Want better ROI on benefits? Start with women’s & family health

Return on investment (ROI) is the language of leadership, and 45% of HR professionals report feeling increased pressure to justify employee benefits spend.

Amid economic uncertainty and volatility, it isn't enough to have a robust employee benefits package—companies also require measurable outcomes that contribute to business performance. As organizations evaluate their total spend across all departments, the benefits package is under the microscope.

However, in the quest for cost savings, one area remains under-leveraged: women’s and family health. These programs hold unique potential to deliver tangible value, drive employee satisfaction, and enhance company performance, yet many businesses still treat them as optional rather than essential. For example, just 22% of global companies offer menopause support, and less than half provide their employees with fertility assistance.

At Maven, we’ve developed a data-backed approach that demonstrates how strategic investment in reproductive and family health can improve employee retention, reduce healthcare costs, and contribute to a productive workforce.

In this article, we’ll explore why ROI is now central to any employee benefits strategy, the specific business case for investing in women’s and family health, how to measure the real impact of benefits programs, and how HR leaders can build an employee benefits program that delivers measurable returns.

Why ROI is the  language of benefits strategy

In the past, benefits were often judged by employee sentiment or anecdotal feedback. Now, business leaders expect metrics that prove a return on investment, particularly when faced with periods of economic uncertainty, rising healthcare costs, and increased employee expectations.

The shift from soft metrics such as employee engagement and employee morale to hard data points like reduced absenteeism, increased retention rates, and medical cost savings is reshaping how HR teams build and evaluate employee benefits. This means that not all benefits programs are created equal. Those that lack measurable outcomes can no longer justify their place in the budget.

Most companies are adapting by aligning benefits changes with business performance goals. Industry trends show a growing emphasis on strategic asset allocation, where employee benefits become tools for improving retention, increasing productivity, and reducing administrative costs.

However, when weighing up their benefits options, many companies are finding that not all benefits platforms and providers can demonstrate measurable value.

The business case for investing in women’s and family health

Employee health isn’t just a wellness concern; it’s a business priority. When it comes to health benefits, supporting women and families can yield powerful returns.

Why this population matters more than ever

Today, many employees are navigating caregiving responsibilities, pregnancy, fertility treatments, or menopause. These life stages aren’t peripheral; they directly influence job satisfaction, absenteeism, and employee engagement.

Benefits offered to support family health, like fertility support, paid parental leave, menopause care, and pediatric resources, can be a major differentiator in attracting and retaining top talent. 69% of employees have taken, considered taking, or might take a new job because it offers better reproductive and family benefits.

Additionally, 84% of employers feel that reproductive and family benefits are important for attracting employees, and 85% say they are important for retaining staff. Ultimately, family-focused employee benefits are not just a perk; they’re a competitive advantage.

The hidden costs of not supporting reproductive and maternal health

Neglecting reproductive and family health isn’t just a gap in benefits—it carries real financial consequences and can have a detrimental impact on employee well-being and company culture.

• 28% of employees pursuing fertility treatment report incurring significant debt, a burden that often affects mental health, productivity, and job satisfaction.
• Fertility care costs have increased, with 70% of employers acknowledging increased spending over the last three years, making it even harder for families to cover treatment without employer support.
• 92% of working parents report feeling overwhelmed by balancing work and family responsibilities, with 80% saying their employer provides no parenting support.
• In the absence of robust family health benefits, 24% of employees in under-supportive organizations take extended leave or leave their careers entirely.
• 42% of women have had to take time off work due to menopause symptoms, and 10% of women leave their jobs altogether.

What employee benefits ROI really looks like (and how to measure it)

Investing in employee benefits without understanding their impact is like running a business without financial reporting. To drive strategic decision-making, HR professionals need clear employee benefits ROI metrics that connect health benefits to business outcomes.

Measurable outcomes HR should track

Using industry benchmarks and clinical data, HR teams can measure ROI in several ways:

• Medical cost savings: Greater pregnancy rates achieved without IVF, reduced emergency visits, lower NICU admissions, decreased reliance on high-cost interventions such as C-sections, and improved mental health.
• Business cost savings: Increased productivity and business output, improved employee retention, greater return to work rates, fewer days lost to illness, and reduced recruitment expenses due to decreased employee turnover.

Maven’s ROI framework

Maven’s proprietary ROI methodology offers a clear lens through which businesses can evaluate their fertility and maternity benefits investment. Our framework includes:

• Claims savings through personalized care navigation
• Reduction in preterm births and NICU stays, which significantly lowers medical costs
• Lower C-section rates, reducing recovery time, and reducing health risks
• Increased employee retention, especially among working parents

Our ROI calculator empowers HR professionals to model their potential savings based on their workforce size, employee needs, and benefits options.

How to build a benefits strategy that delivers ROI

To design a high-impact benefits strategy, HR teams must align offerings with both employee needs and organizational goals. That means moving beyond basic health insurance to a holistic, lifecycle-focused benefits package.

Questions to guide smarter investments

When evaluating your current employee benefits program, ask:

• Are we addressing real pain points, such as fertility issues, parental leave, or menopause support?
• Can we measure year-over-year outcomes, like lower fertility and maternity claims or improved employee morale?
• Are our benefits equitable, accessible, and inclusive across diverse employee demographics and life stages?

Using employee surveys and focus groups can provide valuable insights into unmet needs and emerging trends, helping guide more informed decisions.

Partnering with the right benefits vendor

The right partner doesn’t just provide services - they become an extension of your strategic HR team. Maven’s platform integrates clinical, emotional, and financial support for every stage of the family journey.

Our programs don’t just improve health outcomes - they simplify operations, reduce business expenses, and enhance the employee experience. Our insights show that:

• 72% of employees who have had to return to the office say that access to virtual healthcare makes it easier for them to work in person.
• 74% of Parenting & Pediatrics members say they’re more likely to continue working for their employer due to Maven.
• 25% of Parenting & Pediatrics members have avoided an appointment during the work day.
• Over 40% of members reported finding emotional support through Maven’s high-touch 1:1 mental health coaching.
• 94% of Maven Maternity & Newborn members return to work.
• Maven has a high employee satisfaction rating, with an average post-appointment member rating of 4.9/5.

Bringing it all together

HR teams can no longer afford to invest in feel-good wellness programs without tangible value. When executed strategically, women’s and family health benefits are a growth lever, not a cost center.

These employee benefits support a positive workplace culture, drive employee satisfaction, and ultimately contribute to a healthier bottom line. They meet evolving employee expectations while delivering measurable business outcomes.

Reframing benefits as a business strategy

The best benefits help shape the company’s success. By reframing employee benefits as a strategic investment in employees, they become key drivers of company performance.

Reproductive and family health support is no longer niche. It’s central to creating a positive work environment, a productive workforce, and satisfied employees. When paired with flexible work arrangements, retirement plans, and professional development opportunities, such offerings create a well-rounded strategy that meets modern employee expectations.

At Maven, we help organizations shift from traditional benefits to forward-thinking solutions backed by data. Our ROI-backed, end-to-end care platform ensures that every dollar invested delivers value for employees and the business.

Want to see the benefits ROI for your organization? Uncover the potential impact of investing in women’s and family health employee benefits with the Maven ROI calculator.