeds emotional and mental health support into every stage of care a member may be navigating, whether they’re in the midst of fertility treatments, pregnancy, or postpartum 

• Offers one-on-one guidance alongside medical treatment 

When to take action 

You don’t have to wait for maternity costs to surge before acting. Progyny’s solution delivers industry-leading results. Employers who invest in women’s health through Progyny are seeing a cost avoidance of 25 to 30%, along with:  

• More healthy pregnancies 

• Fewer high-risk births 

• Reduced NICU admissions 

The bottom line 

For self-insured employers, cost-effective family-building benefits aren’t about spending less — they’re about spending smarter. By partnering with Progyny, you gain a proactive women’s health strategy that improves outcomes, enhances employee satisfaction, and keeps costs predictable. 

Let’s connect to explore how leading employers are tackling maternity spend earlier and more holistically, as part of a larger cost containment strategy that delivers healthier outcomes, stronger engagement, and a better experience for employees and their families.  

The post How can your company reduce maternity costs with family building benefits? appeared first on Progyny.