PS. Your employer may already help pay for postpartum doula care. Here's how Carrot, Maven, Progeny, and HSA or FSA funds can work for families in Maine and the NH Seacoast.

Before you close this tab, do me one favor. Open your email and send a quick note to HR. I wrote it for you, it's down below.

So many families have money set aside for postpartum support and never touch it because they don't know it's there. Some employers offer fertility and family building benefits, and depending on the plan, those can help pay for the overnight and daytime care you've been daydreaming about.

If you're pregnant, now is a great time to ask. If you're home with a one week old, ask today. You might be surprised.

What are these benefits?

Carrot, Maven, and Progyny are companies that partner with employers to run family building benefits. They usually sit on your benefits page under something that sounds like fertility, which is exactly why people scroll right past them.

With Carrot, coverage depends on the employer. Some plans include prenatal visits and birth support, plus up to six weeks of postpartum care during the day or overnight.

Maven has something called Maven Wallet. It's a set amount of money your employer gives you to spend on eligible care, and postpartum doula support can be one of those things.

Progyny is the third big one, and some of its plans cover doula support too. Since every employer sets up their plan a little differently, asking is the only way to know for sure.

How reimbursement usually works

Most of these plans pay you back after the fact. You pay for your care, send in your receipts, and get reimbursed.

Start by logging into your benefits portal to see how much you have and whether there's a limit on postpartum care. Some programs need your doula verified or approved before your care counts, and each company handles that a bit differently and changes the process from time to time. We'll sort that part out with you. Then you book your care, pay your invoice, and upload your receipts along with any forms your plan asks for.

We'll hand you detailed receipts for every bit of care, so submitting them is quick. You have a baby to snuggle. Paperwork can wait its turn.

What about an HSA or FSA?

This one's less clear cut. Doula care doesn't automatically qualify for HSA or FSA money, but some of it may if your provider writes a Letter of Medical Necessity saying you need it.

Ask your OB, midwife, or primary care provider for that letter, then call your plan administrator to find out exactly what they want to see. One heads up: dependent care FSAs and limited purpose FSAs generally won't cover doula care.

Your copy and paste email to HR

Copy it, paste it, hit send.

Hi [HR contact name],I'm expecting a baby [or: I just welcomed a baby] and wanted to ask about our family building benefits. Do we offer Carrot, Maven, Progyny, or something similar? If so, does my plan cover postpartum doula care, including overnight support? I'd also love to know how much is available and how reimbursement works. Thank you so much![Your name]

That took less time than a diaper change.

What to ask when HR writes back

Find out how much money you have for postpartum or doula care, and whether it's a one time amount or renews every year. Ask if your doula needs to be approved first, what paperwork you'll need to send in, and whether there's a deadline to use the money after your baby arrives.

If you don't have these benefits

We can still make a plan that fits your family and your budget. Some families book a couple of shifts a week for the first few weeks. Others wait and add support once a partner goes back to work.

We're a small team, and you'll meet your doulas in person before care starts. We take care of your whole family, not only the baby.

Come back and tell us what you found

Once you hear back from HR, or even before, head back to our inquiry form and tell us about your family. If you have benefits, let us know which company runs them and we'll help you get the most out of them.

Fill out our inquiry form here!

Coverage varies by employer and plan. This post is general information, so check with your benefits provider or plan administrator about your specific coverage.