Workplaces have started offering more customized benefits over the last decade, even including niche offerings that help employees navigate major life changeslike divorce. As demand has increased for benefits like fertility coverage and mental health support, many employers have actuallydoubled down on these benefitsin recent years, despite economic headwinds.This week, the virtual healthcare provider Maven Clinic released a report that indicates that trend is continuingeven as the cost of family building support and reproductive care has climbed up across the board. Of the nearly 3,800 employees surveyed, a third of those pursuing fertility treatments said they had gone into debt to do so, and over two-thirds of respondents said they had switched jobs or considered it to land better fertility benefits. Among people who were pregnant or planning to expand their families, nearly half were concerned about how the political climate and new administration might impact their reproductive health.At the same time, however, providing these benefits is becoming prohibitively expensive even for employers: In 2024, insurance premiums for employer-sponsored family healthcare coverage jumped by 7% and crossed $25,000. In Mavens survey, which also polled nearly 1,600 HR leaders, 70% said that fertility-related expenses had increased and those affected almost universally expressed concerns over the rising cost. Still, at the moment, employers are continuing to invest in fertility benefits. Nearly half of HR leaders said they were planning to expand fertility coverage following the election, while 69% planned on further investing in family health benefits in the coming years, with many of them opting to add benefits like preconception care. A significant portion of employers (65%) are also expanding reproductive health offerings for men, including fertility support and more equitable parental leave policies. Its an investment that seems to be supported by Mavens findings: The vast majority of men surveyed said their reproductive health needs were not being served, or that they werent sure where to seek out additional support in that arena.It seems many employers regard family building and fertility benefits as a crucial part of attracting and retaining the best talent; according to Mavens survey, 84% of companies that provide strong support to parents said almost all of their employees returned to work after taking parental leave. In a moment when corporate DEI efforts are under attack, some employers might also see the value in continuing to shore up benefits that help build a more diverse and inclusive workforce.