Criteria for becoming a RMH@Work Leader

A New Accreditation Recognizes Companies that Meet a High-Standard for Reproductive & Maternal Health Benefits and Workplace Policies 

Companies that offer the following workplace policies and healthcare benefits can qualify as RMH@Work Leaders*.

At least one employer-sponsored health plan or supplement covers:

  • The ACA contraceptive provisions 

  •  Fertility diagnostics, IUI and IVF with ASRM eligibility (ASRM must be in place in 2026)

  • Mental health benefits (footnote 1)

  • Medically-necessary and elective abortion plus a travel reimbursement benefit administered by a third-party vendor (3rd party vendor must be in place by 2026)

  • In-network midwifery care 

  • ACA eligibility and affordability requirements

  • Offer some innovative pricing mechanism (footnote 2) for one or more ESHP

  • Offer a FSA or HSA to all eligible employees

Workplace policies cover the following for all workers:

  • Paid sick leave (at least one hour earned for every 30 hours worked) 

  • Paid bereavement leave that explicitly covers pregnancy loss

  • Six (6) weeks of paid parental leave that is gender and caregiver agnostic with an additional two-weeks (at least 8 weeks) paid leave for birth-givers

  • Compliance with PUMP Act requirements that ensure workers are provided as “many as needed” paid pumping breaks and have access to a dedicated room with a door-lock

  • Shiftwork best-practice policies are in place (footnote 3)

  • Best-practice policies for benefits communications (footnote 4) are in place

    *As of June 1, 2025. RMH Compass may amend the criteria for certification. Be sure to revisit the criteria as you work toward accreditation.

Detailed Footnotes:

  1.  This includes at least one ESHP or supplement that offers telehealth and in-person therapy plus an EAP that is available to all employees

  2.  This includes income-based premium plans, co-pay only plans, HDHPs with a funded HSA, or free employee-only plans

  3.  This includes at least one of the following: 2 week advance scheduling, shift-swapping, no on-call shift schedules, managers check worker preferences

  4.  This includes at least 3 of the following: Resource portal and handbook is reviewed and updated annually or whenever a change is made to plan benefits; Resource portal and handbook outlines all benefits available to workers; Resource portal and handbook provides clear and specific instruction on how benefits are accessed/utilized via third-party vendors; Resource portal and handbook includes contact information for all third-party vendors so workers understand how to confidentially access the benefit; Resource portal and handbook includes language that clarifies how data will be kept confidential and safe for health-related benefits

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Gathering Documents for RMH Compass Survey Validation

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Why It’s Time to Include Pregnancy Loss in Your Bereavement Leave Policy