Planning a holiday in 2025? This comprehensive guide outlines all Singapore public holiday, addressing common questions about employee entitlements, compensation, and HR policy implications. For more information, you can also refer to the complete guide on public holidays.

Singapore Public Holiday 2025

Here's a complete list of Singapore's public holidays in 2025. There are 11 gazetted public holidays in Singapore. Check out more details about statutory holidays in Singapore:

Public Holidays Dates Days
New Year’s Day 1 January 2025 Wednesday
Chinese New Year 29 February 2025
30 February 2025		 Wednesday
Thursday
Hari Raya Puasa* 31 March 2025 Monday
Good Friday 18 April 2025 Friday
Labour Day 1 May 2025 Thursday
Vesak Day 12 May 2025 Monday
Hari Raya Haji* 7 June 2025** Saturday
National Day 9 August 2025*** Saturday
Deepavali 31 October 2025 Monday
Christmas Day 25 December 2025 Thursday

* Subject to further confirmation.

** Monday, 9 June 2025, will be a public holiday if your rest day falls on 7 June 2025.

*** Monday, 11 August 2024, will be a public holiday if your rest day falls on 9 August 2025.

Understanding Public Holidays in Singapore

Public holidays in Singapore are legally recognized days off, impacting work schedules and business operations. They are carefully chosen to reflect Singapore's diverse cultural and religious landscape. Learn more about the leave policies in Singapore.

Public Holiday Entitlements and Compensation

Employee Rights:

Long Weekends in 2025: Planning Ahead

Several public holidays in 2025 allow you to plan out long weekends, offering opportunities for extended leave and strategic business planning. Employers can consider this while planning flexible working hours:

Chinese New Year 2025: Take 1 day of leave for 5-day long weekend

Hari Raya Puasa 2025: Take 1 day of leave for 4-day long weekend

Good Friday 2025: Take 1 day of leave for 4-day long weekend

Labour Day 2025: Take 1 day of leave for 4-day long weekend

Vesak Day 2025: Take 1 day of leave for 4-day long weekend

Hari Raya Haji 2025: Take 1 day of leave for 4-day long weekend

*  If a public holiday falls on a weekday, Monday will be the off-in-lieu.

National Day 2025: Take 1 day of leave for 4-day long weekend

*  If a public holiday falls on a weekday, Monday will be the off-in-lieu.

Deepavali 2025: Take 1 day of leave for 4-day long weekend

Christmas Day 2025: Take 1 day of leave for 4-day long weekend

Public Holiday Pay Calculation in Singapore

Public holiday pay calculation is crucial for HR compliance, ensuring the employee receives their right and is fairly compensated when working during its day. Here's a simplified overview:

If the public holiday falls on The employee is entitled to
A working day
  • An extra day’s salary at the basic rate of pay
  • The gross rate of pay for that holiday
  • Overtime pay is paid if the employee works beyond his or her normal working hours
A non-working day (e.g., Saturday for employees on a 5-day work week)
  • Overtime pay for extra hours worked on a Saturday
  • One extra day’s salary at the gross rate of pay or another day off for the public holiday
A rest day
  • Payment for work done on a rest day
  • Overtime pay is paid if the employee works beyond his or her normal working hours
  • The next working day will be a paid holiday instead

Below are the examples of public holiday pay calculations for an employee who worked on its day:

Example 1 (Full-time employee):

Dennis, a full-time employee, has a basic monthly salary of $3,000 and works 5 days per week. He works on 1 public holiday this month.

His public holiday pay = 12 x The monthly basic rate of pay x Public holiday worked on / 52 x Average number of days an employee works in a week

= 12 x $3,000 x 1 / 52 x 5

= $138.46

Example 2 (Part-time employee):

Sue, a part-time employee, works 15 hours per week for all 52 weeks, while a full-time employee in the same role works 40 hours per week. The full-time employee works 8 hours a day and is entitled to 11 public holidays per year.

The calculation would be as follows: (15 x 52 weeks / 40 x 52 weeks) x 11 x 8 = 33 hours

Sue would therefore be entitled to 33 hours of public holiday pay per year for all 11 public holidays.

Therefore, for every public holiday, Sue will be paid = 33 hours / 11 public holidays = 3 hours

Public Holiday in Lieu Vs. Public Holiday Pay

The employer and employee can mutually agree to substitute a public holiday for another working day.

What if the employee is not covered under Part IV of the Employment Act?

Part IV of the Employment Act does not cover workmen who earn a monthly basic salary of more than $4,500 or non-workmen who earn a monthly basic salary of more than $2,600. The terms and conditions of employment will therefore be according to your employee’s employment contract.

