Following the administration’s recent announcement that the Food and Drug Administration (FDA) will act on a potential prescription treatment for speech-related symptoms associated with autism, employers are now positioned to consider how to strengthen their support for employees impacted by autism.
According to the U.S. Centers for Disease Control and Prevention, autism spectrum disorders affected one in 150 children in 2000; prevalence increased to one in 31 children in 2022. This shift highlights an important opportunity for employers to provide meaningful support.
I spoke with Julie Stich, CEBS, VP of Content at the International Foundation, more about the topic. She explained that this climb in prevalence means it is increasingly likely that employers have workers who are parents of children on the autism spectrum. The uncertainty surrounding this condition and the stress of caregiving often have a significant impact on those workers. They may suffer from anxiety, depression and financial insecurity, and they may struggle to find work-life balance. This could translate into a decline in productivity via absenteeism, presenteeism and possibly even turnover.
What can employers and plan sponsors do to help families impacted by autism?
While many states have laws that require insurance coverage for autism services, self-funded employers do not have such a mandate. In 2024, 73% of responding organizations reported being self-funded.
According to 2024 survey results from the International Foundation’s biennial benchmarking survey, Employee Benefits Survey, 52% of responding organizations currently offer coverage for autism treatments. The percentage of organizations that offered coverage has varied since 2018.
- 2018: 58% of organizations offered coverage
- 2020: 49%
- 2022: 62%
- 2024: 52%
According to the most recent data (2024), employers reported covering the following specific autism treatment/services:
- Applied behavioral analysis (ABA)—78%
- Diagnostic services—76%
- Speech/language therapy—76%
- Occupational therapy (can include sensory integration therapy and physical therapy)—69%
- Cognitive behavioral therapy (CBT)—64%
- Medication management—55%
- Early intervention approaches (e.g., for young children between ages 12-48 months)—44%
- Relationship development intervention (e.g., floortime)—14%
As Julie noted earlier, the rising prevalence of autism means more employees are also parents of children on the spectrum. Organizations can provide additional support by offering:
- Financial assistance
- Matching or direct contributions into health and/or dependent care flexible spending accounts
- Employee assistance programs (EAPs)
- Mental health benefits for both employees and dependents
- Family support services (e.g., resource and referral services, assistance in finding a caregiver)
- Paid and/or unpaid family leave
- Flexible working arrangements
- Peer support groups for parents of children with developmental disabilities.
Providing resources through benefits helps employees navigate their caregiving responsibilities and reinforces a workplace culture built on care and inclusion.
