Parental Leave in Singapore: A Comprehensive Guide

Singapore's parental leave policies are continuously evolving to better accommodate working parents and foster a family-friendly work environment. This guide offers an in-depth overview of the current and forthcoming changes, addressing essential questions and concerns.

Types of Parental Leave in Singapore

Singapore provides various parental leave types to support working parents:

• Maternity Leave: Eligible working mothers are entitled to 16 weeks of Government-Paid Maternity Leave (GPML), with 8 weeks paid by the employer and 8 weeks paid by the government. And this leave can be taken flexibly, with at least 8 weeks after childbirth.
• Paternity Leave: Eligible working fathers are currently entitled to 2 weeks of Government-Paid Paternity Leave (GPPL). This entitlement will increase to 4 weeks starting April 1, 2025, with employers required to provide the additional two weeks.
• Shared Parental Leave: Commencing April 1, 2025, parents will receive 6 weeks of shared parental leave, increasing to 10 weeks from April 1, 2026. This leave is available for both parents without affecting maternity leave entitlements.
• Adoption Leave: Eligible adoptive parents qualify for government-paid leave, and the leave duration is depends on the child's birth order.
• Unpaid Infant Care Leave: Eligible parents are entitled to 12 days of unpaid infant care leave a year if the child is a Singapore citizen.
• Childcare Leave: Working parents with children under 7 years old can take 6 days of Government_Paid Childcare Leave annually (3 employer-paid, 3 government-reimbursed).
• Extended Childcare Leave: For children aged 7 to 12, parents are entitled to 2 days of extended childcare leave per year (government-reimbursed).

Discover more in-depth information about mandated parental leave entitlements on the MOM official website.

Government-Paid Paternity Leave (GPPL): Details and Eligibility

Current Entitlement (Until April 1, 2025):

• 2 weeks of mandatory Government-Paid Paternity Leave (GPPL).
• As of November 2024, eligible working fathers in Singapore can take an additional 2 weeks of Government-Paid Paternity Leave (GPPL) if their employer agrees.

Future Entitlement (From April 1, 2025):

• 4 weeks of mandatory GPPL for fathers of Singapore Citizen children born on or after this date.

Eligibility Criteria for GPPL:

• Child's Citizenship: The child must be a Singapore citizen (or acquire citizenship within 12 months of birth).
• Marital Status: The father must be or have been legally married to the child’s mother between conception and birth.
• Employment Status: Employees must have been in continuous service with their employer for at least 3 months before the birth. Self-employed individuals must be working for at least 3 months before birth and will have loss of income during the leave period.

Flexibility in Taking GPPL:

Working fathers can take a continuous block (2-4 weeks) within 16 weeks after birth, or flexibly within 12 months after birth, subject to employer agreement.

Shared Parental Leave: A New Approach

The Shared Parental Leave (SPL) scheme, effective April 1, 2025, allows parents to share up to 10 weeks of leave (starting at 6 weeks, rising to 10 weeks from April 1, 2026). This leave can be flexibly distributed between parents, with adjustments needed within four weeks of the child’s birth.

Parental Leave and Job Changes

Applying for Parental Leave: Process and Documents

• Inform Your Employer: Notify your employer about your intention to apply for parental leave.
• Complete the Declaration Form: Fill out the required form, which might be a standard declaration or one provided by your employer.
• Submit Supporting Documents: Provide essential documents such as:
  • Your child’s birth certificate
  • Marriage certificate
  • Proof of employment

Parental Leave for Foreign Employees

Foreign employees generally do not qualify for Singapore's government-paid parental leave schemes, which are designed for citizens. Hence, their leave entitlements fall under the Employment Act.

Employer Refusal of Parental Leave

Employers cannot lawfully dismiss or notify dismissal to an employee on parental leave. Further, legal recourse is available for employers who deny the leave.

Extending Parental Leave

No provision currently exists for extending parental leave beyond the standard durations, though flexibility within the shared parental leave scheme allows allocation between parents.

