The number of U.S. employers offering travel benefits for abortion is expected to double in the next few years, according to a recent study opinion polls. The findings follow the Supreme Court’s decision in Dobbs v. Jackson Women’s Health, which overturned Roe v. Wade.
The survey, conducted by Willis Towers Watson Public Limited in August, included 305 US employers with a total workforce of 4 million. More than half or 55% of respondents have a self-insured health plan, and 9% have only a fully insured health plan. The rest of the respondents had both plans.
WTW found that 35% of respondents already offer travel and accommodation benefits for abortion, while 16% plan to do so in 2023 and 21% are considering doing so.
Of those who already offer abortion travel benefits, 44% have increased those benefits, and 46% are planning or considering enhancing them in the next year or future. Another 86 percent of employers are combining travel and accommodation benefits for abortion services with other procedures, the survey found.
“As the new landscape in state law emerges, many employers are determining whether and how to support employees seeking abortion services,” said Regina Ihrke, WTW Senior Director and Head of Health, Equity and Benefits, in a statement. Press Releases“As always, their primary goal is to meet the needs of benefit plan participants, no matter what state they live in.”
Most plans have limits on abortion travel benefits: 43% have annual limits, 28% have lifetime limits, and 20% have per-occurrence limits. About two-thirds of respondents, or 64 percent, would limit spending to the IRS tax-exempt amount, WTW said.
In terms of the process itself, by 2023, 93% of employers with fully-insured plans in states that allow abortion will cover elective abortions. In contrast, 82% of employers have self-insurance plans.
But as abortion laws continue to change, employers must stay informed, said Courtney Stubblefield, WTW’s senior director of health and wellbeing.
“Dobbs’ decision raises questions for employers that are not immediately answered given the constant changes in state law,” she said. “Employers need to keep abreast of developments in order to align benefit plans with organizational goals and best meet employee benefit needs.”
Photo: ericsphotography, Getty Images
