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 with no co-pay
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
Lactation consultation with no co-pay
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:
This includes at least one ESHP or supplement that offers telehealth and in-person therapy plus an EAP that is available to all employees
This includes income-based premium plans, co-pay only plans, HDHPs with a funded HSA, or free employee-only plans
This includes at least one of the following: 2 week advance scheduling, shift-swapping, no on-call shift schedules, managers check worker preferences
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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