Parental Leave Payment Calculation

Payment for maternity leave is split between the employer (first 8 weeks) and the government (subsequent 8 weeks, capped at $2,500 per week). Payments for paternity and shared parental leave are employer-made initially but are fully reimbursable by the government (capped at $2,500 per week).

Post-Parental Leave Support

Following parental leave, government-paid childcare leave and extended childcare leave are available, alongside flexible work arrangements to assist working parents with childcare.

Understanding the Workfare Income Supplement (WIS) in Singapore

The Workfare Income Supplement (WIS) is a crucial government initiative in Singapore designed to provide financial support to lower-income working citizens. This article comprehensively answers frequently asked questions regarding WIS payouts, eligibility, and other important details.

What is Workfare Income Supplement (WIS)?

How Can I Check My Eligibility for Workfare Income Supplement (WIS)?

To be eligible for WIS, both employers and their employees must meet certain criteria, which differ for employees, self-employed individuals, and platform workers.

For further details of the eligibility criteria, assess the official CPF Board website of the Workfare Income Supplement (WIS) page.

When and How Much Will I Receive My Workfare Income Supplement (WIS) Payout?

The Workfare Income Supplement (WIS) payout schedule and amount depend on your age, income, and employment status (employee or self-employed).

Payment Schedule

• WIS payouts for employees are made monthly, with a two-month delay. For instance, the payout for January's work will be received at the end of March.
• Self-employed individuals receive their WIS payout annually, typically after their income declaration and MediSave contributions are processed.

The amount of WIS payouts depends on several factors, including the worker's age, income level, and employment type (employee, self-employed, or platform worker).

WIS Payment Amounts

Employees

*Persons with disabilities will receive the same amount as those who are aged 60 and above.

Self-employed

*Persons with disabilities will receive the same amount as those who are aged 60 and above.

Platform workers

*Platform workers continue to receive the same amount of WIS as SEPs from 2025 to 2028.

**Persons with disabilities will receive the same amount as those who are aged 60 and above.

To check how much eligible employees receive WIS, employers and employees can use the WIS calculator provided by the CPF Board. This tool allows individuals to enter their specific details and get an estimate of their potential WIS payouts.

When Will I Receive the Workfare Income Supplement (WIS) Payments?

Employees

Employees will receive Workfare Income Supplement (WIS) every month. The table below shows when they will receive the payments.

Self-employed

Self-Employed Person (SEP) will receive WIS once a year for work done in the preceding work year.

The earliest that they can receive WIS is in end April of the following Work Year (WY) (e.g. receive WIS by end April 2025 for work done in 2024), provided that CPF Board has received their assessed Net Trade Income (NTI) after declaring their income to IRAS*; and have contributed to their MediSave by 31 March of the following WY.

Self-Employed Person (SEP) will receive their WIS later (after April of the following WY) if their income declaration and MediSave contribution are made later. Hence, the earlier they declare their income and make the required MediSave contribution, the sooner they will receive the WIS.

*If the Self-Employed Person (SEP) receive a notification to file tax from IRAS, or if they meet the requirement to file tax (i.e. NTI above $6,000 and/or total income above $22,000), they should submit their tax returns directly to IRAS from 1 March to 18 April of the following year of assessment (YA). If no notification is received or the filing requirement is not met, they should e-File their tax returns via myTax Portal between 1 March and 31 October of the following WY.

Platform workers

As a platform worker, they will receive WIS every month from March 2025 onwards.* The table below shows when they will receive the payments.

^*For work done in 2024 and earlier, platform workers receive WIS as SEPs. Please refer to the WIS for self-employed persons for more information.

How Do I Update My Bank Account Details for Workfare Income Supplement (WIS) Payouts?

Update your bank account details using your Singpass to access and update your registered bank account details. Alternatively, link your NRIC to PayNow for seamless payments.

Ensure your bank account is linked to your NRIC number and is a personal or joint account with one of the three local banking groups (DBS/POSB, OCBC, UOB).

Can I Receive Workfare Income Supplement (WIS) If I Work Part-Time or Have Multiple Jobs?

