How workplace benefits for men are evolving to support holistic well-being

Women’s needs can often be the focus of reproductive health benefits, with men’s specific needs overlooked. A recent Maven report found that most male employees feel like their reproductive health needs aren’t being met. Regardless of gender, all employees deserve holistic support, and benefits leaders play a crucial role in designing gender-inclusive benefits. 

Beyond providing essential care to employees, men’s health benefits are increasingly linked to business success—studies show comprehensive benefits support enhances employee retention, productivity, and overall workplace culture. Learn more about key benefits your company should be offering to support male-specific health and well-being.

Why workplace benefits for men matter

Although men are 24% less likely than women to have visited a medical professional within the past year, they are increasingly turning to their employers for health, family, and personal support. As we slowly inch closer to workplace gender equality, these evolving demographics are shifting traditional care expectations. The percentage of fathers as stay-at-home caregivers, while still small at 5%, has more than doubled in the last two decades. However, that shift isn’t reliably reflected in workplace benefits. Many companies still offer less paid parental leave for men vs. women, and others focus their support solely on the birthing parent but not their partner.  

84% of male employees feel like their reproductive health needs aren’t being met, and 83% don’t know where to turn for the support they need. This confusion morphs into a lack of loyalty to their company, with nearly three-quarters of men who don’t feel supported in the workplace taking or considering taking a new job because of better benefits. While 71% of employers agree on the importance of inclusive benefits for men's health, nearly half also admit their current offerings provide average or poor support.

Offering tailored benefits fosters an inclusive, supportive workplace for all employees, and it also contributes to business success by boosting both employee loyalty and company profitability. To attract and retain top talent, 45% of global companies offer fertility support for men and women, and even more consider it a top priority in 2025: 53% of employers are expanding benefits for male midlife health, and 65% are increasing coverage for reproductive health counseling and wellness services for men.

Key workplace benefits that support men’s health and well-being

All employees deserve holistic well-being support. From tailored mental health benefits to preventative care, men have distinct needs that should be addressed specifically. Benefits for men need to address three main areas: mental, emotional, physical, and financial well-being. 

Mental health and emotional well-being

Despite the erroneous cultural perception that they are less likely to experience them, men are just as susceptible to mental health issues as women. And even though it's often overlooked, infertility can be a major stressor for people of all genders.

One in 20 men currently faces reduced fertility. For heterosexual couples, male factor infertility is solely responsible in about 20% of cases and is a contributing factor in another 30% to 40% of all infertility cases. Regardless of the cause of infertility, it is extremely stressful for individuals and couples alike, and this stressor is often overlooked, especially for male partners. In fact, 93% of men say that their mental health has been adversely affected by their experience of infertility.

Employers can support their employees' mental health through Employee Assistance Programs (EAPs), virtual therapy access, and stress management workshops. With Maven, companies can offer fertility benefits that include mental health support specifically, as well as fertility support for men, like sperm testing and fertility coaching. It's especially important for company leadership and HR to normalize conversations about traditionally taboo topics like infertility and mental health so that employees see it modeled from the top down. 

Preventative and primary healthcare

Even though they are less likely to visit a doctor regularly, men are statistically at higher risk for several serious physical health conditions, including heart disease, hypertension, colorectal cancer, and prostate cancer. Regular checkups are important because they allow healthcare providers to identify risk factors and signs of disease like diabetes or heart attacks early, leading to more effective and less invasive treatments. Preventative care also reduces the likelihood of severe health issues. Benefits like telemedicine and virtual healthcare can make this medical support more accessible, especially for employees who work full-time.

Reproductive health and parental benefits for working fathers

More and more companies are recognizing the importance of paid parental leave and flexible work arrangements, especially the importance of paid paternity leave. Even though men report taking parental leave was an overwhelmingly positive experience for them—with 100% of them saying they're glad they took it and would do so again—cultural stigma persists. In the private sector, only one in four employees have access to paid family leave, and some companies only offer maternity leave without offering paternity leave too. 

Many studies have shown that comprehensive parental leave policies boost employee engagement and retention. Paternity leave is also a critical factor in gender and pay equity at work, as well as gender equity in caregiving responsibilities.

In the same way that women should have access to fertility support, things like sperm testing are equally important for men, and benefits should be inclusive for all genders. Like women going through menopause, many men also experience midlife health and hormone changes, like low testosterone. Similarly, benefits like parenting support and childcare assistance help men and women both achieve better work life balance and mental well-being.

Financial wellness and retirement planning

Studies show that while 80% of US employees are feeling at least some financial stress, less than 30% of employers offer financial wellness programs. Financial literacy education and benefits can go a long way in helping employees feel supported, especially when they’re targeted towards life's most meaningful moments. Retirement planning tools as well as support for child care and starting a family can be specifically impactful, especially financial support for costly fertility treatments like IVF.

Financial stress impacts employees' mental well-being and work performance too. A survey by Manulife found that “when employees are financially unwell, they are far less likely to be engaged and productive in the workplace, which can directly impact business success.”

Career growth and professional development

The vast majority of employees return to their employers after taking parental leave, and career coaching and mentorship programs for career advancement further bolster that return-to-work rate. According to the World Economic Forum, upskilling is more important than ever, and opportunities to grow creative thinking, resiliency, and technology skills support lifelong learning and adaptability in the workforce.

The role of HR in shaping inclusive benefits for men

For HR leaders, it's important to ensure benefits programs address men’s evolving needs specifically while maintaining a holistic approach for all employees. Using gender-inclusive language and differentiating between parental leave and maternity leave lets male employees know these benefits can apply to them too. Since men benefit from health, fertility, and family-building support as well, it's important that they understand what's available to them and also get a say in the offerings. 

Employee surveys and other feedback mechanisms allow for data-driven decision-making when it comes to benefits design. To decide which benefits are most important to your employees, analyze existing benefits usage and make sure employees of all genders know what’s available to them. From there, employee surveys and more informal pulse checks can provide insight into what support employees are wanting. When implementing new benefits, you can measure ROI through usage and follow-up surveys to garner more employee feedback. 

The future of workplace benefits for men

Digital health solutions and personalized wellness benefits are two of the trends shaping the next generation of benefits. To stay ahead of the curve, employers partner with Maven Clinic for holistic and inclusive benefits that are measurable, adaptable, and customizable.

Supporting employee well-being is not only the right thing to do; it's also good for business. Perhaps unsurprisingly, healthy and engaged employees are more productive and more loyal. When you provide support for your employees in meaningful ways, it pays dividends.

How can your organization create a more inclusive benefits strategy? To review your current benefits offerings, identify gaps, and learn more about how Maven can help, schedule a demo with our team.