Surrogacy is increasingly part of modern family planning—what role do employers play in supporting this journey?
As more people turn to the surrogacy process as a path to parenthood, employers are recognizing the unique needs of employees involved in this process. From the financial challenges to the emotional weight, surrogacy can be an overwhelming experience for both intended parents and surrogates. At the same time, inclusive benefits are becoming a cornerstone of competitive workplaces, especially for companies that want to attract and retain top talent.
In this blog, we’ll explore why employers are offering surrogacy-related benefits, what kinds of support exist, the legal protections employees can count on, and which companies are leading the way. We’ll also highlight best practices for businesses considering how to create a more inclusive environment.
Why Employers Are Offering Surrogacy Benefits
A look at this added employee benefit:
Competitive Edge in Talent Attraction and Retention
Today’s workforce—especially millennials and Gen Z—values inclusive policies that support diverse family-building journeys. Offering surrogacy benefits helps employers stand out in a crowded labor market. It signals to employees and candidates that the company recognizes and respects multiple paths to parenthood, not just the traditional ones.
Companies with robust fertility and surrogacy benefits often report stronger employee loyalty and higher retention rates. These benefits can also widen the talent pool, attracting candidates who rely on assisted reproduction.
Evolving Social Norms and Inclusive Expectations
The traditional view of family is shifting. More single parents and individuals facing medical infertility are seeking family-building options outside of conventional paths. As these stories become more visible, employees are increasingly expecting their workplace policies to reflect this diversity.
By addressing surrogacy directly, employers demonstrate that they are responsive to evolving social norms. In doing so, they reinforce a workplace culture built on equity, inclusion, and empathy.
Long-Term ROI: Employee Wellness and Reduced Stress
Beyond recruitment, there’s a strong business case for offering surrogacy support. Employees navigating family-building without benefits often experience high financial stress, which can spill over into job performance and mental health. Conversely, companies that invest in surrogacy benefits help reduce employee anxiety, promote mental well-being, and encourage work-life balance—all of which lead to greater productivity.
Do Employers Pay for Surrogacy?
Answers to this pertinent question:
Financial Support: Emerging but Uneven
While health insurance typically excludes surrogacy, some innovative employers do provide direct financial assistance. This support may come in the form of reimbursement for medical, legal, or travel expenses tied to surrogacy arrangements, or broader fertility stipends that can be applied flexibly.
Although not yet the norm, these programs are gaining traction. In fact, the number of companies offering fertility-related benefits has been steadily climbing.
According to Arc Fertility,
- In 2016, only about 24% of U.S. employers offered fertility benefits.
- By 2018, that number had jumped to 31%, with momentum continuing upward.
This trend suggests growing recognition of the need to address family-building challenges more comprehensively.
Navigating Coverage
Employees interested in surrogacy coverage should clarify directly with HR whether benefits apply. Many intended parents also find support by working with surrogacy agencies that can help coordinate insurance and reimbursement. Even when employers don’t cover surrogacy explicitly, agency partnerships can bridge the gap, offering education and navigation assistance.
Can My Job Fire Me for Being a Surrogate?
One of the most common concerns surrogate mothers have is whether their employment is at risk during pregnancy. Thankfully, U.S. law provides clear protections.
Federal Protections
- Pregnancy Discrimination Act (PDA): The Pregnancy Discrimination Act states that employers with 15+ employees cannot discriminate against workers based on pregnancy, childbirth, or related conditions—including surrogate pregnancies.
- Family and Medical Leave Act (FMLA): With FMLA, eligible employees may take up to 12 weeks of unpaid, job-protected leave for pregnancy and childbirth, even when serving as a surrogate.
At-Will Employment vs. Legal Safeguards
Because most employment in the U.S. is “at-will,” employers can terminate employees for nearly any lawful reason. However, termination based on pregnancy is illegal under the PDA. This means surrogates are protected from being dismissed simply for carrying a child.
State-Specific Protections
Some states go even further. For example, California offers Pregnancy Disability Leave (PDL), which provides up to 17 weeks of job-protected leave for pregnancy-related conditions, regardless of surrogacy status.
Bottom line: Being a surrogate is not legal grounds for dismissal.
Key Employer Benefits For Surrogates
Forward-thinking employers are beginning to expand beyond financial support to offer more holistic benefits tailored to surrogacy journeys. These can include:
Mental Health Resources and Support Groups
Counseling and peer support can help surrogates and intended parents cope with the emotional complexity of the process. Read more in our guide on surrogate support groups and intended parents support groups.