What Should I Do If I Haven't Received My Workfare Income Supplement (WIS) Payout?

First, check your account details and payment dates. Then, contact the relevant government authorities through official portals or contact numbers if needed. Use official portals like workfare.gov.sg or govpayouts.gov.sg to check your payment status.

Do I Need to Apply for Workfare Income Supplement (WIS)?

No, eligibility is automatically assessed for employees based on CPF contributions. Self-employed individuals need to declare their income and make MediSave contributions, but no separate application is needed.

Conclusion

The Workfare Income Supplement plays a vital role in supporting lower-income workers in Singapore. By understanding the eligibility criteria and payment schedules, you can effectively utilize this government initiative to improve your financial well-being.

Understanding Employment Letters in Singapore

Employment letters in Singapore are crucial documents used for various purposes, from visa applications to loan approvals. This article clarifies different types of employment letters, what information they should contain, and how to obtain them.

What is an Employment Letter and Why Do I Need One?

In Singapore, "employment letter" can refer to several documents. The most common are:

• Employment Confirmation Letter: Verifies your employment status, often needed for loans, visas, or other applications. It includes your name, job title, employment dates, salary, and more.
• Employment Letter (or Offer Letter): A formal job offer outlining terms and conditions, including salary, benefits, start date, and responsibilities. This is typically issued before you start work.

You need an employment letter in Singapore for several reasons:

• Verification of Employment: Banks, government agencies, and other employers often require proof of employment.
• Compliance with Regulations: Non-resident employees need employment letters for work passes and immigration processes.
• Personal and Financial Purposes: These letters are essential for loans, mortgages, and visas.
• Clarity on Employment Contract: The letter ensures both employer and employee understand the terms and conditions.

How to Get an Employment Letter

To obtain an employment letter for visa, housing, or loan applications, follow these steps:

1. Request the Letter: Contact your HR department or supervisor, explaining the purpose.
2. Essential Content: Ensure the letter includes:

• Your full name, job title, and employee ID.
• Your employment status (start date, fixed-term or permanent).
• Work arrangements (hours, days per week, rest days).
• Salary and benefits (basic salary, allowances, benefits).
• Duration of employment (if applicable).

Sample Format

Here's a sample format:


[Company Letterhead]
[Date]
[Your Full Name]
[Your Job Title]
[Department]
[Company Name]
[Company Address]

Dear [Recipient's Name],

Subject: Confirmation of Employment

We are writing to confirm that [Your Full Name] is employed with [Company Name] as [Your Job Title], effective from [Start Date of Employment].

[Your Full Name] is currently working [number] hours per day, [number] days per week, with [rest day] as the rest day. The basic salary is SGD [amount] per month, with additional allowances and benefits as outlined in the employment contract.

This letter is issued to support [Your Full Name]'s application for [specific purpose, e.g., visa, housing, or loan].

Should you require any further information, please do not hesitate to contact us at [Contact Information].

Yours sincerely,

[Your Supervisor's Name]
[Your Supervisor's Job Title]
[Company Name]
[Contact Information]

Customization: Tailor the letter to the specific application's requirements.

Information to Include in an Employment Letter

An employment letter should include:

• Employer and Employee Information: Full names, addresses, and contact details.
• Job Details: Job title, description, responsibilities, and reporting line.
• Employment Terms: Start date, duration (if fixed-term), probation period.
• Working Arrangements: Working hours and location.
• Compensation and Benefits: Salary, allowances, and other benefits.
• Leave and Holidays: Types and number of leave days.
• Overtime and Other Salary Components: Overtime pay, bonuses, reimbursements.
• Termination and Other Conditions: Termination terms and reference to the employee handbook.
• Acceptance: A section for employee signature.

Frequently Asked Questions (FAQs)

How long does it take to get an employment letter?

A few weeks to two months for the civil service; a few weeks in the private sector, but it varies.

Can I request a letter if I'm under probation?

Not usually. You might get a different type of letter from HR, but not a formal confirmation letter.

Are there fees for an employment letter?

