With the rising maternity-related expenses in India, even a normal delivery in a private hospital may range from ₹60,000 to ₹2,00,000. Moreover, in the case of the cersean delivery, the price can range from ₹1,00,000 – ₹2,50,000, digging a deep hole into your employee’s pocket.
In such conditions, providing your employees with comprehensive group health medical insurance, along with reproductive health benefits, can improve their morale and increase their productivity.
In this blog, we will explore these benefits in more detail, the importance of prioritising reproductive health and how to develop a comprehensive plan for your company.
What are reproductive medical benefits?
Reproductive medical benefits refer to the healthcare support provided to employees for managing their reproductive and family planning needs. These benefits typically include coverage for fertility consultations, diagnostic tests, contraceptive care, IVF support and prenatal check-ups.
A comprehensive reproductive health benefit plan also includes maternity-related services such as hospitalisation costs, delivery expenses and postnatal care. Moreover, some employers also provide paid time off and cover the travel costs for delivery and abortion procedures.
Why should employers prioritise reproductive health benefits?
Prioritising reproductive health benefits demonstrates that you are concerned about the well-being of your workforce, not just their output. When employees feel supported during major life stages, such as pregnancy and childbirth, it leads to higher morale, loyalty and long-term retention.
Pre-natal expense coverage
Pregnancy involves multiple medical check-ups and specialised scans, such as growth scans and routine ultrasounds (only if prescribed by the doctor). These costs can add up quickly. Covering prenatal expenses ensures employees receive timely and proper medical care without financial stress.
Post-natal expense coverage
After childbirth, ongoing medical support is often required. Post-natal coverage can include doctor follow-ups and expensive medications or supplements needed for recovery and infant health.
Newborn and vaccination coverage
Comprehensive plans can also offer coverage for the baby from day one, including hospitalisation and routine vaccinations. This helps new parents manage essential, recurring health expenses during the baby’s first year.
By providing such benefits, employers foster a supportive work environment and help build a healthier, more secure workforce.
How can employers build a more comprehensive reproductive health benefits program?
Creating a meaningful reproductive health benefits programme requires thoughtful planning and an understanding of employee needs. A well-designed programme should combine medical coverage with supportive workplace policies that make the journey of planning, pregnancy and early parenthood easier.
Follow these steps to create a comprehensive reproductive health benefits program:
1. Understand employee needs
Begin by taking feedback through surveys or informal discussions. This helps identify the specific services that employees value, such as fertility support, pregnancy care or newborn coverage. Tailoring benefits to the needs of your employees ensures the programme is practical rather than one-size-fits-all.
2. Customise group health insurance
Work with insurance companies to build a plan that goes beyond basic maternity cover and includes:
- Pre-natal and post-natal care support
- Day-one baby coverage
- Cashless hospitalisation options
- Clear sub-limits to prevent heavy out-of-pocket expenses
This reduces financial stress during important family milestones.
3. Introduce supportive HR policies
Financial coverage should be paired with workplace support. That is why ensure your HR policy has:
- Paid parental leave (for both parents)
- Flexible work timings or remote work options
- Gradual return-to-work programmes for new mothers
These policies help employees balance work and family responsibilities comfortably.
4. Create awareness and accessibility
Even the best benefits programme is ineffective if employees don’t know how to use it. Conduct awareness sessions, share simple benefit guides and ensure HR support is easily accessible.
Conclusion
By choosing to invest in reproductive health benefits and group insurance, you can take a meaningful step toward building a workplace that cares for people at every stage of life. These benefits reflect empathy, foresight and respect, qualities that employees remember long after policies are introduced.
When organisations recognise the personal realities behind parenthood and health, it strengthens trust and creates a culture where individuals feel seen and supported. Ultimately, this is not just about covering medical costs; it is about shaping workplaces where employees can thrive with dignity, stability and confidence.
