66% of HR executives report employee retention as their biggest workforce challenge. This is perhaps no surprise given that nearly 3.2 million people left their jobs voluntarily in April 2025, with half of U.S. employees watching for or actively seeking a new role.

However, 52% of employees who left their organization in the past year say that their employer could have done more to make them stay. Improving employee retention isn't just about perks or pay; it's about creating the kind of workplace people want to be part of long term. Increasingly, this means offering benefits that genuinely support employees' health, work-life balance, and career paths, particularly for women and caregivers.

In this article, we'll explore why women's and family health benefits are essential tools for building employee engagement and reducing turnover, and how they should be a pivotal component of employee retention strategies.

Why retention is now a strategic HR priority

Every year, businesses in the U.S. are losing a trillion dollars due to voluntary turnover, with the current voluntary employee turnover rate sitting at 13%. Managers and HR leaders recognize that they must boost employee retention if they want to mitigate the significant costs and other negative business impacts associated with employee turnover.

The financial cost of turnover

Replacing a single employee can cost up to two times their annual salary, depending on the role. For senior or specialized positions, costs can be even higher. It is estimated that the replacement of:

  • Leaders and managers costs around 200% of their salary.
  • Professionals in technical roles costs 80% of their salary.
  • Frontline employees costs 40% of their salary.

The hidden costs of turnover

However, there's not just the financial implication of recruitment and onboarding new employees that needs to be considered when employees leave. There's also a cost that comes from lost productivity, lower employee morale and burnout amongst the remaining team, and knowledge drain.

In many instances, a departing employee does so quickly, leaving the organization with fewer employees but the same productivity goals, which become unattainable. Even when a replacement is found, new employees can take one to two years to be fully productive in their roles.

When organizations are understaffed, the remaining workforce can be greatly affected. 41% of employees cite the source of their burnout as staff shortages, with one study finding that burnout due to understaffing is experienced in greater proportion by women and younger workers.

42% of institutional knowledge is unique to an individual employee. This means that when they leave their role, this information goes with them. In companies with higher turnover rates, employees are 65% more likely to say that it is 'very difficult' or 'nearly impossible' to get the knowledge they need to do their jobs well.

Retention in today’s labor market

Many employees leave not because they’ve found significantly better roles, but because their current employer hasn’t adapted to modern expectations. Employees now look for flexible hours, remote work options, values-aligned benefits, and support for their physical and emotional well-being. For example:

  • 52% of employees want their employers to expand their reproductive health benefits they offer, with 69% of employees stating they have taken, considered taking, or might take a new job that offers better reproductive and family health benefits.
  • 21% of employees say parenting benefits would influence them to take a new job.
  • 61% of parents say they want to work remotely full time, and 62% said they would leave their current role if they had to go back to the office.

For women and caregivers in particular, the absence of inclusive family health support can be a dealbreaker. Women are more likely to leave the workforce during life stages like pregnancy, postpartum, or menopause, not because they want to stop working, but because their work environment doesn’t support their needs.

The overlooked link between benefits and employee retention

If organizations want to improve employee retention, it's key that they understand the gap between what they are offering employees and what their workforce needs and take steps to close it with shifts in company culture and the provision of tailored employee benefits.

What employees say they want

Surveys show that employees are prioritizing mental health support, personalized healthcare options, and family-friendly benefits over traditional perks like office snacks, gym membership discounts, or social events. These offerings don’t just improve employee satisfaction; they help improve employee retention by addressing real, daily needs.

  • 81% of parents want their employer to do more to support them in achieving a better work-life balance as they raise their children.
  • 92% of employees say it is important to them to work for an employer that provides support for employee mental health.
  • 45% of workers say fertility benefits are an important component when considering a new job.
  • 50% of employees would accept a salary reduction for more tailored work benefits, and 74% say they would work harder for an organization that offered benefits that support individual needs.