No, but there are fees for EP applications (separate from the letter).

Can my employer refuse to provide me with an employment letter?

No, they are legally obligated to provide Key Employment Terms (KETs) under the Employment Act.

What happens if a new employee signs a letter of employment but does not report to work?

The employer can terminate the employment contract. According to MOM, this involves notifying the employee in writing and documenting the process.

Can an employer revise terms after a new employee signs the letter?

Changes to the employment letter require the employee’s consent. Both parties should agree to the revisions, and a new letter with updated terms should be issued.

Can an employer terminate the contract before the employee starts work?

If an employer terminates the contract before the start date, the Employment Act does not apply, as the individual is not yet employed. However, the employee may file a civil claim in court for compensation.

Employment letters are essential documents in Singapore. Understanding their purpose, content, and legal implications ensures a smooth process for both employees and employers.

Minimum Wage in Singapore: PWM Rates, Sectors & Complete Guide

Singapore's approach to worker compensation differs significantly from the traditional minimum wage systems found in many other countries. Instead of a single, universally applied minimum wage, Singapore employs a multi-faceted approach that includes sector-specific models and various support schemes. This article delves into the intricacies of Singapore's wage system, addressing common questions and providing clarity on its unique structure.

How Much is the Minimum Wage in Singapore?

Singapore does not have a legally mandated national minimum wage. Instead, the country utilizes several models and guidelines like Progressive Wage Model (PWM). The details will be explained in below:

What is the Progressive Wage Model (PWM)?

The PWM systematically raises wages in low-wage sectors, linking wage increases to skills acquisition, productivity improvements, and career advancement.

Key Objectives:

• Facilitates skills upgrading, productivity improvement, career advancement, and wage progression.
• Addresses income inequality and creates a more inclusive society.

Implementation:

Introduced in 2012, the PWM is enforced through business licensing, involving tripartite committees (unions, employers, and the government). It's implemented in phases across various sectors, each with its own wage and training requirements.

Mechanism:

The PWM sets a tiered minimum wage floor based on a worker's skills, experience, and productivity. Employers must pay at least the prevailing wage for a given job role and experience level. Workers are incentivized to upgrade their skills to earn higher wages.

Benefits:

• For Employees: Higher wages, skill development opportunities, and clear career progression pathways.
• For Employers: Increased productivity and better service standards, potentially leading to higher profits.
• Social Equity: Mitigation of income inequality and improved living standards for lower-wage workers.

Compliance and Recognition:

Employers must adhere to sectoral or occupational PWM wages for resident workers and the LQS for other local workers. The Progressive Wage Mark (PW Mark) recognizes companies paying progressive wages.

Expansion and Coverage:

The PWM covers around 221,000 full-time resident lower-wage workers and continues to expand.

Which Sectors are Covered by the PWM?

The PWM currently covers:

• Cleaning (since 2014)
• Security (since 2016)
• Landscape Maintenance (since 2016)
• Lift and Escalator Maintenance (since 2019)
• Retail (since September 2022)
• Food Services (since March 2023)
• Waste Management (since July 2023)

Occupational Progressive Wages (OPWs) also exist for administrators and drivers (since March 2023).

Foreign Worker Coverage under Minimum Wage Regulations

Foreign workers are not covered under a traditional minimum wage. While the PWM doesn't directly apply, other mechanisms ensure fair compensation:

• No Minimum Wage Law: Singapore lacks a universal minimum wage law.
• Progressive Wage Model (PWM): The PWM indirectly influences wages in certain sectors but isn't a universal minimum wage.
• Local Qualifying Salary (LQS): Employers must pay local workers at least the LQS, impacting foreign worker quotas but not directly applying to foreign workers.
• Employment Pass (EP) and Other Work Passes: Foreign workers on EPs must meet specific salary thresholds to qualify for or renew their work passes.

