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The first guidebook on fertility-inclusive workplaces in Singapore has been launched by Fertility Support SG, aiming to close the gap between employee needs and employer action. Here's what companies need to know.
In a first for Singapore, Fertility Support Singapore (FSS) has launched a comprehensive guidebook to support fertility-inclusive workplaces, recognising a long-standing yet often overlooked challenge affecting employees' wellbeing and work lives.
This release comes amid a broader societal shift. With Singapore’s Total Fertility Rate (TFR) falling to a historic low of 0.97 in 2023, fertility support is no longer a private concern. It has become a national and workforce issue. Alongside the Workplace Fairness Act 2025, which reinforces anti-discrimination measures, the guidebook urges employers to take action not just for fairness, but also for long-term talent retention and workforce sustainability.
“Supporting employees through their fertility journey is not only a matter of fairness - it’s a strategic imperative,” said Simran Toor, Board Member of Fertility Support SG, in the guidebook's foreword.
Why fertility support matters in the workplace
Fertility challenges can impact employees physically, emotionally, financially and professionally. Treatments such as IVF, IUI or egg freezing require time, financial investment and emotional energy, all of which can interfere with work. Yet many employees stay silent out of fear of judgment or career consequences.
From Fertility Support SG’s engagements, some employees have reported switching to less demanding roles or even leaving their jobs entirely due to fertility-related stress. Many companies, meanwhile, have yet to integrate fertility into their inclusion and wellbeing agendas.
This guidebook aims to change that. It provides a roadmap for leaders, HR professionals and peers, offering recommendations, awareness prompts and policy templates to build a culture rooted in empathy and support.
Highlights of the new guide are as follows:
The business case: Why companies should care
1. Talent attraction and retention
Fertility benefits can help companies stand out in a competitive job market:
- 58% of survey respondents said they would be more likely to join a company offering fertility benefits
- 41% said such benefits would positively impact retention (Milieu Survey, 2025)
In Fertility Support SG’s own poll, 41% reported that infertility treatment affected their work:
- 13% stopped working altogether
- 17% took on less work
- 11% shifted to less demanding roles
2. Employer branding
Providing fertility support sends a message of compassion and inclusivity. These are qualities employees value now. It positions companies as progressive and people-first.
3. Inclusive culture
Fertility challenges affect employees of all genders, backgrounds and family structures. Supporting diverse paths to parenthood helps foster equity and psychological safety. Yet 35% of employees do not disclose their treatment, and 77% feel they must choose between work and family-building.
4. Responding to evolving social norms
Employees today expect more than just career support. They want employers to understand their personal journeys too. More than half of respondents believe companies should offer fertility leave and flexible working arrangements.
Common fertility challenges at work
- Physical: Fatigue, nausea, bloating, discomfort from treatments or procedures
- Emotional: Anxiety, isolation, grief after unsuccessful cycles
- Financial: High out-of-pocket costs, limited insurance, loss of income
- Career-related: Fear of stigma, concerns over career progression, guilt over missed work or reduced productivity
What support do employees value the most?
- Leave entitlements: Paid or unpaid time off for appointments or recovery
- Financial support: Insurance coverage, reimbursement, and in house fertility counselling
- More access to fertility treatments: Co-pays with more clinics
- Flexible work: Remote work options, adjustable hours for treatment cycles
- Mental health support: Having peer support and a safe space
What can employers do?
1. Demonstrate leadership support
- Endorse fertility-friendly workplace values
- Appoint senior sponsors for fertility initiatives
- Embed fertility into wellbeing and inclusion frameworks
- Raise awareness on fertility matters
2. Create policies
- Implement clear fertility leave and support policies
- Offer flexible work arrangements
- Allow partner leave to accompany spouse for procedures
3. Provide financial support
- Include fertility coverage in medical plans where possible
- Offer reimbursement or subsidy for treatments such as IVF and IUI
- Provide access to mental health services and counselling
4. Train managers
- Equip line managers to respond with empathy and discretion
- Include fertility topics in DEI training sessions
- Conduct awareness workshops to normalise conversations
5. Safeguard privacy
- Handle sensitive disclosures with confidentiality
- Protect personal medical information
- Respect employee privacy at all stages
6. Build a safe and supportive culture
- Encourage open and stigma-free discussions about fertility
- Reassure employees that support-seeking does not impact career progression
- Create peer support spaces and wellbeing initiatives
- Recognise observances such as Fertility Awareness Week
“Workplaces play a pivotal role in enabling employees to pursue parenthood without compromising their careers,” says Fertility Support SG.
Read here to find out more on how companies can co-create a future where no employee in Singapore has to choose between career and family.
Indranee Rajah urges employers to talk about fertility inclusion
As part of World IVF Day 2025, business leaders, HR professionals, and advocates came together at the Fertility and Inclusion in the Workplace forum, organised by FSS, to discuss how employers can better support employees navigating fertility journeys.
Guest of Honour Indranee Rajah, Minister in the Prime Minister’s Office and Second Minister for Finance and National Development, delivered a speech, opening+ by acknowledging the importance of the event in creating supportive environments where both families and businesses can thrive. "It should not be a zero-sum game," she said. "If your employees do well, the firm does well too."
Minister Indranee noted that although Singapore’s TFR remained low at 0.97 in 2023 and 2024, many Singaporeans still aspire to start families. To support these aspirations, the Government has introduced a range of measures. These include schemes to defray child raising costs, enhanced parental leave, and efforts to encourage flexible work arrangements (FWAs).
She acknowledged that some couples struggle with infertility, a deeply personal challenge often faced in silence. One in six couples in Singapore experience infertility. Employees undergoing fertility treatments may require frequent time-sensitive medical appointments, while also coping with physical and emotional side effects. Yet many choose not to disclose their struggles at work due to stigma and concerns about career impact.
Minister Indranee also reiterated the Government’s existing support for fertility health, including subsidies of up to 75% for Assisted Reproduction Technology (ART) treatments at public healthcare institutions and the use of MediSave for treatment costs, up to a lifetime cap of S$15,000 per patient. From 2023, ART centres are also required to offer psychosocial counselling to patients.
She stressed the need for a cultural shift in the workplace. Psychological safety, she said, is key to enabling employees to pursue both career and personal aspirations. Employers that offer fertility benefits such as paid time off, mental health resources, and manager training help foster this environment.
"You have the power to create workplaces where employees feel seen, heard, and supported, and where talents feel cherished and stand ready to give their all in return to support your business needs,” she mentioned.
Minister Indranee closed by acknowledging the role of community partners such as FSS in bringing important conversations into the open and encouraging business leaders to join the movement to support fertility inclusion at work.
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