Hong Kong must embrace modern fertility policies to empower individuals and address its demographic crisis

DC: This policy change acknowledges the realities young people face—balancing careers, health and family aspirations—and empowers women to preserve their reproductive options and couples to leverage fertility treatments for family building when needed. But, true progress means more than policy changes. We need to prioritise holistic, personalised fertility care that addresses the emotional, practical and medical needs of individual fertility journeys. At Sow Fertility, our corporate benefits platform connects employees with expert guidance and support for every stage of their fertility journey. 

NL: Agreed. Piecemeal solutions won’t solve a demographic crisis. Public education on reproductive health is also key. Hong Kong lacks comprehensive fertility and sex education, often reducing these topics to abstinence campaigns or, simply suggesting there should be no premarital sexual relations. We have failed to equip young people to understand the realities of their reproductive health. We need real, honest information to help young people make informed decisions about their reproductive health.

Our policies must also reflect modern reality where more people prioritise career independence and delay marriage and childbearing. The median marriage age in Hong Kong is 32.7 which means men and women are building families later in life. We should support new parents better such that they can find a suitable balance between career and family.

See also: How should I speak to my children about sex—and why is this important for their personal development?

DC: Workplaces have a crucial role to play—but fear and misunderstanding hold many back. Budget concerns and perceived unfairness often stall conversations about fertility support. Yet, one in six couples experience infertility, and many workers struggle in silence. According to Deloitte’s Women @ Work 2024 report, nearly 20 per cent of women with reproductive health issues have considered leaving their jobs. 

New parents returning to work also face a range of difficulties juggling their new roles. When these concerns go unaddressed, employee wellness and productivity suffer. Companies risk losing talent by failing to act. 

NL: We also need to move past the idea that fertility is solely a woman’s issue. Shared parental responsibility, including quotas for parental leave, can dismantle outdated gender roles and reduce the pressure on women. We’ve started making progress—introducing tax incentives for fertility treatments and reducing wait times for public ART services—but we must go further.

DC: Reproductive care should be seen as an investment in people and productivity, rather than a cost. Employers can tailor benefits to fit company budgets and the needs of their workforce. There is no one-size-fits-all approach, but there is a right direction: empathy, support and proactive planning.. 

NL: Tackling Hong Kong’s fertility challenges demands coordinated government leadership and private sector action. Together, we can build a future where family-building is supported, not sidelined—and where people are empowered to choose when and how they become parents.

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