Progressive Wage Model (PWM)

The PWM sets minimum wages for specific low-paying sectors. These are not hourly or monthly minimum wages applicable across all industries. Examples of sector-specific minimum basic salaries include:

• Administration: S$1,800–2,980 per month (1 Jul 2024 - 30 Jun 2025).
  • The details will be mentioned on the MOM official website of occupational PWM for administrations.
• Cleaning: S$1,740–2,620 per month (1 Jul 2024 - 30 Jun 2025 and differed into 3 different sector categories of cleaners).
  • Learn more about the correct wage requirements on the MOM official website of PWM for the cleaning sector.
• Driving: S$1,970–2,085 per month (1 Jul 2024 - 30 Jun 2025).
  • The detailed breakdown of wage requirements is mentioned on the MOM official website of occupational PWM for drivers.
• Food services: S$1,915–2,565 per month (1 Mar 2024 - 28 Feb 2025 and differed into 2 different categories of establishment).
  • Find out the detail categories for each food services establishment according to the levels on the MOM official website of PWM for food services sector.
• Other sectors have similar ranges.

Local Qualifying Salary (LQS) calculation

Since 1 September 2022, businesses employing foreign workers must comply with the following requirements:

• Progressive Wage Model (PWM): PWM to local employees covered under the relevant sectoral or occupational PWMs, including those in the cleaning, security, landscape maintenance, and retail sectors, as well as in-house workers covered by the PWM.
• Local Qualifying Salary (LQS): Ensure all other local employees earn at least the LQS.

The firm’s foreign worker quota entitlement is determined by the number of local employees earning the LQS, defined as:

• 1 Local Worker: Employees earning a minimum of $1,400 per month.
• 0.5 Local Worker: Employees earning between $700 and below $1,400 per month.

As announced in the Singapore Budget 2024, the LQS will increase from $1,400 to $1,600 starting 1 July 2024. This change requires businesses employing foreign workers to adapt to updated quota requirements and plan for potential increases in manpower costs to maintain compliance. Failure to meet these requirements may result in an inability to renew existing work passes or apply for new ones, impacting workforce composition and operational capabilities.

Local Qualifying Salary (LQS) and Part-Time Workers

For monthly rated part-timers, the hourly gross rate is calculated as follows to check if it meets the ≥ $9/hr gross requirement:(total monthly gross wages) ÷ (total hours worked for the month)

Example:

Miguel is a part-time local worker at Company A. He dedicates 25 hours per week to the job, earning a gross monthly wage of S$1,000.

Hourly gross rate = (total monthly gross wages) ÷ (total hours worked for the month)

Hourly gross rate = S$ 1,000 / ( 25 * 4 ) = S$ 1,000 / 100 = $10

Since Miguel’s hourly wage of $10/hr is more than the LQS of $9/hr and his monthly wage is more than $700 but less than $1,400, he will be counted as a 0.5 local worker. 

Note: As announced in Singapore Budget 2024, the minimum part-time hourly rate to meet LQS  will increase from $9 per hour to $10.50 per hour, effective from 1 July 2024 onwards.

Foreign Workers and Employment Passes

Minimum salaries for foreign workers are determined by their employment pass type:

• S Pass holders: S Pass is a gateway to many job opportunities in Singapore, especially for mid-skilled professionals. The S Pass qualifying salary is scheduled to increase from September 1, 2025 for new applications and from September 1, 2026 for renewals:
  • All sectors (except financial services): The minimum salary will increase from $3,150 to at least $3,300.
  • Financial services: The minimum salary will increase from $3,650 to at least $3,800. 
• Employment Pass (EP) holders: EP holders are for foreign professionals, managers and executives with a job offer in Singapore who meet the eligibility criteria. Fixed monthly salary comparable to the top one-third of local PMFT (Professionals, Managers, Executives, and Technicians) salaries, starting from $5,000 and increases progressively with age, up to $10,500 for those in the mid-40s. Candidates in the financial services sector need higher salaries to qualify.

In essence, Singapore's system lacks a universal minimum wage; instead, wages are regulated through sector-specific models and guidelines for different worker types.

