Key HR developments in Singapore: NEW Fertility-inclusive Workplace Guidebook, Employment Act Review
This month, we highlight key HR updates: the release of Singapore’s first fertility-inclusive workplace guidebook, formation of a Tripartite Workgroup to review the current Employment Act We also share insights from the APAC Employee Benefits Outlook 2025 on rising costs and shifting strategies, along with a cybersecurity alert as HR-related phishing emails recorded the highest click rates in Q2 2025.
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NEW: Singapore’s First Guidebook on Fertility-Inclusive Workplaces
Fertility Support SG has released Singapore’s first guidebook dedicated to helping employers build fertility-inclusive workplaces — addressing a growing area of employee wellbeing that’s often overlooked.
With Singapore’s Total Fertility Rate (TFR) at a record low of 0.97 and 1 in 6 couples facing fertility challenges, this issue has become a workforce concern, not just a personal one. Many employees undergoing treatments like IVF or IUI struggle silently — often juggling emotional, physical, and financial stress alongside their professional responsibilities.
Key survey findings:
- 58% of jobseekers are more likely to join companies that offer fertility benefits
- 41% said such benefits would encourage them to stay
- In Fertility Support SG’s own poll:
- 13% of respondents undergoing treatment stopped working altogether
- 17% took on fewer responsibilities
- 11% switched to less demanding roles
- 35% of employees don’t disclose fertility treatment to their employer
- 77% feel they must choose between their career and starting a family
- Over 50% believe employers should provide fertility leave and flexible arrangements
What HR teams can do:
- Implement flexible work and time-off policies for treatment cycles
- Include fertility benefits in health coverage and subsidies where possible
- Train managers to support employees with empathy and confidentiality
- Embed fertility inclusion into existing wellbeing and DEI frameworks
At a recent Fertility & Inclusion in the Workplace Forum, Minister Indranee Rajah emphasised the need for organisational culture to evolve:
“It should not be a zero-sum game. If your employees do well, the firm does well too.”
The guidebook offers a practical roadmap for HR and business leaders, including:
- Policy templates for fertility leave and partner support
- Recommendations for inclusive, stigma-free workplace culture
- Mental health and peer support best practices
- Strategies for safeguarding employee privacy
Click here for the guidebook on fertility-inclusive workplaces in Singapore by Fertility Support SG
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Newly Formed Tripartite Workgroup to Review Singapore’s Employment Act
On 4 August 2025, a newly formed Tripartite Workgroup (TWG) convened its first meeting to review Singapore’s Employment Act.
Co-chaired by senior representatives from MOM, NTUC, and SNEF, the TWG aims to update the Employment Act to reflect changing workforce profiles, evolving work arrangements, and challenging economic landscape.
The review will focus on:
- Safeguarding basic employment standards;
- Balance between business and labour interests while maintaining space for employers, employees, and unions to reach sustainable and mutually beneficial agreements; and
- Preserve a well-functioning labour market to ensure a productive workforce and thriving businesses.
The TWG will consult stakeholders across sectors and is expected to submit its recommendations by 2H 2026.
Learn more about the current Employment Act
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APAC Employee Benefits Outlook 2025: Rising Costs, Strategic Shifts
As rising costs and workforce challenges mount, employers across Asia Pacific are rethinking their approach to employee benefits. The WTW 2025 Benefits Trends Survey, conducted globally across 100+ countries, includes insights from nearly 2,000 employers in the region.
With medical inflation in APAC projected at 12.3% and a persistent shortage of skilled talent, organizations are under growing pressure to deliver benefits that are both cost-effective and meaningful to employees.
In Singapore specifically, the top 4 concerns are
- Rising benefits cost
- Competition for talent
- Pressure to enhance employee experience
- Financial pressures on budgets
* Click on image to enlarge
Instead of expanding their benefit offerings, 61% of Asia Pacific employers plan to rebalance their benefits spend—shifting resources away from underutilized programs and investing more in what employees truly value.
The top areas employers intend to enhance over the next 3 years include:
- Mental health support (52%)
- Health benefits (50%)
- Financial wellbeing programs (28%)
Support for more diverse and inclusive health needs is also growing:
- 33% plan to introduce or expand caregiver leave
- 33% are looking to offer women’s health-related medical benefits
- 25% are considering implementing menopause-specific policies
To better manage rising costs, many employers are focusing on strategic adjustments.
- 51% aim to improve value through vendor optimization
- 38% plan to implement targeted programs for high-cost conditions like mental health, metabolic disease, and cancer—many of which are expected to scale up significantly in the coming years
What this means for HR in Singapore
These findings, while regional, provide valuable cues. It’s time to rethink benefit strategies—focus on what employees truly need, build flexibility into benefit design, and ensure that programs align with both wellbeing goals and business outcomes.
Click here for full article
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HR-Related Phishing Emails See Highest Click Rates in Q2 2025
Phishing scams are getting smarter — and HR-related emails are now the most common bait.
According to a recent KnowBe4 report, nearly half of phishing failures in Q2 came from emails that looked like they were sent by HR.
From fake performance reviews to time-off requests and reimbursement notices, scammers are crafting messages that feel familiar and urgent — making them harder for employees to spot as suspicious.
Highlights from the report:
- 42.5% of phishing clicks were linked to HR-themed emails
- The most convincing emails mimicked internal tools like Microsoft Teams
- Even QR codes pretending to be from HR made the top five scanned list
* Click on image to enlarge
With threats becoming more sophisticated, this is a timely reminder: HR plays a key role in cybersecurity.
What HR Can Do
HR can play a key role in preventing phishing risks:
- Educate employees: Run short, practical trainings on spotting suspicious emails.
- Standardise communications: Use consistent templates for official HR messages.
- Partner with IT: Support regular phishing simulations and response plans.
- Encourage caution: Remind staff it’s okay to double-check before clicking.
Small steps from HR can go a long way in protecting your organization.
Click here for full infographics
Learn More
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