Fertility benefits are no longer just an optional perk. They’ve become an essential part of competitive benefits packages across industries. With fertility treatments on the rise, it’s no surprise that 90% of employees say access to these benefits matters to them, and 75% would even consider switching jobs to gain coverage (Berry’s Employee Family & Health Benefits Survey 2025). Companies that offer fertility support send a clear message: they care about their employees’ lives beyond the workplace, and they understand the financial and emotional weight that comes with family building.
What are fertility benefits?
At their core, fertility benefits are employer-provided programs that help cover the cost of family-building needs. This might mean fertility coverage built into a medical plan, separate fertility insurance plan offerings, stipends for adoption or surrogacy, or access to supportive services like nurse navigators, mental health resources, or financial counseling. Because infertility affects one in six people worldwide, and cost is often the biggest barrier to treatment, benefits like these can open doors to care that employees might not otherwise be able to pursue.
What services are typically covered by fertility benefits?
The scope of coverage varies, but most plans include diagnostic testing, fertility medications, and treatments like IUI, IVF, or egg freezing. Many plans are working towards more inclusive offerings allowing for easier access to fertility care for LGBTQ+ and single parents. Some employers offer more expansive benefits packages that include stipends for adoption and surrogacy, coverage for more broad genetic testing of embryos, and pre-conception wellness services.
Some states have a mandate that requires employers to offer certain types of fertility coverage. You can check to see if your state has any coverage requirements on Resolve’s Insurance Coverage by State Map.
Why should an employer offer fertility benefits?
For employers, the case is clear. Fertility benefits help retain talent in a competitive job market, reduce turnover costs, and foster loyalty and engagement among employees. They also demonstrate a commitment to equity and inclusion, reflecting the diversity of modern families. Additionally, from a financial perspective, the cost of offering fertility benefits is often modest compared to the high cost of replacing employees.
What to consider when building a fertility benefits package
Building a fertility benefits package starts with understanding the needs of your workforce. Surveys and demographic insights can help identify which benefits and services would be most valuable. It’s also wise to benchmark against industry peers to understand what coverage has become standard and where your company might differentiate itself.
Using these analytics, employers can decide on coverage levels and cost controls, such as lifetime dollar caps or limits on the number of treatment cycles. These specific plan details are often worked out in partnership with specialized fertility benefit vendors.
Current trends in fertility benefits
As of 2024, about 42% of U.S. companies offer fertility benefits, and among the largest employers, 70% cover IVF while 20% also offer coverage for elective egg or sperm freezing. The trend is only growing as employees increasingly expect this kind of fertility support.
Famously, tech companies like Google, Adobe, and Spotify have amazing fertility benefits packages, but other companies are starting to catch up. Financial companies like Bain Capital and American Express and retailers like Starbucks are all frequently mentioned for their outstanding fertility benefits offerings.
How do I know if my company offers fertility benefits?
The best place to inquire about your company’s fertility benefits offering is with your HR or benefits team. They can explain exactly what’s included in your plan and how to access it. During open enrollment, review your benefits guide carefully. It’s important to note that fertility coverage may appear under medical insurance, as a separate fertility package, or as other employer-provided benefits or perks.
Before enrolling, make sure to ask about specifics like whether there’s a lifetime dollar cap, cycle limits, or requirements to use certain providers. If you’re unsure, it can be helpful to request a summary of benefits from your insurer or employer to be able to see each plan offering and the associated costs clearly written out. Understanding the details up front ensures you can make the most of the benefits available to you.
Ways to use your existing medical benefits towards fertility care
For those who don’t have fertility benefits, some aspects of fertility care may still be covered under your standard medical insurance plan like diagnostic testing, some fertility medications, and common procedures like hysteroscopy. Additionally, tools like health savings accounts (HSA) or flexible spending accounts (FSA) can offset certain costs on eligible healthcare expenses.
You can now use your HSA/FSA dollars to purchase Premium version of the Berry app. Berry Premium offers features like the Stages view that gives you a birds eye view of your treatment, hormone tracking visualizations, the ability to share your treatment with others, and many more features that allow you to manage your fertility treatment with knowledge and confidence.
Ultimately, fertility benefits are about more than covering treatment—they’re about supporting employees through one of the most important and challenging journeys of their lives. For employers, they’re a practical investment that pays off in loyalty, productivity, and stronger workplace culture.