You can either grant your employee time off in lieu of working on a public holiday based on a mutually agreed number of hours or decide on one of the following:

Employer Refuses to Give Public Holiday Pay

If your employer in Singapore refuses to pay you for public holidays, you can: 
  • File a claim with the Tripartite Alliance for Dispute Management (TADM): You can file a claim for mediation with the TADM. 
  • Report the violation to the Ministry of Manpower: You can call the hotline at 1800 221 9922 to report an Employment Act violation.

Conclusion

Careful planning and understanding of Singapore's public holidays are essential for both employers and employees. This guide provides a comprehensive overview to ensure compliance with the Employment Act and promote fair labor practices. Remember to consult the Ministry of Manpower (MOM) website for the most up-to-date information and detailed guidelines.

Maternity Leave Entitlement in Singapore: A Comprehensive Guide

Navigating maternity leave can be challenging, especially when understanding the specific regulations and benefits available. This comprehensive guide provides a detailed overview of maternity leave in Singapore, addressing common questions and concerns for both employees and the self-employed.

Maternity Leave Entitlement and Benefits

In Singapore, eligible working mothers are entitled to 12-16 weeks of Government-Paid Maternity Leave (GPML) depending on them fulfilling certain criteria.

To qualify for the full 16 weeks of maternity leave, employees must meet the following conditions:

  1. The employee must have completed at least 3 continuous months of service in the company before her child's birth.
  2. Her child must be a Singapore citizen.
  3. The child must be born or have an estimated delivery date (EDD) on or after 1 January 2017.

Notes:

  1. If the employee hasn't worked at the company for at least 3 months, she will only be eligible for 12 weeks of unpaid maternity leave.
  2. If the child is not a Singapore citizen, the employee will only be eligible for 12 weeks of maternity leave. 
  3. If the employee is not lawfully married to the child's father, she will still be eligible for 16 weeks of maternity leave. 

For clarity, you may check MOM’s official website to determine the employee’s eligibility and entitlement for maternity leave.

Payment Structure

The employer will pay the employee during the leave period. Further, employers can claim reimbursement from the government in accordance with the Government-Paid Maternity Leave (GPML) scheme:

Births Paid by employer Reimbursed by Government
First and second First 8 weeks, at your gross rate of pay Last 8 weeks, capped at $10,000 per 4 weeks or a total of $20,000
Third and subsequent – All 16 weeks, capped at $10,000 per 4 weeks or a total of $40,000

Eligibility Criteria

Additional Benefits and Protections

Notice Period

In Singapore, employees must give their employer at least 1 week notice before going on maternity leave to ensure smooth transition and maintain operational needs.

Understanding Government-Paid vs. Company-Paid Maternity Leave

The key difference lies in eligibility, duration, and payment/reimbursement:

Government-Paid Maternity Leave (GPML)

Company-Paid Maternity Leave

Minimum Employment Period and Employment Protection

To qualify for GPML, employees and self-employed individuals must complete a continuous 3-month employment period before the child's birth. Importantly, employers are legally forbidden from dismissing employees solely for taking maternity leave.

Applying for Maternity Leave: Process and Required Documents

To apply for maternity leave, you must:

For employees:

For self-employed:

For employers:

Maternity Leave Entitlement for Foreign Workers

Foreign workers on work permits or employment passes are eligible for maternity leave. Foreigners are entitled to 12 weeks of maternity leave if they are covered by the Employment Act and have served the employer for at least 3 months.

They also qualify for 16 weeks of Government-Paid Maternity Leave if their child is a Singapore citizen and they are lawfully married to the child’s father.

Addressing Specific Scenarios

What happened to a working mother who experienced miscarriage?

Unfortunately, maternity leave isn't applicable for miscarriages. However, employees can use sick or medical leave as the replacement of maternity leave.

Do the maternity leave dates are flexible?

Yes, the employee has the maternity leave either in one block or spread out over 12 months.

If the maternity leave is to be taken in parts based on mutual agreement with the employer,

Can an employee have extended maternity leave?

The standard 16 weeks cannot be extended, but the upcoming SPL scheme provides additional shared parental leave.

Can the employer refuse to grant maternity leave entitlement?

Refusal is a violation of labor laws, please contact the Ministry of Manpower (MOM) immediately if refusal to grant maternity leave happens.

Conclusion

Singapore's maternity leave entitlement policies aim to support working mothers. By understanding the regulations, benefits, and application process, mothers can better navigate this important period in their lives. Remember to always consult official government resources and seek legal advice if needed.

Disclaimer: This article provides general information and should not be considered legal advice. Always refer to the latest official guidelines from the Ministry of Manpower (MOM) for the most up-to-date information.