Review and Adjustment of PWM Rates

PWM rates are adjusted regularly to remain relevant:

• Annual Adjustments: Wage rates are adjusted annually to reflect stipulated wage increases.
• Sectoral Reviews: Tripartite committees review wage standards and career progression pathways, recommending minimum wage levels and skills training programs.
• Periodic Expansions and Updates: The PWM periodically expands to new sectors and updates to reflect changing economic conditions.

Penalties for Non-Compliance with PWM Requirements

Employers failing to comply with PWM requirements face severe consequences:

• Financial Penalties: Significant fines (up to S$10,000 for subsequent offenses).
• Imprisonment: Potential imprisonment for serious violations.
• Late Payment Penalties: Additional fines and potential imprisonment for late wage payments.
• Reputational and Operational Impact: Damage to reputation and potential business disruptions.

PWM vs. Traditional Minimum Wage

Comparison with Other Countries' Minimum Wage Systems

Singapore's system differs from many countries with universal minimum wage laws (e.g., US, Australia, UK). Singapore's approach is more market-driven, with flexibility for wage adjustments based on industry conditions, skills, and productivity.

Eligibility for PWM Protection

The PWM protects Singapore citizens and permanent residents working full-time or part-time under a contract of service in designated sectors. Employers must meet wage and training requirements and pay at least the LQS for other local workers.

Conclussion

In Singapore, minimum wage requirements vary by sector and skill level in Progressive Wage Model (PWM). Examples include tiered wages in the cleaning sector (Basic, Skilled, Specialist Cleaner) and progressive wage increments in the retail and food services sectors, each with mandatory training requirements.

This comprehensive guide provides a detailed overview of Singapore's unique minimum wage system. Its nuanced approach prioritizes skills development and career progression alongside fair compensation, setting it apart from traditional minimum wage models.

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. 
  
• 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!

Understanding the Singapore Employment Act

Singapore Employment Act (EA) is a cornerstone of labor law, defining the relationship between employers and employees. This article comprehensively covers employee and employer rights, mandatory benefits, working conditions, dispute resolution, and penalties for violations. Whether you're an employee navigating your rights or an employer ensuring compliance, this guide provides essential information.

What is the Singapore Employment Act and Who Does It Cover?

The Employment Act of 1968 is Singapore's primary labor legislation, setting minimum standards for employment conditions. It covers a wide range of employees, including full-time, part-time, and temporary workers, both local and foreign. However, there are key exceptions:

• Seafarers
• Domestic workers
• Civil servants and statutory board employees
• Independent contractors

The Act distinguishes between "workmen" (generally manual laborers) and "persons in managerial or executive positions (PMEs)". Since 2019, PMEs earning above S$4,500 are also covered under certain provisions. Part IV of the EA specifically addresses working hours, rest days, and overtime for lower-earning employees.

Find out detailed Singapore Employment Act coverage on the MOM official website.

Legal Rights and Obligations in Singapore

Employee Rights:

• Employment Contracts and Key Employment Terms (KETs): Employers must provide a written employment contract description of KETs within 14 days of employment commencement. This includes salary, working hours, leave entitlements, and notice periods.
• Working Hours and Rest Days: Employees under Part IV are entitled to a maximum 8-hour workday/44-hour workweek, at least one rest day per week, and a break of at least 45 minutes for work exceeding 6 consecutive hours.
• Overtime Pay: At least 1.5 times the hourly basic rate for overtime work.
• Leave Entitlements: Annual leave (minimum 7 days, increasing annually to a maximum of 14), sick leave (14 days for non-hospitalized cases, 60 days for hospitalized cases), maternity leave, and other family-related leaves.
• Workplace Safety and Health: Employers must ensure a safe working environment.
• Fair Treatment and Grievances: Employees are entitled to fair treatment and a mechanism for addressing grievances.
• Protection Against Wrongful Dismissal: Employees are protected against unfair dismissal.

