Does Your Employer Cover Surrogacy? Family-Building Benefits for LGBT+ Parents

Surrogacy can cost $110,000 to $160,000+ — but a growing number of employers are stepping up with family-building benefits that can cover a significant portion of that cost. If you work for a large company, you may have access to benefits you don't even know about.

The growing trend in employer benefits

According to the International Foundation of Employee Benefit Plans, roughly 14% of large employers now offer some form of surrogacy reimbursement, up from just 4% in 2016. The shift is driven by competition for talent in tech, finance, and professional services — and by employee advocacy from LGBT+ workers who need these benefits most.

Benefits typically fall into two categories:

• Fertility coverage — Covers IVF, egg retrieval, medications, and sometimes egg donor fees. Usually $15,000–$40,000 in lifetime benefits.
• Surrogacy reimbursement — Covers agency fees, surrogate compensation, and legal costs. Ranges from $10,000 to $50,000+. Some companies offer even more.

Companies with standout surrogacy benefits

Several major employers with offices in Texas offer substantial family-building benefits:

• NVIDIA — Up to $40,000 for surrogacy and fertility treatments through Progyny
• Meta — Up to $40,000 in family-planning reimbursement including surrogacy
• Google — Comprehensive fertility benefits through Progyny plus surrogacy reimbursement
• Apple — Fertility benefits and surrogacy reimbursement for all employees
• Disney — Family-building benefit that includes surrogacy assistance
• JPMorgan Chase — Up to $35,000 for surrogacy and adoption through their family-building program
• Amazon — Surrogacy support through their benefits program
• Salesforce — Fertility and surrogacy benefits available to all employees

Many of these companies partner with fertility benefits platforms like Progyny, Carrot, or Maven that manage the claims process.

How to check your benefits

1. Review your benefits summary — Look for sections labeled "fertility," "family building," "surrogacy," or "reproductive assistance."
2. Check your health plan documents — Some fertility benefits are embedded in your medical plan rather than listed separately.
3. Call your benefits provider directly — Ask specifically about surrogacy reimbursement and whether benefits are available to same-sex couples (they should be, but confirm).
4. Ask HR — If benefits information is unclear, schedule a confidential conversation with your HR benefits team.

Questions to ask

• Is surrogacy specifically covered, or only fertility treatments?
• What's the lifetime maximum for surrogacy reimbursement?
• Are benefits available regardless of sexual orientation or gender identity?
• Does the benefit require a medical diagnosis of infertility, or is it available to all employees?
• Can both partners claim benefits if they work for the same company?
• Is there a waiting period before benefits become available?

Tax implications to know about

Employer surrogacy reimbursements are generally treated as taxable income — they'll show up on your W-2 and you'll owe income tax on the amount. Some employers gross up the reimbursement to cover the tax hit, but most don't.

On the positive side, some surrogacy-related medical expenses may be tax-deductible if they exceed 7.5% of your adjusted gross income. Consult a tax professional who specializes in assisted reproduction for personalized advice.

How to advocate for surrogacy benefits

If your employer doesn't offer surrogacy benefits, you may be able to help change that:

• Build a business case — Emphasize talent retention, competitive benchmarking against peer companies, and the relatively low cost (few employees will use the benefit in any given year).
• Connect with your ERG — LGBT+ employee resource groups are often the most effective advocates. If your company has one, bring this topic to a leadership meeting.
• Highlight inclusivity gaps — Many companies cover IVF for heterosexual couples dealing with infertility but exclude surrogacy — which disproportionately affects gay men. Frame the request as closing an equity gap.
• Suggest a benefits platform — Companies like Carrot Fertility and Progyny make it easy for employers to add surrogacy benefits as a managed program.

Bottom line

Employer surrogacy benefits can save you tens of thousands of dollars, and more companies are offering them every year. Before you start your surrogacy journey, take the time to thoroughly review your benefits package — and if you work for a company that doesn't offer coverage yet, consider being the voice that helps change that policy.