Understanding Childcare Leave in Singapore
Balancing work and family responsibilities is a significant challenge for many parents. Singapore recognizes this and offers childcare leave as a crucial part of its family-friendly policies. This article provides a comprehensive guide to childcare leave guide in Singapore, addressing common questions and clarifying eligibility criteria.
Eligibility and Entitlement of Childcare Leave
The entitlement to childcare leave in Singapore depends on several factors, primarily the age and citizenship of your child and your employment status. To be eligible, you must have worked for your current employer (or been self-employed) for at least 3 continuous months and have lost income during the leave period.
Eligibility Criteria:
- Employment for at least 3 continuous months (or self-employment with income loss during leave).
- The child must be below 7 years old
Childcare Leave Entitlement:
For Children Who Are Singapore Citizens:
- Children under 7 years old: Eligible parents with Singapore citizen children under 7 years old receive 6 days of paid childcare leave annually.Â
- Children between 7 and 12 years old: If your youngest Singaporean child is between 7 and 12 years old, you could be eligible for 2 days of extended childcare leave.
For Children Who Are Not Singapore Citizens:
- 2 days per year, regardless of the number of children who qualify. Your employer will pay for the 2 days of childcare leave.
Additional Points:
- Pro-Rated Leave: Entitlement is pro-rated for new hires or those leaving their jobs during the year.
- Multiple Children: Entitlement remains the same regardless of the number of children.
- Adopted and Stepchildren: Adopted and stepchildren are covered (Adoption Order required for adopted children).
Childcare Leave vs. Other Parental Leave
Childcare leave is a statutory entitlement distinct from other types of parental leave. Let's look at the key differences:
Eligibility and Entitlement:
- Singapore Citizen Children (Under 7): Up to 6 days of Government-Paid Childcare Leave (GPCL) per year.
- Non-Citizen Children (Under 7): 2 days of childcare leave per year.
- Extended Childcare Leave (ECL): Up to 2 days per year for children aged 7-12 (fully government-paid).
Payment and Reimbursement:
- GPCL: Employer pays the first 3 days; government reimburses the remaining 3 (capped at $500/day).
- ECL: Fully paid by the government (capped at $500/day).
Usage and Restrictions:
- Leave cannot be transferred, carried forward, used to offset notice periods, or exceeded.
- Leave can be taken in blocks.
Special Considerations:
- Part-Time Employees: Leave is pro-rated based on working hours.
- Adopted and Stepchildren: Eligible once the adoption order is passed or if the child is under their care.
Differences from Other Leaves:
- Shared Parental Leave: Eligible working parents can share up to 6 weeks of paid leave. The SPL will be equally allocated between parents from April 1, 2025 to March 31, 2026, and five weeks per parent from April 1, 2026.
- Paternity Leave: Separate entitlement (typically 2 weeks paid leave). See more on paternity leave in Singapore.
- Maternity Leave: Separate statutory entitlement (up to 16 weeks paid leave). More details on maternity leave in Singapore.
Can Both Parents Take Childcare Leave in the Same Year?
Yes, both parents can take childcare leave in the same year if they meet the eligibility criteria. Each parent has the same number of days based on their child's age and citizenship.
Unused Childcare Leave
The outstanding childcare leave days lapse at the end of the year and cannot be carried forward or encashed.
Documents Required for Application
Part-Time Employees and Childcare Leave
Contract, temporary, or part-time workers are also eligible for Government-Paid Childcare Leave if they have worked at your company for at least 3 continuous months.
Example:
Nicole is a contract employee who is contracted for a 8-month period. Therefore, she is eligible for 3 days of childcare leave, according to the pro-rated childcare leave guide.
Payment Structure
If the employee’s child meets the other eligibility criteria, you will be reimbursed by the Government for the remaining 3 days of childcare leave.
Childcare leave will be paid as follows:
- The first 3 days will be paid by you as the employer at the employee’s gross rate of pay.
- The remaining 3 days will be paid by the Government.
- Payments are capped at $500 per day, including CPF contributions.
Example 1 (if your employee’s gross rate of pay is below $500 per day):
If your employee's gross rate of pay is $400 per day:
- For the first 3 days of childcare leave: You, as the employer, would pay them $400 per day.
- For the 4th to 6th day: $400 per day will be reimbursed by the Government.
Example 2 (if your employee’s gross rate of pay is above $500 per day):
If your employee's gross rate of pay is $700 per day:
- For the first 3 days of childcare leave: You, as the employer, would pay them $700 per day.
- For the 4th to 6th day: $500 per day will be reimbursed by the Government, as $500 is the daily cap amount.
The payment is shared between the employer and the government. The government pays capped at $500/day.
Childcare Leave for Foreign Workers
Foreign workers and Employment Pass holders are eligible if they meet the eligibility criteria and their child meets the age and citizenship criteria.
Employer Refusal of Childcare Leave
If your employer refuses childcare leave, first ensure you meet all eligibility requirements. Then, try to resolve the issue amicably. If this fails, file a complaint with the Ministry of Manpower (MOM) or seek legal advice.
Childcare Leave Eligibility Age
Childcare leave is available until your child turns 12. For children under 2, there's also 6 days of unpaid infant care leave.
Conclusion
Childcare leave is a crucial benefit for employees in Singapore, offering working parents the means to stand out in their professional journey while nurturing their families. While employers should comprehend the intricacies of childcare leave guides, serving as a bridge between employees and the law. Let's create a legally compliant and family-oriented workplace!
