Employer-led I.V.F. coverage also forces us to grapple with some thorny issues, such as the unfairness of the possibility that only the infertile affluent or employed can have their own children (minus the residents of Massachusetts or other states with mandates).

And it’s also a way to sidestep a national conversation about the merits of universal infertility coverage, which would include bigger questions, like whether bringing more children into an overpopulated, globally warming world is morally defensible. Or if people who would eventually conceive on their own are pushed into treatment by some of the nation’s greedy fertility clinics. Or if the childless population must help other people bear children, even if children bring people health and happiness, and thus are perhaps justifiable medical expenses, like psychotherapy or some knee surgeries.

For now, the debate will center on practical, simpler questions, like: How many rounds of I.V.F. should be covered? When is infertility no longer considered treatable? Should employers cover the price of creating and transferring an embryo into a surrogate’s womb? Should a woman using her own eggs become ineligible in the final childbearing years, say, at 43?

And what do doctors think of this? Some, like Dr. James Grifo, the program director of the New York University Langone Fertility Center, say of the increase in coverage, “in general, it’s a good thing — people have coverage, and they can get the care they deserve.” He added, “but insurance companies dictate what kind of care you can provide, and what you can do. They dictate protocols for clinical practice, and patients aren’t protocols.”

If infertility rates continue to rise in America, employers may be spending more on employees’ health care plans, but be partly compensated by their loyalty and beavering work ethic. For Ms. Burns, the experience of looking around for another position in her field and learning that Sharp HealthCare’s premium insurance included three rounds of I.V.F. coverage, and other businesses didn’t, kept her in her current job. In fact, figuring out that some companies didn’t cover I.V.F. made her “mind blown,” as she put it.

“It’s changed my appreciation for a company that makes the choice to offer this, because there’s not really any gain for them, and maybe there will be younger women who come up under me who will benefit,” she said. “It made me take a step back and realize the type of people I work for.”

Valeriya Safronova contributed reporting.