Biglaw

Biglaw Firm Offers New Pandemic Perks, Including Fertility And Family-Planning Benefits

Which firm just rolled out coverage and reimbursement for IVF, egg freezing, adoption, and surrogacy?

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Here at Above the Law, we know how difficult it can be to have children and successfully return to work, so we make it a habit to applaud the expansion of Biglaw firms’ parental leave programs — especially if they’re gender neutral and applicable to all firm personnel, from staff members to associates. What we rarely have the opportunity to praise are firms that offer health benefits that include fertility treatments and family-planning services — not because these benefits don’t exist, but because they’re not publicized as often as parental leave plans are.

Finding assistance to conceive a child or freeze your sperm or eggs can be complicated, the adoption process can be overwhelming, and paying for any of these things can be financially out of reach, even for Biglaw employees. That’s why benefits covering fertility and family-planning services are viewed as major perks.

Which firm is willing to step up and assist its associates and staff members when it comes to starting families? It’s Loeb & Loeb, and here’s a description of the specialized services the firm will be offering through WINFertility:

As of October 1, 2021, the firm is introducing an important new family building benefit. We have partnered with WINFertility, a specialized concierge service that provides care, education and oversight for comprehensive fertility benefit management to administer fertility benefits with or without a diagnosis of infertility; and, otherwise not covered under the firm’s medical plans. Services include in-vitro fertilization, egg and sperm freezing, adoption and surrogacy. The benefit provides for a $30,000 lifetime maximum toward these services, utilizing the guidance of WINFertility nurse care managers who offer clinical expertise and ensure you understand your benefits.

(Flip to the next page to read the full memo from Loeb & Loeb.)

These benefits — coupled with the firm’s yet-to-be announced enhanced benefits, like a staff parental leave policy, a more generous staff salary continuation policy, transitions benefits group Medicare/retirement planning, and a more robust wellness initiative — are part of Loeb’s plans to compete in the Biglaw benefits arms race to attract and retain employees.

Kudos to Loeb & Loeb on its new family-friendly suite of benefit offerings. This is something we’ll keep an eye on as firms continue to cater to work-life balance requests in the “post”-pandemic new normal. Hopefully your firm is will decide to offer important benefit policies like these soon if it’s not doing so already.

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Staci ZaretskyStaci Zaretsky is a senior editor at Above the Law, where she’s worked since 2011. She’d love to hear from you, so please feel free to email her with any tips, questions, comments, or critiques. You can follow her on Twitter or connect with her on LinkedIn.

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