In preparation for a meeting with a nurse, Sarah Wilson realized her knowledge of egg freezing was primarily based on misinformation from Hollywood films where eggs were simply stored in freezers and Facebook ads for private clinics. However, the topic had gained popularity among Wilson’s female friends, who viewed it as an insurance policy to maximize their options.
Wilson’s employer, Okta, a digital identity specialist, covered the cost of the egg freezing process as part of their policy that provides up to $5,000 for fertility treatments and adoption expenses. Wilson admitted that her mother was surprised that such a benefit was offered by her workplace.
According to the UK’s Human Fertilisation and Embryo Authority (HFEA), the number of egg-freezing cycles in the UK has increased significantly. In 2021, there were 4,215 cycles, which is eleven times higher than the 373 cycles in 2011. However, this still represents only a small percentage (4%) of all fertility treatments.
Egg freezing is becoming a common benefit offered by companies, including big tech firms. In 2022, 16% of US companies with 500 or more employees provided this benefit, up from 11% two years prior. Over a quarter of larger employers with 5,000 or more employees also offered it. Some companies, like Cooley and Goldman Sachs, provide extensive fertility and family-forming benefits.
Initially, tech companies, such as Apple and Facebook, received criticism for offering egg freezing benefits, as it was seen as encouraging women to delay childbearing for their careers. However, a study published in AJOB Empirical Bioethics in 2020 concluded that these offers did not pressure women to delay parenting. Women cited reasons such as not having a partner or prioritizing their social and career goals before starting a family.
A study from the Journal of Applied Psychology warned that offering egg freezing as a recruitment tactic could backfire if not communicated properly. Employers should be careful not to appear as though they are pushing for personal-life sacrifices while ensuring that employees can access the benefit. It is suggested that employers refrain from advertising this benefit to prospective employees.
Wilson’s enthusiasm for the perk indicates a potential generational shift in attitudes. Younger generations, including millennials and Gen Z, expect some level of coverage for these reproductive benefits. This shift is driven by more open discussions about fertility struggles, as seen on online platforms like Reddit.
Workplace attitudes towards private issues have also changed. For instance, UK law firm Burgess Mee introduced a fertility officer role to support employees dealing with fertility-related challenges, including trouble conceiving, miscarriage, and pregnancy leave. This shift towards openness aims to effect positive change and find better ways to support employees.
Dr. Geeta Nargund, medical director of Create Fertility, argues that offering egg freezing as a workplace benefit helps younger employees who may otherwise struggle financially. Encouraging women to freeze their eggs at a younger age increases their chances of success in the future. However, the increase in awareness and demand has also been influenced by aggressive marketing strategies by IVF clinics, egg banks, and standalone clinics, which have raised hopes beyond reason.
Ryder acknowledges that layoffs at tech companies have prompted some female employees to consider egg freezing while they still have access to the benefit. Lockdowns have also led to reevaluations of life priorities and, for some, a pause in their dating lives.
Despite the promises made in advertisements, there is no guarantee of success with egg freezing. According to HFEA, the birth rate for women using their own eggs is approximately 18%. Sarah Wilson remains realistic and views egg freezing as an insurance policy with the understanding that it may not work.
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