Paternity Leave in Singapore: A Comprehensive Guide for Fathers

Becoming a father is a joyous occasion, but it also brings significant responsibilities. In Singapore, the government recognizes the importance of fathers' involvement in childcare and has implemented a Government-Paid Paternity Leave (GPPL) policy to support working fathers. This guide provides a comprehensive overview of Singapore's paternity leave, addressing common questions and concerns.

What is Paternity Leave and Who is Eligible?

Government-Paid Paternity Leave (GPPL) in Singapore supports working fathers in caring for their newborn or newly adopted children. Eligibility hinges on several factors:

Eligibility Criteria:

Child's Citizenship

For children born to at least one Singaporean citizen parent, eligibility for Singaporean citizenship by descent applies regardless of the child's birthplace. Since May 15, 2004, children born overseas to a Singaporean mother can inherit citizenship by descent, a privilege previously exclusive to children of Singaporean fathers. The application for citizenship by descent should ideally be submitted within 12 months of birth, but delayed submissions are possible with an explanation for the delay.

Marital Status

Employment Requirements

Additional Considerations

Reimbursement:

The government reimburses Paternity Leave to employers up to $2,500 per week, capped at $10,000 total (including CPF contributions).

How Many Days/Weeks of Paternity Leave Am I Entitled To?

The duration of paternity leave in Singapore is evolving. Here's a breakdown of the current and upcoming policies:

Current Policy (Until 31 March 2025)

Upcoming Policy (From 1 April 2025)

Curious about the Paternity Leave reimbursement amount? Estimate it right here!

What Documents Do I Need to Apply?

Applying for GPPL requires several documents, depending on your situation:

For Natural Fathers:

For Adoptive Fathers:

Find out more documents needed to apply Paternity Leave on the official Government-Paid Leave portal.

Can I Take My Paternity Leave Flexibly?

Yes, Paternity Leave can be taken flexibly, subject to mutual agreement with your employer. While a continuous block is an option, you can take the leave in separate days. If no agreement is reached, the default is a continuous block within 16 weeks after the child's birth. Take a look on the table below to arrange your

Arrangements

2 weeks GPPL
Default, without any mutual agreement Take 2 continuous weeks within 16 weeks after the birth of the child.
Flexibly, by mutual agreement
  • Take 2 continuous weeks any time within 12 months after the birth of the child.
  • Split the 2 weeks into working days and take them in any combination within 12 months after the birth of the child.
Calculating actual leave days 2 weeks x the number of working days in the week (Capped at 6 working days per week)Example: If you work 6 days a week, then you will get 12 days of GPPL

Curious about the reimbursement amount? Estimate it right here!

Will I Receive My Full Salary During Paternity Leave?

You will receive your usual salary during GPPL. Your employer pays you, and the government reimburses the employer (capped at $2,500 per week, including CPF contributions).

What Happens If My Employer Refuses to Grant Me Paternity Leave?

Refusal without reasonable cause is a violation of the law. Employers face penalties fined up to $5,000 and/or jailed up to 6 months. These penalties increase to fines of up to $10,000 and jail terms of up to 12 months for repeat offenders.

Do I Still Qualify If My Child Is Not Born in Singapore?

The child's citizenship, not birth location, determines eligibility. Your child must be a Singapore citizen at birth or become one within 12 months. Other eligibility criteria (marital status, employment duration) also apply.

What is the Deadline for Using My Paternity Leave?

GPPL must be taken within 16 weeks after the birth of the child. It can be taken continuously within 16 weeks after birth or non-continuously within the first year, with employer agreement.

Can I Share My Wife's Maternity Leave Instead?

From 1 April 2025, the current shared parental leave scheme will cease and be replaced with a new scheme. The new scheme comprises 10 weeks of paid parental leave, shared between both parents. It will be implemented in two phases:

The 10 weeks of leave is provided on top of GPML and GPPL entitlements.

What If I'm Self-Employed?

Self-employed individuals are eligible for GPPL if they meet these conditions: at least working 3 months in company before the birth, income loss during the leave period, and other eligibility criteria (child's citizenship, marital status). Claims are submitted online via the Government-Paid Leave (GPL) Portal within 3 months of the leave period.

Conclusion

Singapore's paternity leave policy is designed to support fathers in their parental roles. Understanding the eligibility criteria, documentation requirements, and leave arrangements is crucial for ensuring a smooth process. If you encounter any difficulties, don't hesitate to contact the Ministry of Manpower (MOM) for assistance.

Foreign Worker Salaries in Singapore: A Comprehensive Guide

Singapore's economy relies heavily on a foreign workforce, contributing significantly to various sectors. Understanding the salary landscape for these workers is crucial for both employers and prospective employees. This article delves into the intricacies of foreign worker salaries in Singapore, addressing common questions and providing a comprehensive overview.

What is Considered a Foreign Worker in Singapore?

