Fertility Benefits for Employers in Singapore

Written by Anna Haotanto, Founder, Zora Health. Last reviewed: November 2026. General information, not legal or medical advice. This guide covers IVF and egg freezing costs, public funding, the rules and how to build a fertility benefit.

Why fertility is a business problem for employers

Fertility treatment does not fit around a work calendar. A clinic sets the date of a scan the day before. Egg collection happens when the body is ready, usually about 36 hours after a final trigger injection. Then comes a two-week wait, and for many couples, another cycle. Your team feels it: missed meetings, unexplained absences, a strong performer who suddenly goes quiet.

Most employees hide treatment because they fear being seen as less committed. That is why the cost stays invisible in your reports. It shows up instead as:

• Resignations. 13% of people in a Fertility Support SG poll had left their jobs to focus on trying to conceive. In a 2025 Ferring survey of more than 3,600 employees and employers in Australia, France, Japan, Poland and the UK, 39% of employees with fertility challenges left or considered leaving their role during treatment.
• Lower performance. 55% of 5,000 people surveyed in Canada, India, Mexico, the UK and the US for Carrot’s 2023 Global Fertility at Work report said fertility challenges hurt their work performance.
• Stalled careers. 77% of Singapore respondents in the Fertility Support SG and Milieu Insight study made career sacrifices while going through treatment or accompanying a spouse to appointments.
• Unequal treatment. Two foreign employees married to each other pay for every IVF cycle in full, while their citizen colleagues receive co-funding. The same benefits budget lands very differently across one team.

What employers gain

What IVF costs, and what the state pays

Singapore co-funds assisted reproduction at its three public centres: KK Women’s and Children’s Hospital, National University Hospital and Singapore General Hospital. The rate depends on the couple’s citizenship.

Co-funding applies at public centres for up to 3 fresh and 3 frozen cycles, and 3 IUI cycles. The patient must be under 40 at the start of a cycle. Women aged 40 and above can still receive co-funding for up to 2 of the 6 cycles if they attempted assisted reproduction or IUI before turning 40 and meet the other requirements. Couples where neither spouse is a citizen receive no co-funding. In February 2026 MOH told Parliament that the Prime Minister’s Office and MOH are reviewing fertility health policies, including financing support for assisted conception (Ministry of Health, February 2026). MOH said in August 2026 that it is reviewing ART co-funding and MediSave limits; the figures here are correct as of November 2026. Source: Ministry of Health.

Age is one of the strongest predictors of IVF success, alongside individual medical and treatment factors. Between 2017 and 2021, the Ministry of Health’s reported ART success rate was 24.0% for women under 30, against 6.4% for women aged 40 and above. MOH does not say whether this measures pregnancies or live births, so treat the figures as a guide to how age affects outcomes.

The Ministry of Health reports 22.7% for women aged 30 to 34 and 17.2% for women aged 35 to 39. Many couples need more than one cycle, which is why the size of an allowance, and when employees can use it, matter as much as whether you offer one.

Fertility support that fits your workforce and budget

You do not need to overhaul your existing health insurance to support employees through fertility treatment. Start with awareness and manager education, add confidential one-to-one support, or introduce a funded allowance across your offices. There is no minimum company size.

Where included in the employer programme, eligible employees can use talks and care navigation without paying Zora a separate fee. Care navigation allowances are set in each proposal. Treatment and other third-party costs are paid separately, either by employees or through the fertility allowance their employer provides.

Optional add-ons can be added to any programme, subject to availability: hormone and fertility diagnostics and telehealth with specialists. Pricing is tailored to your headcount, your countries and the services you choose. Most companies start with a single talk.

Request a proposal See how Zora works for employers

Plan your fertility benefit budget

Already have corporate health insurance? Here is where Zora fits

Your medical plan may cover some consultations and tests, but fertility treatment is often limited or excluded, so check your policy wording. Employees still need to understand their options, the public funding they qualify for and which clinic suits them.

Zora works alongside your existing insurance and benefits. We help employees get reliable information, navigate their care options and reach suitable specialists, and we give HR manager guidance, policy templates and, on the Complete programme, anonymised reporting. You strengthen fertility support without replacing your medical plan.

How Zora works

For your employees

Employees join the Zora app with a company code, or single sign-on for larger teams. They can learn about fertility and egg freezing, understand what your benefit covers, book a confidential care navigation call and find partner clinics and specialists.

For HR

1. Kick-off, week 1. Agree goals, countries and which employees are eligible.
2. Policy and benefit design, weeks 2 to 4. Draft or update your fertility policy using our templates.
3. Launch, typically weeks 4 to 6. A launch talk for employees and managers, plus a communications pack for HR to send.
4. Live support. Employees book care navigation calls and use the Zora app.
5. Reporting, every 3 months, on the Complete programme. Anonymised usage, common themes and our recommendations, reviewed with your account manager.

Privacy

Employee privacy is central to our programmes. On the Complete programme, routine employer reports contain aggregated engagement and utilisation information, with safeguards to prevent identification of individual employees. On every programme, personal health information is not included in standard HR reporting, and employees can get help without telling their manager. Where eligibility checks or claims administration need individual-level data, access is limited to authorised parties for defined purposes, as agreed in writing before launch. Employee data is handled in line with Singapore’s Personal Data Protection Act.

Getting Care in Singapore with Zora

Employees in Singapore can start with a confidential consultation with a Zora care navigator, who helps them understand their fertility and reproductive health options, navigate their employer’s benefits, and identify suitable doctors or specialists.

Employees can book consultations through the Zora app, with optional specialist video consultations depending on their employer’s programme. Personal health discussions remain confidential and are not shared with their employer.

Rules and eligibility in Singapore

Why employers choose Zora

Companies including Hilton, LinkedIn, Sanofi, HSBC, Mastercard, Carousell and Singapore Management University work with Zora Health. We work alongside your existing insurance, helping employees use the cover they already have and find suitable specialists based on their needs.

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Trying to conceive with a heavy workload took a toll on my husband and me. It helped us understand our options.

Questions HR teams ask us

Is fertility leave mandatory in Singapore?

No. There is no statutory fertility or IVF leave. Employees use annual leave, unpaid leave or medical certificates unless their employer offers more, and formal flexible work requests must still be considered under the Tripartite Guidelines.

Do government subsidies cover foreign employees?

Only if one spouse is a Singapore citizen, and then at a lower rate: 55% with a permanent resident spouse and 35% with a foreign spouse. Couples where neither spouse is a citizen receive no ART co-funding.

Can a single employee use a company egg freezing benefit?

Yes. Women aged 21 to 37 can freeze their eggs regardless of marital status. Using the eggs later requires IVF, which is limited to married couples.

Does Zora replace our health insurance?

No. Zora works alongside your insurance. We help employees understand their options, find suitable specialists and use the cover they already have.

How much does a fertility benefit cost an employer?

It depends on the allowance, eligibility and expected uptake. Use the budget planner on this page for a first estimate, then ask us for a tailored proposal based on your headcount and countries.

How quickly can we launch?

Typically 4 to 6 weeks from contract to launch, depending on scope and countries. Most companies start with a single talk.

Related guides for Singapore employers

Information on this page is correct as of 5 November 2026. Laws, public funding, insurance rules and treatment costs change often, so check current rules with the relevant authority, insurer or a qualified adviser before making decisions. This page is general information, not legal, financial, tax or medical advice.