Why traditional benefits fall short

Many companies still offer outdated, one-size-fits-all benefits packages. These often overlook reproductive health, fertility treatments, or menopause support, and exclude employees of certain demographics, such as single women and LGBTQIA+ individuals.

Our insights show that only:

  • 20% of companies offer LGBTQIA+ health support.
  • 21% of organizations offer menopause support.
  • 39% of companies provide support for adoption or surrogacy.
  • 40% of employers provide fertility support for men and women.
  • 49% of companies provide prenatal education and support.
  • 54% of organizations include mental health support in their benefits offering.

For example, some insurance plans may only cover part of fertility treatments without offering preconception care that may help employees avoid costly treatments altogether. Others may require a diagnosis of 'infertility' for employees to be eligible, which discriminates against same-sex couples and single women seeking treatment, meaning some employees feel neglected.

Further, some benefits aid employees to realize their dreams of parenthood, but a lack of a family-friendly company culture leaves them with little or no help in the postpartum period and beyond. Without adequate support, employees navigating these life events are more likely to disengage or leave altogether.

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How women’s and family health benefits drive retention

Providing inclusive support across fertility, pregnancy, parenting, and menopause isn’t just a nice-to-have; it’s a powerful component of employee retention strategies. When people feel supported through life’s most pivotal moments, they’re far more likely to stay loyal, engaged, and productive.

Support across life stages keeps employees engaged

Employee retention is impacted by key life transitions: after maternity leave, when navigating fertility treatments, or during perimenopause. Offering continuous, personalized care during these times helps employees feel supported, not sidelined.

From fertility and pregnancy to parenting and menopause, care that adapts to employees’ needs helps retain employees and improve their job satisfaction. When employees feel seen and supported, they’re more likely to stay and thrive. Our findings reveal that:

  • 74% of employees are more likely to continue working for their employer due to Maven
  • 60% report that Maven helped them be more productive.
  • 38% of Menopause members are more likely to continue working for current employer due to the support they receive through Maven

Improved culture and inclusivity in the workplace

Benefits that reflect a company’s values send a strong message about its culture. Gen Z and millennial workers, in particular, increasingly expect inclusivity, not only in words but in benefits. 68% of Gen Z and 64% of millennials would quit or consider quitting their job if their organization rolled back on its inclusion efforts.

A positive company culture starts with recognizing and accommodating diverse needs. Inclusive employee retention strategies build employee engagement, retain top talent, and create a work environment where everyone feels valued. Research shows that LGBTQ+ employees are 2.6 times more likely to remain with inclusive employers.

Inclusive family health support for LGBTQIA+ employees includes benefits that cover family paths like surrogacy, adoption, and IVF for same-sex couples.

Better mental and emotional well-being reduces burnout

Many employees, especially women and caregivers, carry a double load: professional duties and invisible labor at home. This heavy work-life balance takes a toll on mental health, contributing to burnout and poor employee retention.

92% of parents feel burnt out from balancing work and parenting responsibilities, and 24% of employees have taken extended leave or career breaks.

Comprehensive family health benefits can ease this burden. When companies offer accessible mental health support, parenting guidance, or postpartum care, they help reduce stress and build emotional resilience. Employee productivity is increased when the workforce is healthy and happy, and organizations are more likely to retain employees.

Maven insights reveal that with holistic employer support, 45% of parents report feeling less alone in navigating parenthood, and 41% felt less overwhelmed.

How Maven helps companies improve retention

Maven’s end-to-end virtual care model delivers personalized support across every stage of the family journey. By meeting employees where they are and supporting diverse paths to parenthood, Maven helps employers create a company culture of care that drives measurable retention gains, improves employee engagement, and elevates employee job satisfaction.

End-to-end support leads to measurable retention gains

Maven offers holistic, 24/7 care across fertility, maternity, parenting, and menopause. This continuous support is linked to real employee retention results like reduced turnover during critical life stages and increased employee satisfaction across the board.

