Maven’s State of Women’s and Family Health Benefits 2024

How fertility, maternal health, and Gen Z are transforming benefits decisions

The world is changing—and benefits need to change with it

The world of work is going through seismic shifts, and it shows no signs of slowing down in 2024. Benefits-as-usual won’t be as effective moving forward, and HR teams are shifting their strategies to provide the support that cultivates a high-performing, engaged workforce. 

How are leading employers approaching women’s and family health benefits going into 2024? We surveyed over 1,200 HR leaders and over 3,000 full-time employees to understand the benefits employees need, and what changes employers are making to support them. 

Uncertain times call for proven outcomes

Amid the host of changes over the last few years, employers are designing their benefits to drive maximum impact. They aim to lower costs for employees while delivering clinical and financial returns on investment for the organization.

32%

of U.S.-based employers are shifting their approach to benefits by consolidating benefits, with many seeking out end-to-end family benefits vendors over point solutions.  

79%

of U.S.-based employees are concerned or very concerned about the rising cost of healthcare.

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Equitable family benefits are a critical component of our talent attraction and retention strategy. We want to assist employees in all stages of parenthood, so they are able to balance the demands of work and family while excelling in their careers.

Allyse Scelfo

Director of Total Rewards
Volvo

Comprehensive solutions are rising to the top…

To build benefits better suited for a modern workforce, employers are looking for comprehensive support that covers employees’ full reproductive health journey. Nearly half of employers plan to expand their offerings through select end-to-end vendors to drive ROI and ensure all employees can access quality care along their reproductive health journey.

48%

of employers plan to increase their family health benefit offerings in the next two to three years

60%

of employees say that access to virtual healthcare makes it easier for them to work in person

75%

of employers say reproductive and family benefits are important or very important for retaining employees

...Because employees expect comprehensive support

In 2024, leading companies will align their benefits strategy with changing employee expectations. By doing so, employers will build employee trust and loyalty, cultivating a high-performing, engaged workforce amidst changes. 

Employers’ top family benefits priorities in 2024:

Mental health support

Childcare support and caring for elderly, disabled, or ill family members

Maternity and parenting support, including paid parental leave

Menopause support

Fertility support for men and women