UNITEDHEALTHCARE
By Rebecca Madsen
The U.S. continues to face largely preventable maternal health challenges. While these issues are often discussed as public health concerns, they also carry implications for employers and those impacted. Complications during pregnancy and childbirth are not only stressful for the mother and her family, but also show up as higher medical claims, longer recovery times, and unplanned leave. As benefit leaders look for ways to support their employees while managing rising health care costs, coverage for doula services is now a fantastic option that is entering mainstream employer benefit options.
What doulas do and why it’s different
Doulas are trained, non-clinical coaches who provide continuous support before, during, and after childbirth. They do not replace medical care. Instead, they complement it by helping individuals understand their options, prepare for key moments, and feel supported throughout the experience.
In practice, that might mean helping an employee prepare questions before a prenatal visit, explaining what to expect during labor in plain language, offering reassurance during stressful moments, or supporting recovery and adjustment after birth. By focusing on education, communication, and emotional support, doulas can help people feel more confident and informed when navigating the healthcare system.
What the data shows and why it matters for employers
A growing body of research links doula support with meaningful improvements in maternal health outcomes. Studies associate doula services with roughly a 50% reduction in cesarean delivery rates. Approximately one in three U.S. births currently occurs via cesarean, a procedure that costs about twice as much as vaginal delivery.
Doula support has also been associated with lower rates of preterm births and fewer NICU admissions. Preterm births carry medical costs roughly 10 times higher than full-term deliveries.
On the mental health side, one in five women experience pregnancy-related mental health conditions. Research has shown a 57% decrease in postpartum anxiety and depression among those who worked with a doula.
Complications like surgical deliveries, NICU stays, and untreated maternal mental health conditions can represent significant cost drivers of maternity care, and they often extend the physical and emotional recovery period for employees navigating a major life transition.
Where health plans come in
As doula services become more common within employer-sponsored plans, employers have a new opportunity to help support maternal health. UnitedHealthcare recently announced the national expansion of its doula offering, now available to members enrolled in eligible health plans through their employer. These types of offerings signal a broader shift toward maternity benefits that help support employees during critical life moments and also help address costly complications, mental health challenges, and workforce disruption tied to pregnancy and childbirth.
To learn more: Doula Support benefit now available to eligible members
“Research has shown a 57% decrease in postpartum anxiety and depression among those who worked with a doula.”
Rebecca Madsen is the Chief Executive Officer of Advocacy, Behavioral and Clinical for UnitedHealthcare. During her nearly 30 years at UnitedHealthcare, Ms. Madsen has held a variety of leadership positions spanning P&L management, strategy, data and analytics, product development, marketing, and operations. In addition to her current role, roles she has held include Chief Consumer Officer, Chief Operating Officer for the Northeast Region, and National Chief of Staff. In these positions, Ms. Madsen has had a passionate commitment to serving people throughout their health care journeys, enhancing experiences, driving affordability, and engaging consumers to help them get the care they need. She holds an MBA in Health Care Management from The Wharton School, University of Pennsylvania, where she was also a Teaching Assistant, and a Bachelor of Arts degree in History of Science with Mathematics from Princeton University.
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