Last Updated: July 2026
Fertility benefits Singapore support comes from three separate sources: government co-funding, MediSave, and voluntary employer policy, since no statutory fertility or IVF leave exists yet.
Couples undergoing Assisted Reproductive Technology (ART) currently patch together sick leave, MediSave withdrawals, and employer goodwill instead of a single, dedicated scheme.
The five essentials below cover what the government funds, what MediSave covers, and where employers still have to build their own policy from scratch.
1. Government Co-Funding Covers Up to 75% of IVF at Public Hospitals
Government co-funding covers up to 75% of ART treatment costs at public hospitals, for couples who meet MOH’s eligibility criteria.
- Covers up to 3 fresh and 3 frozen IVF cycles, plus IUI, for couples under 40 at the start of treatment
- Couples 40 and above may still get co-funding for up to 2 of 6 total cycles if they attempted ART before turning 40
- Co-funding applies only at public Assisted Reproduction centers (KKH, NUH, SGH), not private clinics
- Out-of-pocket costs after co-funding and MediSave typically range from S$3,000 to S$8,000 for a first cycle at a public hospital
A talent management strategy that factors in fertility benefits alongside government co-funding tends to reduce the financial pressure that pushes employees to delay or abandon treatment.
2. MediSave Withdrawal Limits for Fertility Treatment
MediSave withdrawal limits for fertility treatment are S$6,000 for the first cycle, S$5,000 for the second, and S$4,000 for the third and subsequent cycles, capped at a lifetime limit of S$15,000 per patient.
- Both the patient’s and spouse’s MediSave accounts can be used, combined, or separately
- MediSave can be used at private clinics too, even though government co-funding cannot
- MediShield Life generally excludes infertility and assisted conception, except for specific fertility-preservation surgical procedures in cases of potential iatrogenic infertility.
Businesses using HR outsourcing in Singapore often help employees understand which claims route, MediSave versus employer reimbursement, applies to a given expense.
3. No Statutory Fertility Leave Exists, So Employees Rely on Sick Leave
No statutory fertility or IVF leave exists in Singapore today, so employees currently rely on regular paid sick leave, certified by a doctor, to cover treatment-related appointments.
- The Employment Act provides 14 days of paid outpatient sick leave and up to 60 days of paid hospitalization leave a year, which can cover fertility appointments if a doctor certifies them
- Researchers have proposed legislating dedicated fertility leave, arguing that the current sick leave framework was not designed for a multi-week IVF cycle
- Without a formal fertility policy, coverage depends entirely on how a manager interprets a sick leave certificate, which varies from company to company
- Sick leave used for fertility appointments still counts toward the same 60-day annual cap as any other medical condition, leaving less buffer for unrelated illness later in the year
Employers applying the current Employment Act updates should still treat this as a policy gap to close voluntarily. Companies tracking Singapore employment laws consistently across their leave policies are usually the ones that get ahead of this before it becomes a retention issue.
4. Fertility Preservation Coverage Is Limited to Medically Necessary Cases
Fertility preservation coverage under MediSave and MediShield Life is limited to medically necessary cases, such as before chemotherapy or radiotherapy, starting June 2026.
- Elective egg freezing for reasons unrelated to a medical treatment is explicitly excluded from this coverage
- Employees undergoing cancer treatment should be informed of this option before treatment starts, since fertility preservation must happen beforehand
- Employer-provided fertility benefits Singapore packages are one of the only ways to support elective egg freezing, since no government scheme covers it
Companies managing this consistently across markets through Employer of Record services often standardize which fertility-related benefits are elective versus medically necessary before writing them into a policy.
5. Flexible Work Arrangement Requests Can Support Treatment Scheduling
Flexible Work Arrangement (FWA) requests, formalized under the Tripartite Guidelines effective December 2024, allow employees to request adjusted hours or remote work for fertility treatment, even though no fertility-specific leave category exists.
- Employers must properly consider any formal FWA request and respond in writing within 2 months
- IVF cycles often require frequent morning appointments for monitoring scans, which is exactly the kind of recurring, short-notice need FWA is built for
- A declined request must come with a stated business reason, not silence
Building this into a strategic HR management process avoids ad hoc, manager-by-manager decisions about how much flexibility to give someone mid-cycle.
How Procloz Supports Fertility Benefits Policy in Singapore
Procloz helps companies design fertility benefit policies that work alongside government co-funding and MediSave, instead of duplicating what already exists.
This includes structuring FWA processes and sick leave documentation so fertility-related requests are handled consistently.
Companies building supportive workplaces in Singapore work with Procloz to close the fertility benefits gap that government schemes do not cover.
Fertility Support in Singapore Is Built From Three Separate Pieces
Government co-funding and MediSave cover the bulk of treatment costs, but leave, flexibility, and elective procedures like egg freezing are left entirely to employer policy. A company that only points employees to MOH’s schemes is leaving the other half of the support gap unaddressed.
Building a fertility benefits Singapore policy that fills this gap costs little compared to the retention risk of an employee who has to choose between a treatment cycle and their job.
Contact us for assistance now.
Frequently Asked Questions about Fertility Benefits in Singapore
Q: What are the fertility benefits in Singapore?
A: Fertility benefits in Singapore combine government co-funding, MediSave, and employer support. Procloz helps employers design policies covering leave, flexibility, and reimbursement beyond statutory provisions.
Q: Is fertility or IVF leave mandatory in Singapore?
A: No, Singapore does not require employers to provide fertility or IVF leave. Employees typically rely on paid sick leave, while Procloz helps employers create consistent voluntary policies.
Q: How much government support is available for IVF in Singapore?
A: Eligible couples can receive up to 75% government co-funding for ART treatment at public hospitals. MediSave further reduces costs, while employers may offer additional fertility benefits.
Q: Can MediSave be used for fertility treatment in Singapore?
A: Yes. MediSave can be used for eligible fertility treatments within withdrawal limits. Procloz helps employers align reimbursement policies with MediSave and government funding to avoid duplicated benefits.
Q: Can employees request flexible work arrangements for IVF treatment?
A: Yes, employees can request flexible work arrangements for fertility treatment under Singapore’s guidelines. Procloz helps employers manage these requests consistently through clear workplace policies and procedures.
