Why Employers Should Prioritize Fertility Benefits for Younger Employees in 2025

In a rapidly evolving workplace, the landscape of employee benefits is changing to reflect the diverse needs of today’s workforce. Younger employees are increasingly seeking benefits that support their long-term personal and professional goals. Fertility benefits, once considered a niche offering, are now becoming a crucial part of comprehensive benefits packages. Employers who recognize the importance of fertility benefits can attract top talent, boost retention, and demonstrate their commitment to employee well-being. Here’s why fertility benefits, such as those offered by Benepass, are a smart and forward-thinking investment for businesses.

The Growing Demand for Fertility Benefits

Younger employees are redefining career and family priorities. Millennials and Generation Z workers often delay starting families to pursue education, career development, or financial stability. This shift has increased the demand for fertility-related support, as many individuals face challenges in conceiving later in life. A survey by the International Foundation of Employee Benefit Plans found that 66% of employees consider fertility benefits an important factor when choosing an employer.

Offering fertility benefits aligns businesses with the priorities of the modern workforce, making them more attractive to potential hires and current employees.

What Are Fertility Benefits?

It encompass a range of services designed to help employees navigate family planning and overcome fertility challenges. These can include:

• In Vitro Fertilization (IVF): Coverage for IVF treatments, which are often costly without insurance.
• Egg Freezing: A popular option for younger employees looking to delay parenthood while preserving their fertility.
• Fertility Assessments: Regular screenings to help employees understand their reproductive health early.
• Adoption and Surrogacy Support: Assistance with the financial and logistical aspects of non-traditional family-building options.
• Mental Health Support: Counseling for individuals and couples navigating the emotional challenges of infertility.

Why Employers Should Offer Fertility Benefits

1. Attracting and Retaining Top Talent In a competitive job market, a robust benefits package can make a significant difference in recruitment. Younger employees increasingly value employers who support their personal goals, including family planning. Fertility benefits can differentiate a company from competitors, making it a more attractive choice for candidates.
2. Fostering Gender Equality Fertility benefits play a vital role in promoting gender equality in the workplace. Women often face career interruptions due to family planning, which can hinder their professional growth. By providing options like egg freezing, employers enable female employees to focus on their careers without sacrificing their plans for motherhood. This fosters a more inclusive and supportive work environment.
3. Boosting Employee Loyalty and Productivity Employees who feel supported in their personal and professional lives are more likely to remain loyal to their employers. Fertility benefits reduce the financial and emotional stress associated with family planning, allowing employees to focus on their work. In turn, this leads to higher engagement, productivity, and overall job satisfaction.
4. Demonstrating Commitment to Employee Well-Being Offering fertility benefits signals that an employer values the holistic well-being of its workforce. This commitment goes beyond traditional benefits, showcasing a deep understanding of employees’ evolving needs and fostering a culture of care and empathy.
5. Addressing Mental Health Challenges Fertility struggles can take a significant toll on mental health, leading to stress, anxiety, and depression. Employers who offer fertility benefits, including access to counseling and emotional support, contribute to a healthier and more resilient workforce.

The ROI of Fertility Benefits

While fertility benefits may seem like a significant investment, the long-term return on investment (ROI) makes them worthwhile. Employers save costs associated with turnover, absenteeism, and reduced productivity by supporting employees through critical life stages. Additionally, a positive workplace reputation as a supportive employer can attract high-caliber talent, reducing recruitment costs over time.

Research also indicates that employees who receive fertility support from their employers are more likely to recommend their workplace to others, boosting the company’s reputation and employee referral rates.

How to Implement Fertility Benefits

1. Assess Employee Needs Conduct surveys or focus groups to understand how fertility benefits can address the unique needs of your workforce.
2. Partner with a Reliable Provider Collaborate with benefits providers specializing in fertility services to offer comprehensive and cost-effective solutions.
3. Communicate the Offerings Clearly Ensure employees understand the fertility benefits available to them. Provide clear resources, FAQs, and access to support for any questions.
4. Incorporate Mental Health Support Include counseling and mental health services as part of your fertility benefits to address the emotional aspects of the journey.

These benefits are no longer a luxury but a necessity in the modern workplace. As younger employees prioritize family planning and seek employers who support their personal goals, businesses that offer comprehensive fertility benefits gain a competitive edge. By fostering gender equality, reducing stress, and promoting employee well-being, it’s contribute to a thriving, engaged workforce.

For employers looking to future-proof their talent strategies, it represent an essential investment in both their people and their business success.