Fertility coverage often stops at the corporate office. But many of the people who keep a company running work in stores, on factory floors, and behind counters, and coverage doesn’t always reach them.

But employers can build this benefit in different ways, and two well-known companies show how. Neither is a model for every employer. Both show that coverage does not have to depend on a job title or a desk.

Model 1: Nike, coverage across a large and varied workforce

Nike offers fertility and family-building coverage through Progyny to its full-time U.S. workforce, including retail store and manufacturing employees, not just the people at headquarters.

That is the design choice worth noticing. A company with many kinds of jobs, in many kinds of places, chose one benefit that reaches across all of them. For a worker in a store or on a factory floor, coverage can be the difference between starting treatment and putting it off for years.

Model 2: Starbucks, set dollar maximums open to part-time hourly partners

Starbucks takes a different approach. It offers a $25,000 lifetime maximum for fertility services, including IVF, plus up to $10,000 for related prescriptions. The coverage is available to benefits-eligible partners enrolled in a Starbucks health plan, which includes part-time hourly employees who average 20 or more hours a week.

That matters against the cost of treatment: the federal government has described a single IVF cycle as costing $12,000 to $25,000. A lifetime maximum like this will not cover every family’s full journey, but it puts real help within reach of people working hourly jobs.

What the two have in common

One company covers a whole workforce through a managed benefit. The other sets clear dollar limits and opens them to part-time hourly staff. Different designs, same idea: access to fertility care should not depend on where in a company you work.

If your own employer hasn’t made this decision yet, these examples are worth pointing to, and our FAQ is a place to start that conversation. Plan details change, so check current details with each employer.

Want to help make coverage like this the norm?

Ask your representative to support the HOPE Act → https://americansforivf.org/find-your-rep/