surrogacy reimbursement program

closeup of newborn sleeping
There are many ways a family can expand, one of which is through the use of a surrogate to assist in carrying and giving birth to your child. Chevron can help you navigate the surrogate journey by providing financial assistance for eligible expenses related to a lawful surrogacy arrangement.

eligible employees

You’re eligible for surrogacy reimbursement if you’re an employee on the U.S. payroll and you:

  • Have six months or more of continuous service since your hire or last rehire date
  • Are not a member of a collective bargaining unit (unless eligibility to participate has been negotiated with Chevron)
  • Are a full-time employee or a part-time employee working one of the approved part-time schedules
  • Are working for Chevron when you agree to a valid surrogacy contract through its completion

If you and your spouse/domestic partner are Chevron employees, only one of you can be reimbursed for a valid surrogacy contract. If you’re receiving financial assistance through the Adoption Reimbursement Program, you may not receive benefits through the Surrogacy Reimbursement Program for the same child. 

how surrogacy reimbursement works

Effective January 1, 2020, you can be reimbursed up to $20,000 for eligible surrogacy-related expenses for any valid surrogacy contract in U.S. states where surrogacy is legal. You can request reimbursement for up to three eligible surrogacy events, with a lifetime maximum of $60,000.

A valid surrogacy contract is one that’s legal in the U.S. state where it’s entered into, and is considered complete once you’re recognized as the parent of a child on a birth certificate, court order of adoption, post-birth court order, or other court order recognizing your parental rights under applicable law.

Expenses eligible for reimbursement

  • Surrogate agency fees, which includes agency fees for managing the surrogate or for locating and vetting a potential surrogate
  • Legal and court fees associated with the surrogacy contract
  • Lodging (up to $200 per night) for up to two weeks (14 calendar days maximum) prior to the child’s expected due date, even if the child’s due date changes

Expenses not eligible for reimbursement

  • Fees paid to the surrogate mother for her services, including living expenses, travel and meals
  • Clothing expenses for the surrogate
  • Medical insurance for a surrogate who is not a Chevron U.S. payroll employee eligible for U.S. health benefits
  • Fees paid to an egg or sperm donor or egg or sperm donor agency
  • Fees paid for egg or sperm freezing and/or storage
  • Travel costs to meet with a surrogate, doctor or lawyer prior to the 38th week of the surrogate’s pregnancy term
  • Expenses incurred before or after you are eligible for the Program
  • Any expenses that violate applicable law
  • Expenses reimbursable under another employer’s surrogacy reimbursement program or similar benefit plan

how to get reimbursed

You have to request surrogacy reimbursement within six months of your child’s date of birth or adoption. To file a reimbursement request, follow these instructions: 

  1. Complete the Surrogacy Reimbursement Request form.
  2. You must provide all receipts for reimbursable expenses under the terms of the Program, including a completed copy of the valid surrogacy contract and a certified copy of the court order of adoption, or post-birth court order or other court order recognizing your parental rights.
  3. Sign and email the completed form, with all supporting documentation, to

As part of the review process, Chevron may ask for additional documentation to determine reimbursement eligibility. If asked, you should provide the requested documents in a timely manner as reimbursement requests cannot be determined until after all information is submitted.

If approved, reimbursement will be coordinated with U.S. payroll to be included as part of your regular pay. Please allow 8-12 weeks to process your request once you submit your paperwork. Reimbursement requests must be submitted within 180 days following the surrogacy event (live birth). Reimbursement requests submitted 180 days or after the event are not eligible for reimbursement.

taking time off

As you welcome your new child into your home, you may be eligible for time off as follows:

benefits enrollment for your new child

You have 31 days from the date of birth to add your child to your Chevron benefits, including medical coverage. Coverage is not automatic. If you miss this deadline, you must wait until the next open enrollment period or another qualifying life event to enroll your child. In addition, when you enroll your new child in Chevron health coverage, you will be required to timely complete the dependent verification process. Learn more about adding your new child to Chevron benefits.

important tax information

Reimbursement that’s distributed under the Surrogacy Reimbursement Program is considered taxable income and is subject to applicable federal, state and local income and employment taxes, which Chevron may withhold as appropriate. You should consult your tax advisor to discuss your specific situation.

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More details about the Surrogacy Reimbursement Program can be found in the program overview.

This communication provides only certain highlights about changes of benefit provisions. It is not intended to be a complete explanation. If there are any discrepancies between this communication and the legal plan documents, the legal plan documents will prevail to the extent permitted by law. Oral statements about plan benefits are not binding on Chevron or the applicable plan. Chevron Corporation reserves all rights, for any reason and at any time, to amend, change or terminate these plans or to change or eliminate the company contribution toward the cost of such plans. Such amendments, changes, terminations or eliminations may be applicable without regard to whether someone previously terminated employment with Chevron or previously was subject to a grandfathering provision. Unless required by applicable law, there are no vested rights with respect to any Chevron health and welfare plan benefit or to any company contributions towards the cost of such health and welfare plan benefits. Some benefit plans and policies described in this document may be subject to collective bargaining and, therefore, may not apply to union-represented employees.