Employer Obligations:

• Employment Contracts and KETs: Provide written contracts outlining key employment terms.
• Compliance with EA Provisions: Adhere to all relevant provisions of the EA.
• Workplace Safety and Health: Maintain safe working conditions.
• Payment and Pay Slips: Provide itemized pay slips and ensure timely salary payments (within 7 days of the due date).
• Record Keeping: Maintain accurate employee records.
• Fair Employment Practices: Follow fair employment guidelines.
• Business Transfers: Notify employees of business transfers affecting their employment.

Mutual Obligations:

Both employers and employees share a duty of mutual trust and confidence, fostering a positive and productive working relationship. Dispute resolution mechanisms are available through the Labour Commissioner.

Mandatory Benefits and Leave Entitlements

Beyond the basic rights outlined above, the EA mandates several benefits:

• Central Provident Fund (CPF) Contributions: Employers must contribute a percentage of the employee's salary to the CPF.
• Annual Leave: Minimum 7 days, increasing with years of service.
• Sick Leave: Minimum 14 days outpatient/60 days hospitalized.
• Maternity Leave: Government-paid maternity leave (GPML).
• Paternity Leave: Paid leave for fathers.
• Childcare Leave: Paid leave for childcare responsibilities.
• Public Holidays: Paid time off for public holidays.
• Injury Compensation Insurance: Employers must provide work injury compensation insurance.

Working Hours, Overtime, and Rest Days

The EA regulates working hours, overtime, and rest days, particularly for employees covered under Part IV:

• Working Hours: Maximum 9 hours/day or 44 hours/week (five-day week); 8 hours/day or 44 hours/week (six-day week).
• Overtime: Mandatory overtime pay at 1.5 times the hourly rate. Limits on maximum overtime hours per month.
• Rest Days: One rest day per week (24-hour period).
• Breaks: At least 45 minutes break for work exceeding 6 consecutive hours.

Salary Payment and Deductions

• Frequency: At least once a month, within 7 days of the salary period's end.
• Itemized Pay Slips: Employers must provide detailed pay slips.
• Deductions: Limited to 50% of total salary excluding certain deductions like absence from work, income tax, etc.
• Final Salary Payment: Specific timelines for final salary payment upon resignation or termination.

Termination and Wrongful Dismissal

• Minimum Notice Period: Varies based on length of service (1 day to 4 weeks) or follow the Minister of Manpower minimum notice periods.
• Wrongful Dismissal Protection: Employers must have valid reasons for termination and follow due process. Protection against discrimination and victimization.
• Remedies: Reinstatement or monetary compensation for wrongful dismissal.
• Dispute Resolution: Mediation and Employment Claims Tribunals (ECT).

Penalties for Violations

Employers face significant penalties for violating the EA, including:

• Civil Penalties: Fines (S$100 to S$200 per occurrence).
• Criminal Penalties: Fines (up to S$5,000) and/or imprisonment (up to 6 months).
  Criminal penalties in Singapore can significantly vary depending on the nature and severity of the offense. While fines and imprisonment terms like those mentioned may apply to minor crimes or first-time offenders, more serious crimes, such as murder or drug trafficking, can attract much harsher penalties, including life imprisonment, caning, and even the death penalty.
  
• Subsequent Offences: Higher penalties (fines up to S$10,000 and/or imprisonment up to 1 year).

Filing a Claim or Reporting a Violation

To file a claim or report a violation:

1. Mediation at TADM (Tripartite Alliance for Dispute Management): Compulsory before filing with the ECT.
2. Filing a Claim at the ECT (Employment Claims Tribunals): If mediation fails.
3. Reporting Violations to MOM (Ministry of Manpower) or TAFEP (Tripartite Alliance for Fair & Progressive Employment Practices): For general infringements or workplace discrimination.

Foreign Workers and the Employment Act

Many provisions of the EA apply to foreign workers, but there are exceptions, such as domestic workers (covered under the Employment of Foreign Manpower Act - EFMA).

Conclusion

The Employment Act is crucial for both employers and employees in Singapore. Understanding its provisions is essential for maintaining fair and compliant employment practices. This article provides a comprehensive overview, but for specific details and the most up-to-date information, always refer to the official Ministry of Manpower website.