Transforming Operations in 2025: Insights from Rippling and Carrot Fertility

In an era of rising healthcare costs and evolving workplace requirements, HR teams face mounting pressure to adapt while delivering exceptional employee experiences. To address these challenges, industry leaders, Carrot Fertility and Rippling, recently reviewed modernizing benefits administration and compliance.

The Evolving Business Landscape

Organizations in 2025 face unprecedented challenges in benefits administration and adhering to ongoing changes. State mandates continue to evolve, creating a complex patchwork of requirements that often vary by jurisdiction. Traditional benefit structures often fall short, leaving gaps in coverage and creating administrative headaches for HR teams.

For multinational organizations, compliance isn't just about meeting U.S. state mandates—it also means aligning with international labor laws that may dictate employer-sponsored fertility coverage, such as those in the EU or APAC regions.

The reality is that HR's job isn't primarily to do compliance—it's to build great workplaces and support employees. When done well, compliance builds trust and confidence among employees. They know their rights are respected—paid leave, overtime pay, or healthcare entitlements and choices. They don't have to hear, "Wait wait, you get what kind of family planning benefits in France?" from their manager. They can be productive and focused rather than burdened by administrative back-and-forth about their entitlements.

It is clear that supplemental and dual coverage options have become essential tools for organizations seeking comprehensive fertility benefits while remaining compliant with state mandates. These solutions help bridge coverage gaps and ensure employees receive consistent support regardless of location or demographic profile.

Landscape Snapshot

State-Level Requirements:

• Complex state mandate variations
• Enhanced coverage requirements
• Multi-state employment considerations
• Regional benefit compliance, particularly in fertility coverage
  *Due to ERISA preemption, state mandates only apply to fully-insured health plans.

Global Business Requirements:

• EU and APAC labor law alignment
• International fertility coverage mandates
• Cross-border compliance management
• Regional policy implementation

Traditional benefit structures often fall short, creating coverage gaps and administrative challenges for HR teams. Our experts emphasize how supplemental and dual coverage options have become essential tools for organizations seeking comprehensive fertility benefits while maintaining compliance.

Breaking Down Implementation Barriers

“There are a lot of rules and restrictions in place where we really don't have a lot of say. Carrot is really flexible and provides a way to make services that are not available on a traditional medical plan accessible to everybody, regardless of their sexuality, age, or gender." - Liz Sallie, Senior Manager, Global Benefits at SeatGeek 

Succeeding amidst evolving employee benefits landscapes in 2025 includes innovation eliminating traditional restrictions. With uniquely suited solutions to meet the ever-changing demands and needs of today, Carrot Fertility addresses common barriers related to: 

• Geographic limitations
• Demographic restrictions
• Coverage gaps
• Access to care

Technology as a Strategic Enabler

Where do organizations access, store, and effectively use employee data? Rippling's unified platform works with specialized providers like Carrot to streamline benefits administration. 

Through tools including E-Verify, HR Help Desk, and Compliance 360, the all-in-one platform enables:

• Automated compliance updates and monitoring across systems
• Real-time policy management
• Process standardization
• Enhanced data visibility and coverage verification
• Improved employee experience

Implementation Framework

Forward-thinking organizations must address several key at-risk areas of change.

Leveraging technology and data-driven insights with Rippling, organizations can offer more inclusive and accessible fertility benefit solutions, like Carrot, while reducing administrative complexity.

Organizations should focus on:

Strategic Assessment:

• Current coverage evaluation
• Technology infrastructure review
• Compliance requirement planning
• Success metrics development
• Employee engagement strategies

Growth Preparation:

• Industry trend analysis
• Scalable system implementation
• Automation tool deployment
• Training program development

Data-Driven Strategic Planning

Employers and HR leaders know the importance of leveraging data analytics in benefits administration. Modern platforms provide unprecedented insight into: 

• Benefit utilization patterns
• Cost management opportunities
• Employee engagement metrics
• Compliance risk factors
• Return on benefits investment

These data-driven insights enable organizations to make more informed decisions about benefits programs while reducing administrative burdens through automation. HR doesn't want to get caught in compliance issues, and with Rippling's integrated solutions, they don't have to.

Looking Forward

As organizations continue to compete for talent and navigate complex regulatory requirements, integrating specialized benefits with unified technology platforms becomes increasingly crucial. 

By automating compliance tasks and providing easy-to-use tools through solutions, organizations can focus on what matters most: building great workplaces and supporting their employees. This empowers businesses to expand with confidence while maintaining compliance across all jurisdictions.

This resource is for informational purposes only and does not constitute legal or compliance advice. Organizations should consult legal professionals for specific guidance.

This resource serves as a strategic guide for HR leaders, Benefits Brokers, Consultants, and Operations Executives looking to enhance their benefits offerings while simplifying administration and ensuring compliance in 2025.

This blog is based on information available to Rippling as of February 24, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.