Flexible Work and Remote Arrangements
Surrogacy often involves numerous medical appointments. Flexible scheduling or remote work options can help reduce stress and improve outcomes.
Disability and Postpartum Recovery Coverage
Surrogates need time to recover physically. Short-term disability or specific surrogacy leave policies provide important coverage during this period.
Reasonable Accommodations Under ADA and PDA
Light-duty assignments, temporary reassignment, or scheduling adjustments may be required for pregnancy-related conditions.
Agency Partnerships
Employers can contract with surrogacy agencies to provide navigation, legal assistance, and logistical support—even if they don’t directly cover medical costs.
State-by-State Legal Guidance
Because surrogacy laws vary widely, employers can add value by helping employees understand their rights in their specific state.
Companies Offering Surrogacy or Related Benefits
Some major employers are already setting the bar for surrogacy support. Here are a few examples:
- American Express: Up to $35,000 per surrogacy or adoption, covering two events, according to this report.
- Ally: $35,000 toward adoption or surrogacy, plus three full IVF cycles for employees and spouses according to this Axios report.
- EY (Ernst & Young): $50,000 per family for infertility, surrogacy, and adoption, along with 16 weeks fully paid leave according to Axios.
- Deloitte: $50,000 reimbursement for adoption/surrogacy and 16 weeks paid gender-neutral leave according to this report.
- Bank of America: Unlimited IVF coverage, $20,000 family planning reimbursement (including surrogacy), up to 16 weeks paid leave, and backup childcare.
- Intel: $40,000 fertility support and $20,000 prescription coverage, regardless of infertility diagnosis, according to Arc Fertility.
- Unilever: Coverage for IVF, egg freezing, and surrogacy.
- Starbucks: $20,000 IVF benefit plus $10,000 toward adoption or surrogacy.
- Pinterest: Up to $20,000 in surrogacy benefits plus fertility coverage, as outlined here.
- Adobe, Amazon, Meta, A&E, Hinge, Reverb: Various programs supporting fertility, surrogacy, and adoption, with reimbursement amounts ranging from $20,000 to $50,000, according to this Inhersight.
These companies prove that investing in surrogacy benefits not only supports employees but also enhances brand reputation as a family-friendly workplace.
Best Practices for Employers Considering Surrogacy Benefits
For businesses exploring surrogacy benefit programs, a thoughtful and inclusive approach is key. Best practices include:
Conduct internal surveys
Employers should begin by conducting internal surveys or focus groups to better understand the unique family-building needs of their workforce. By collecting anonymous feedback, companies can gain valuable insight into whether employees are seeking surrogacy, adoption, or fertility support, and design benefits that align with the real-life experiences of their team members.
Create flexible benefits
Rather than offering one-size-fits-all policies, employers can create flexible benefits packages that allow employees to choose the type of support that works best for them. This might include a combination of insurance coverage, reimbursement allowances for surrogacy-related expenses, extended leave options, or even counseling services that help families navigate the emotional aspects of the journey.
Partner with surrogacy agencies
Companies that want to provide truly comprehensive support can strengthen their programs by partnering directly with surrogacy agencies. These partnerships allow employees to access professional guidance on the medical, legal, and logistical aspects of surrogacy, reducing confusion and ensuring that employees have a trusted resource throughout the entire process.
Train HR
Human resources staff play a critical role in the success of surrogacy benefit programs, so it’s essential to provide them with specialized training. HR teams should be equipped to handle sensitive conversations with compassion and confidentiality, while also understanding the specific scheduling needs, medical appointments, and potential accommodations surrogates or intended parents may require.
Highlight these benefits during recruitment
Once a surrogacy benefit program is in place, employers should highlight it in recruitment materials and company culture communications. Showcasing family-building benefits during hiring not only demonstrates that the company is progressive and inclusive, but also helps attract top talent who are looking for workplaces that support diverse paths to parenthood.
Learn More With Surrogacy By Faith
Surrogacy benefits reflect more than financial support—they show a company’s commitment to inclusion, equity, and the diverse ways families are built today. For employees, understanding these benefits can ease the financial and emotional weight of the surrogacy journey. For employers, offering such support is a smart investment in workplace culture and retention.
At Surrogacy By Faith, we understand how overwhelming the surrogacy process can feel, whether you’re an intended parent, a surrogate, or simply trying to learn about your options. Our team always takes the time to answer questions personally—whether on the phone or by email—so you never feel alone in this journey.
If you’re ready to start this journey, fill out our Intended Parent Inquiry Form or Surrogate Form today. With the right resources, surrogacy can be a supported, celebrated, and life-changing experience for everyone involved.