Surrogacy isn’t rare—it’s rising. Yet too often, it remains invisible in workplace policies and benefit communications. During Surrogacy Awareness Month, let’s spotlight how employers can support gestational carriers and intended parents alike through inclusive language, care navigation, and clear benefits access.
Employers have a powerful role to play in supporting Black families on the journey to parenthood. From culturally competent guidance to financial support, inclusive benefits can open doors and bridge long-standing gaps in access and equity.
Financial wellness in 2026 isn’t just about 401(k)s and emergency funds—it’s about supporting the real financial stressors employees face, including adoption, surrogacy, and egg donation. This blog explores how forward-thinking employers can expand their definition of financial wellness to include family-building, offering inclusive, low-lift support that truly meets employees where they are.
When we talk about family benefits, we often default to policies and programs. But what employees really remember is how they felt. Did they leave a coaching session with clarity? Did their benefits give them options—or more confusion? At Vesta, we’ve found that the most impactful support doesn’t always come from a reimbursement check. It comes from planning, from being seen, and from having someone help you turn “We’re not sure what to do next” into a step-by-step path forward. This blog shares what real care looks like—and why it matters more than ever.
November is more than Open Enrollment—it’s National Adoption Month. This blog explores how HR leaders can turn awareness into action by implementing IRS Section 137, offering meaningful adoption benefits, and partnering with Vesta to make family-building truly inclusive. Learn how small changes in policy, communication, and support can transform employee outcomes—without increasing HR workload.
Open Enrollment isn’t just about selecting plans—it’s about educating, guiding, and supporting your workforce through life-changing decisions. From adoption and surrogacy to foster care and egg donation, employees need more than PDFs—they need clear, inclusive support. Discover how HR teams and brokers can make this OE season a strategic opportunity that drives retention, reduces claims, and builds true belonging.
Family-building isn’t just for younger employees. In today’s multi-generational workforce, more older employees are stepping in to raise grandchildren, adopt relatives, and navigate complex, costly family-building—often after loss. This is family-building, too, and benefits must evolve to meet every stage of life.
Employee turnover is expensive—and the hidden costs go far beyond recruiting and training. In this blog, we explore how family-focused employee benefits can reduce turnover, improve retention, and support a more inclusive workplace. HR leaders and benefits professionals will gain insight into how strategic family-building support—like adoption, foster care, surrogacy, and egg donation—can ease burnout, boost engagement, and position your organization as an employer of choice.
California’s new fertility benefits law (SB 729) marks a major shift in how reproductive health is handled in employer-sponsored health plans. Starting in 2025, large group plans will be required to cover IVF—but that’s only part of the story. In this blog, we break down what SB 729 means for HR leaders and benefits professionals, where the law falls short, and why offering inclusive family-building benefits—like support for adoption, surrogacy, and foster care—is essential to attracting and retaining top talent.
Infertility can be a hopeless, lonely place. The deeply personal nature of fertility and outdated societal norms often make family