Fostering Fertility in the Workplace
In today's fast-paced work environment, personal challenges can significantly impact employees' professional lives. Fertility issues, often relegated to private conversations, are frequently overlooked in workplace policies.
In Singapore, female labor participation has increased over the past decades. However, women's peak reproductive years often overlap with the critical stages of their careers. To avoid the "motherhood penalty," many women postpone marriage and childbearing until they are more financially stable, which can lead to difficulties conceiving later on.
Singapore, like many other developed countries, faces unique fertility challenges. The nation's fertility rate reached a historic low in 2023, which has significant implications for the future workforce and underscores the need for supportive measures to aid those facing fertility issues.
A Strategic Imperative
Implementing workplace fertility policies in Singapore is not just about employee welfare; it's a strategic imperative. These policies can alleviate the stress associated with fertility treatments, enhancing employee engagement and retention. Companies are committed to their workforce's well-being by supporting employees through their fertility journey.
Fertility challenges affect a significant portion of the workforce. It is estimated that 1 in 6 individuals worldwide experience fertility problems, most of whom are of working age[1]. Despite this, fertility health is often neglected and viewed as a non-medical condition or lifestyle choice[2]. This misconception can lead to a lack of support for employees undergoing treatments like in vitro fertilization (IVF), intrauterine insemination (IUI), or ovulation induction (OI).
However, as the importance of work-life balance and employee well-being gains recognition, some organizations, like Merck, are beginning to see the need for fertility policies in the workplace.
"As a long-time leader and pioneer in fertility, we understand the tremendous emotional and financial burden infertility can have on individuals and families. With the launch of Fertility Benefit, we can better support our employees and their partners at every stage of their lives, including when they wish to become parents," Pixie Yee, General Manager of Merck Healthcare, Malaysia and Singapore, shared with Virtus Fertility Centre regarding the launch of the Fertility Benefit Program in March 2024.
Merck also offers flexible work arrangements, balancing face-to-face and hybrid working. This model enables managers and their teams to identify the best way to work flexibly based on the nature of their work and their professional and personal demands.
Components of Fertility Benefit
Merck briefly shared their fertility benefits provision for permanent employees and partners, regardless of marital status.
"In Singapore, only married couples are legally allowed to undergo fertility treatments such as IUI and IVF. Merck Singapore employees can seek treatment overseas, provided it is legally permitted in the country. A range of services, such as fertility tests, in vitro fertilization, and hormonal treatments, can be covered. Besides financial assistance, we also offer additional information services related to fertility disorders," stated Merck.
Creating a workplace culture that provides a safe space to discuss infertility is essential. Merck ensures data protection compliance with the Personal Data Protection Act, guaranteeing anonymity in the reimbursement process so that managers are not made aware of the usage of fertility benefits.
Employees seeking fertility treatment are entitled to medical leave without a medical certificate as long as it is within their entitlement. Simultaneously, Merck is committed to increasing workplace awareness of infertility to reduce stigma and create psychological safety.
Employers in Singapore can play a pivotal role in normalizing conversations around fertility and providing the necessary support. Companies can demonstrate inclusivity and sensitivity towards their employees' diverse needs by implementing fertility policies. This is vital for talent retention and contributes to the nation's goal of reversing the declining birth rates.
Building a Supportive Ecosystem for Working Parents
Fertility policies within the workplace represent a significant step towards creating a more inclusive and supportive ecosystem for working parents in Singapore. These policies benefit employees facing fertility challenges and contribute to the country's long-term economic and social well-being. By fostering open communication, offering financial and logistical support, and normalizing the conversation around fertility, Singaporean companies can create a work environment that empowers employees to balance their personal and professional lives. This shift and existing pro-natalist policies can pave the way for a robust and diverse future workforce.
This article was created solely for the purpose of sharing best practices in the realm of fertility. VFCS would like to thank Merck for sharing their insights on keeping fertility@workplace conversations. Merck has reviewed and confirmed the content provided with regards to the company’s Fertility Benefits has been captured accurately as of 31st July 2024. VFCS would like to declare it has no affiliation with Merck Pte Ltd.
Merck, a leading science and technology company, had launched Fertility Benefit worldwide, starting from October 2023. To date, the company offers fertility benefit in nearly 50 countries, covering 98 per cent of its global employee population.
[1] https://www.who.int/news/item/04-04-2023-1-in-6-people-globally-affected-by-infertility
[2] Hawkey, A. (2023). Infertility as a Social and Public Health Issue. In: Liamputtong, P. (eds) Handbook of Social Sciences and Global Public Health. Springer, Cham. https://doi.org/10.1007/978-3-030-96778-9_102-1