Major US Firms Expand Quiet Support for Employee Abortion Travel Post-Roe

After the overturning of Roe v. Wade by the Supreme Court in 2022, large U.S. corporations have quietly adopted policies to support employees seeking abortion care outside their home states. Companies such as Google, Citi, Levi’s, Netflix, Apple, and others have implemented or expanded benefits to cover travel-related costs—including transportation, lodging, meals, and childcare—when employees seek out-of-state reproductive care. These benefits are often framed as part of broader healthcare coverage, avoiding direct public acknowledgment of their specific use for abortion access [1].

Many companies have chosen to communicate these policies discreetly, sharing details internally and refraining from public commentary, especially as the political climate has shifted with the election of Donald Trump [1]. Dick’s Sporting Goods, for instance, acknowledged the contentious nature of the issue in an internal memo, stating that employees have strong and differing views on the policy. Sheryl Sandberg, Meta’s COO, was more vocal in her support for abortion access, but such open advocacy has become less common [1].

As of 2025, Fortune found that five of the 20 companies known to have offered such benefits in 2022—Citi, JPMorgan, HPE, Levi’s, and Yelp—continue to provide them, often under umbrella policies for out-of-state healthcare needs [1]. Despite the lack of public discussion, experts like Ben Conley, an attorney who helped design these benefits, note that there has been no significant decline in their adoption. Amy Spurling, founder of HR benefits platform Compt, also reported sustained interest in these programs, particularly in states where abortion bans have been implemented [1].

Companies have designed these benefits to avoid legal and political risks. Initially, some employers used a self-certifying system, trusting employees to use the funds appropriately, but this led to occasional misuse. In response, many have adopted stricter oversight, such as using third-party validation or setting reimbursement caps [1]. These adjustments have contributed to a more standardized model for offering travel-related healthcare benefits, reducing the need for legal consultation and reinforcing the practical value of such programs [1].

The political risks associated with these benefits have not disappeared. Conservative lawmakers and activist groups, including America First Legal, have called for investigations into companies offering financial support for out-of-state abortion care, arguing that such policies may violate anti-discrimination laws by disproportionately benefiting women [1]. While no major legal actions have been taken to date, the threat remains, particularly as the EEOC gains new members aligned with Trump’s policies. Andrea Lucas, acting chair of the EEOC, has echoed concerns that abortion travel benefits may be gender discriminatory, adding to the caution employers are advised to exercise [1].

Beyond abortion, these benefits have also been seen as a potential safeguard for other types of reproductive care, such as fertility treatments, should they face legal challenges. This broader application has made the policies more strategically valuable to employers navigating an increasingly polarized political landscape [1].

Despite these challenges, the benefits remain in place and are viewed as critical by many HR professionals. They allow employees to access essential healthcare services that may be restricted in their home states while minimizing the visibility of the company’s stance on the issue. This balance between employee support and corporate risk management has allowed the policies to persist, even as public advocacy on social issues has waned [1].

Experts suggest that companies considering such benefits should focus on clear, discreet communication, emphasizing access to care rather than the specific procedure. By framing the benefits as part of a broader healthcare strategy, companies can avoid unnecessary controversy while still supporting their employees' health and well-being [1].

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[1] Big Companies Have Settled on the Best Way to Offer Abortion Care to Employees Post-Roe: Quietly (https://fortune.com/2025/07/30/abortion-travel-benefits-companies-dobbs-trump/)