Globally, hybrid work and the current conflict over return-to-office (RTO) mandates are often framed as a battle over office culture, but a new study from Stanford University suggests it could influence something more fundamental: whether people decide to have children.
The study, covering 38 countries and more than 19,000 respondents, found that couples where both partners work from home (WFH) at least once a week planned to have more children, compared to those who do not.
In short, WFH is associated with slightly higher fertility rates. The effect was found to be more significant in the US and other global samples; it was found to be less significant in Asian contexts. This was attributed to lower WFH prevalence in the region, with remote work adoption remaining limited and childcare expectations more gender-skewed.
While small, this shift is meaningful at a population level, and this matters for countries like Singapore that face chronically low fertility. The city-state has one of the lowest fertility rates in the world, with a 2024 figure of 0.97.
For Singapore, the findings point to a growing policy question: Can hybrid work be part of the demographic toolkit?
WFH-fertility link
The research suggests the flexibility gained from WFH, in the form of shorter commutes, more flexible hours, and easier caregiving, helps parents. This translates to benefits for both.
However, fertility gains from WFH in Asia are statistically insignificant for women, while men see higher fertility when their partner works from home. That dynamic reflects persistent norms around caregiving.
The study notes: “In an experimental study in Singapore, Wang and Dong (2024) find that flexible working arrangements, including workplace flexibility, have a positive causal effect on fertility intentions among young and unmarried people, with stronger effects for women. In Japan, Chong and Noguchi (2024) report an increase in odds (albeit insignificant) of being pregnant for women in occupations with high WFH rates.”
“In South Korea, Kim (2023) examines the relationship between working hours and pregnancy intentions and, although not focused on WFH, concludes that expanding WFH opportunities could raise fertility intentions in a country where working hours remain high by international standards,” it adds.
“If remote work makes babies…”
Workforce consultant Ives Tay, who has advised companies across Southeast Asia, says Singapore risks underestimating the demographic value of flexible work. He offers: “The Stanford study has important implications for Singapore.”
“We continue to invest heavily in baby bonuses and family-friendly incentives yet overlook the deeper structural factors that make family life difficult — long working hours, rigid schedules, and a culture that prizes presence over productivity.”
The evidence suggests fertility isn’t about values or youth attitudes but about systems. When people have greater control over their time through flexible or remote work, family life becomes far more viable. If remote work makes babies, then rigid workplaces risk killing our future,” he concludes.
Singapore’s hybrid work lag
Singapore’s ability to scale hybrid arrangements is constrained by its economic structure. Many roles from logistics and healthcare, to food & beverage (F&B) and manufacturing, require on-site work.
Tay notes that work culture matters, too, in constraining the adoption of hybrid work. observing: how employers “….expect you to be physically present to show commitment” while not many firms allow hybrid work.
He notes, “That means only a small number of couples benefit. WFH alone cannot fix our very low birth rate, but it can help some families decide to have kids sooner or more children.”
Care burdens still fall on mothers
Even when flexibility exists, with Tay noting it “…saves travel time, helps juggle work and childcare, and makes having kids slightly less stressful,” social expectations shape its impact.
The Stanford study notes how Asian parents, especially mothers, face pressure to invest heavily in children’s education. Tay echoes this Singaporean reality, observing: “Even if parents can work from home, many still feel pressure to spend a lot of money and time on kids’ tuition and enrichment.”
“Mothers often still do most of the school-related work. So WFH only helps if it really shifts who does childcare and reduces the time pressure — otherwise, parents may still hesitate to have more children.”
Alignment at the household level
The research finds that fertility rises most when both partners have flexibility. Policy and workplace norms that treat hybrid work as an individual benefit miss this dynamic. Tay argues that hybrid work must be structured, rather than something to be negotiated day-to-day. Singapore’s managerial culture also plays a role in holding back uptake.
He explains: “It’s not enough to offer WFH. Who controls the work schedule matters a lot. In Singapore and much of Asia, bosses have a lot of power. Employees may want to work from home but worry it will hurt their career. If managers don’t support it, WFH is often unused.”
“In Europe, labour laws protect employees, so flexible work works better. Here, flexibility is voluntary, and uptake can be limited if managers resist. If one partner can’t WFH or schedules don’t align, the household won’t get the full benefit.”
The policy opening
The study points to a complementary lever alongside childcare subsidies and housing support. Well-designed hybrid arrangements can play a beneficial role. This is particularly true for knowledge-based roles where flexibility is feasible.
The fact is that not every job can be remote, but neither does every job need to be on-site at all times, either. Singapore’s recent push for stronger workplace flexibility guidelines indicates momentum.
The question now? It’s about execution. This means including predictable hybrid schedules, manager training, and support for fathers to use flexible policies without fearing a career penalty.
A future shaped by time, not just money
https://www.pexels.com/photo/an-old-vintage-clock-mounted-on-a-wall-15253949/
For years, Singapore’s fertility debate has centred on subsidies and benefits. The Stanford research reframes part of the challenge: Family decisions hinge heavily on time sovereignty.
In a country where time is scarce, hybrid work may quietly become one of the most important social policy tools available — if cultural and managerial norms shift with it.
Tay suggests: “Leaders should show by example — take WFH themselves so staff feel safe. Managers should be held accountable for allowing flexibility. Campaigns to encourage fathers to take WFH and share childcare duties.”
“Make WFH predictable — scheduled days, not ad hoc requests. Allow households to coordinate schedules so both partners benefit. The bottom line: WFH can help parents but only if the rules are fair and bosses actually let people use it,” he adds.
Singapore has already pioneered smart urban planning, public health and economic policy. The next frontier may be a new social compact — one where flexibility is not a perk but a demographic strategy.