Maven members report higher levels of engagement and loyalty. As one user shared, “Every member of my care team has helped me throughout my journey and given me peace of mind and helpful advice. I will only consider employers who use Maven moving forward in my career because it says so much about the corporate values.”

Further insights compound the business case for female and family health benefits and demonstrate how they improve employee retention:

  • 96% of Maven Fertility & Family Building members are more loyal to their employers because they implemented Maven.
  • 88% of Maven Fertility & Family Building members reported being more productive at work during fertility treatment due to the support they received.
  • 94% of Maven members return to work after childbirth.
  • 95% of Maven members feel more supported as a parent by their employer.
  • 74% of Maven members are more likely to stay with their employer as a direct result of the support provided.
  • 27% of women going through menopause will stay in the workforce longer due to Maven.
  • Women going through menopause are 38% more likely to continue working for their current employer due to Maven.

Personalized, accessible, 24/7 care

Today’s workforce is global, diverse, and increasingly remote, yet many benefits programs are still designed for a narrow set of needs, often based on location, time zone, or language. Maven changes that by offering truly personalized, 24/7 virtual care, accessible to employees wherever they are. With providers who speak 35 languages and understand a wide range of cultural contexts, Maven ensures care is not only convenient but also culturally sensitive, meeting the unique needs of every member.

For globally distributed companies, this means every employee can access equitable, relevant support, whether they’re navigating fertility, maternity, or menopause. The impact on employee retention is clear: 97% of international Fertility members say they value their employer more for offering Maven as a benefit.

This level of flexible, round-the-clock care also drives measurable productivity gains. With Maven, 25% of members have avoided needing an in-person appointment during the workday, saving time and money while minimizing workplace disruption. When employees can get high-quality care without stepping away from their roles, everyone wins.

Designed for inclusivity and equity

Whether employees are pursuing surrogacy, adoption, IVF, or navigating gender-affirming care during pregnancy and parenting, Maven ensures they’re met with culturally competent, judgment-free support. This commitment to inclusivity strengthens employee morale and reinforces a company’s values to both existing employees and top talent seeking new opportunities, which is particularly important given that for many LGBTQIA+ employees, the healthcare system continues to fall short.

More than half of LGBTQIA+ birthing people report that the quality of their maternal health experience was affected by bias or discrimination, significantly higher than the 35% of cisgender, heterosexual people who report the same.

One major barrier is representation: only 3.2% of doctors in the U.S. identify as LGBTQIA+, making it difficult for LGBTQIA+ employees to access affirming, knowledgeable providers. Maven helps close this gap by offering a diverse, inclusive network. Over 8% of Maven’s providers identify as LGBTQIA+, and 40% have deep clinical experience working with the LGBTQIA+ community.

Try our ROI calculator to see how Maven can work for you

Companies that invest in Maven see 2-4x clinical and business savings. However, it can be powerful to see how female and family health benefits can boost employee retention in the context of your own organization. That's why we have an ROI calculator that bases your estimated savings on the number of employees you have, their average salaries, and the Maven program you're interested in.

Retention requires more than perks — it requires care

Employee retention strategies are a reflection of how well an organization supports its workforce. In today’s job market, top talent expects more than competitive pay. They want a healthy work-life balance, inclusive benefits, and care that adapts to their lives.

By investing in women’s and family health support, employers don’t just reduce employee turnover; they cultivate a thriving workplace culture, boost employee morale, and foster inclusive, high-performing teams.

This is where Maven moves beyond the role of a benefits provider. As a strategic partner, Maven works with employers to design comprehensive care strategies that meet the needs of diverse, global teams, driving measurable improvements in employee job satisfaction, productivity, and retention. With expert-led support across fertility, maternity, parenting, and menopause, Maven helps companies not only care for their people but keep them.

Looking to improve employee retention? Start by offering the kind of benefits that show you truly care. Explore how Maven can help you strengthen your retention strategy today.

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