How to help support expectant mothers in your company
UnitedHealthcare’s Healthy Pregnancy and Maternity Support programs provide resources and support to help expectant mothers throughout their pregnancies and to assist them get the most out of their benefits before, during and after delivery.
The UnitedHealthcare Healthy Pregnancy® app offers educational resources and personalized tools designed to help expectant mothers make more informed decisions, promote dialogue with care providers and manage their pregnancy more effectively.
Please check with your UnitedHealthcare sales representative to find out if these programs are available to you.
Other online resources
Employer eServices® is a suite of online tools and resources to help simplify your job – providing secure access to eligibility updates, invoice processing and more.
Eligibility Verification for existing employers allows you to make sure you meet participation and eligibility requirements.
Questions? We're here to help.
- If you are an employer: Call your consultant, broker or UnitedHealthcare sales representative.
- If you are a broker or consultant: Call your UnitedHealthcare sales representative.
The Healthy Pregnancy Program follows national practice standards from the Institute for Clinical Systems Improvement. The Healthy Pregnancy Program cannot diagnose problems or recommend specific treatment. The information provided is not a substitute for your doctor’s care. The UnitedHealthcare Healthy Pregnancy application is only available to eligible members of certain employer-sponsored plans. Application registration is required.
The information provided under the Maternity Support Program is for general informational purposes only and is not intended to be nor should be construed as medical and/or nutritional advice. Participants should consult an appropriate health care professional to determine what may be right for them. Employers are responsible for ensuring that any wellness programs they offer to their employees comply with applicable state and/or federal law, including, but not limited to, GINA, ADA and HIPAA wellness regulations, which in many circumstances contain maximum incentive threshold limits for all wellness programs combined that are generally limited to 30 percent of the cost of self-only coverage of the lowest-cost plan, as well as obligations for employers to provide certain notices to their employees. Employers should discuss these issues with their own legal counsel.