New Year, New Budgeting Lens
As the calendar turns to a new year, HR, culture and belonging, and total rewards teams are just beginning to reset in strategy, goal-setting, and budget planning. January has long been synonymous with financial wellness season. It’s a time of reflection, not yet intensity—a moment to pause, assess, and quietly map out the year ahead. Financial wellness season often kicks off now, tucked inside resolutions and planning docs as employers revisit compensation, savings tools, and benefit programs.
But in 2026, it’s time to widen the lens.
One of the most overlooked areas of financial wellness? Family-building.
While commonly associated with emotional milestones or healthcare claims, family-building journeys—like adoption, surrogacy, and egg donation—are among the most financially complex life events an employee may ever navigate. These paths can require tens of thousands of dollars in upfront costs, multi-year savings plans, complex documentation, and emotionally taxing decisions. In fact, they rival major milestones like buying a home or saving for college in terms of financial impact.
Financial wellness programs still tend to ignore these journeys, despite their significant financial impact on employees.
The Hidden Financial Stress No One Talks About
When employees begin exploring non-traditional paths to parenthood, they often do so quietly—shouldering invisible stress that seeps into their workday. They’re Googling financing options between meetings, scheduling consultations during lunch breaks, and wrestling with whether to pursue a path they may not be able to afford. For LGBTQ+ employees, single parents, and others seeking alternative family-building methods, the barriers can feel even greater.
Without guidance, many employees end up spending more than necessary or making decisions based on urgency instead of sustainability. This kind of stress doesn’t stay confined to their personal life—it affects focus, productivity, loyalty, and even long-term retention.
HR Takeaways
- Broaden your definition of financial wellness. Don’t stop at retirement and emergency funds.
- Recognize silent stress. Employees navigating family-building paths often don’t disclose them, but the financial and emotional toll affects productivity and engagement.
- Offer clarity over complexity. Even small steps—like access to planning tools, guidance, or financial education—can transform how supported employees feel.
- Equity starts with access. Inclusive benefits aren’t just about who qualifies or everyone needing the benefit at the same time—they’re about making support available proactively, when it’s needed, and ensuring cost isn’t a barrier to access.
- Start with low-lift solutions. You don’t need to overhaul existing systems to make an impact. Small programs can drive big outcomes.
Simple Support, Real Impact
That’s where Vesta fits in. Unlike clinical or claims-heavy solutions, Vesta is a financial wellness benefit that just happens to focus on family-building. We provide education, planning tools, expert coaching, and grant strategy support to help employees make informed financial decisions from the very start.
Best of all? Vesta integrates seamlessly into your current benefits ecosystem. There’s no need to restructure payroll, overhaul insurance, or implement new technology platforms. It’s a simple, scalable way to expand your support—and your impact—without increasing your workload.
Start the Year with Intention
If your 2026 strategy includes building a more inclusive, equitable, and financially healthy workplace, don’t overlook the role of family-building. Employees aren’t just seeking fertility coverage—they’re seeking clarity, support, and options that match their personal story.
Start the year strong. Learn how to integrate Vesta into your 2026 financial wellness strategy to offer more—without doing more.