KUALA LUMPUR – The declining birth rate in Malaysia is a looming challenge that could ripple through the workforce and economy. Over the past decade, the country’s fertility rate has plunged to 1.7 children per woman, well below the replacement level of 2.1.

Behind these numbers lies a narrative of shifting societal norms, economic pressures, and the evolving role of women in the workforce. For HR and business leaders, understanding these trends is vital, as they hold the key to shaping tomorrow’s labour force and workplace policies.

The rising tide of women in the workforce

In Malaysia, women’s labour force participation has steadily climbed, reshaping family planning dynamics in ways that are both empowering and consequential. As more women focus on their careers, marriage and motherhood are often deferred. This delay in childbearing, while fostering economic independence, has created a trade-off between career aspirations and family growth.

Imagine the workforce as a tightrope act where women balance professional ambitions with societal expectations of family life. The result? Many opt for smaller families or none at all, prioritising financial stability and personal development over the traditional trajectory of early marriage and multiple children.

Higher education has also played a crucial role. With women achieving advanced qualifications, the path to economic self-sufficiency often leads to a shift in priorities.

Also Read: How to support the wellbeing of workers with caregiver duties

Economic Realities and the Cost of Parenthood

It’s no secret that raising children comes with a hefty price tag. In urban Malaysia, parents grapple with the rising costs of childcare, education, and housing, prompting many to downsize their dreams of a big family. For many couples, one or two children are all they can afford within the constraints of modern life.

Government data highlights such financial burden as a deterrent to having larger families. From soaring tuition fees to expensive early childhood education, the cost of bringing up a child has become a major hurdle for young couples. For HR leaders, this is a call to advocate for better childcare subsidies, parental leave policies, and family-friendly benefits that make balancing work and family less daunting.

Also Read: Southeast Asian women struggle to balance work and motherhood

A generation at risk: The implications of a greying workforce

The fertility decline raises questions about the future workforce. With fewer young Malaysians entering the job market, the pipeline of talent is shrinking. Companies could soon face a labour shortage that stifles innovation and productivity. Meanwhile, a growing elderly population will also strain health care and social security systems, potentially leading to higher taxes for the next generation.

This demographic shift is a ticking time bomb for businesses relying on a steady stream of youthful talent. Without intervention, industries may find themselves fishing in an ever-dwindling talent pool, exacerbating the competition for skilled workers.

Turning the tide: What HR leaders can do

• Flexible work policies. Offering remote work options and flexible hours can make it easier for employees to manage family commitments alongside professional responsibilities.
• Enhanced parental leave. Extend maternity and paternity leave policies to reflect the realities of modern parenting, ensuring that both parents share childcare responsibilities.
• Workplace childcare. Subsidised on-site childcare facilities can significantly reduce the financial burden on working parents while boosting employee morale and retention.

The declining birth rate in Malaysia is a bellwether for deeper societal and economic shifts. For HR and business leaders, it’s an invitation to rethink workplace policies, advocate for family-friendly initiatives, and prepare for a future where talent may become a scarce resource.

Companies have an opportunity to reimagine workplaces as ecosystems that support both careers and families. After all, the health of tomorrow’s workforce begins with the decisions we make today.