Under Singaporean HR policies, a foreign worker is anyone not a citizen or permanent resident employed in the country. They are categorized and managed under legislation like the Employment of Foreign Manpower Act (EFMA) and the Employment Act. These workers fall into two main groups:

Professionals and Semi-skilled Workers

Low-skilled and Unskilled Workers

All foreign workers require valid work permits, and employers are responsible for permit applications, accommodation, medical insurance, and adherence to work conditions and safety standards. Employers also maintain registers of their foreign workers and report any missing workers to the Ministry of Manpower (MOM).

Importantly, foreign workers are protected by laws covering working hours, pay, rest days, and fair treatment. Severe penalties exist for employers violating these protections.

Minimum Salary Requirements for Foreign Workers

Minimum salary requirements vary significantly depending on the work pass type and sector.

Employment Pass (EP)

S Pass

Work Permit

Employers must also meet other requirements like the Dependency Ratio Ceiling (DRC) and pay a monthly levy for each foreign worker.

How Foreign Worker Salaries Compare to Local Workers

Salary comparisons depend on various factors, including work pass type, industry, and government regulations.

Local Qualifying Salary (LQS)

Companies must pay local workers at least the LQS (increased to SGD 1,600 per month from July 1, 2024) to qualify for foreign worker quotas.

Employment Pass (EP) Holders

EP holders earn significantly more than the LQS. The minimum salary is substantially higher.

S Pass and Work Permit Holders

Mid-skilled S Pass holders earn less than EP holders, and Work Permit holders (often in low-skilled jobs) earn the least and lack CPF benefits (mandatory for local workers).

Industry and Skill Level

Salaries vary widely across industries and skill levels. High-skilled foreign professionals can earn comparably to or more than local counterparts.

Government Policies and Benefits

Local workers benefit from government schemes like the CPF, which foreign workers, especially those on Work Permits, lack.

Additional Benefits for Foreign Workers

Besides basic salary, foreign workers are entitled to various benefits:

Note: CPF contributions are not applicable to foreign workers.

Regulation of Foreign Worker Salaries

The Ministry of Manpower (MOM) regulates foreign worker salaries through:

Deductions from Foreign Workers' Salaries

Several deductions can be made from foreign workers' salaries, but only under specific circumstances and with legal compliance:

Salary Increments for Foreign Workers

Salary increments for foreign workers are not fixed. Instead, they are influenced by:

Salary Requirements for Different Work Pass Types

Work Pass Type Minimum Monthly Salary (SGD) Notes
Employment Pass (EP) - General Sectors $5,600 (from Jan 1, 2025) Increases with age; higher for Financial Services
Employment Pass (EP) - Financial Services $6,200 (from Jan 1, 2025) Increases with age
S Pass - General Sectors $3,150 Increases with age; increasing to $3,300 until Sept 2025
S Pass - Financial Services $3,800 For new applications from 1 Sep 2025, and for renewals from 1 Sep 2026
Work Permit - Manufacturing - No minimum salary, but employer pays levy
Work Permit - Construction - No minimum salary, but employer pays levy
Personalized Employment Pass (PEP) $22,500 Annual requirement of $270,000
Overseas Networks & Expertise Pass (ONE Pass) $30,000  

Find out the sector-specific quota and levy rules for Work Permit on the MOM official website.

Skilled vs. Unskilled Foreign Workers: Salary Differences

While there's no explicit distinction between "skilled" and "unskilled" in salary scales, the minimum qualifying salary for EPs (generally for skilled workers) is significantly higher than for Work Permits (often for unskilled workers). The Complementarity Assessment Framework (COMPASS) framework further considers salary relative to local PMET salaries.

This article provides a general overview. For specific details and the most up-to-date information, always consult the official Ministry of Manpower (MOM) website in Singapore.

Mandatory block leave in Singapore is a topic of interest for many employees, especially those in specific industries. This article clarifies the rules, regulations, and implications surrounding mandatory block leave in the Singaporean context.

What is Mandatory Block Leave in Singapore?

Unlike standard annual leave, mandatory block leave is a period of mandatory time off work, typically taken consecutively once a year. It's not a universally mandated leave entitlement for all employees but is common in certain high-risk sectors. The key difference is that during block leave, employees are not permitted to be contacted by the company regarding work matters, and vice-versa. This ensures a complete break and aids in risk mitigation.

This type of leave is often enforced by regulations in specific industries like financial services, primarily overseen by the Monetary Authority of Singapore (MAS). 

Why Do Companies Implement Mandatory Block Leave?

The primary reason for mandatory block leave is risk management. By requiring employees to take a break, companies can identify potential weaknesses in their systems and processes. The absence of a key employee allows for a thorough review of their work, reducing the likelihood of fraud, errors, or operational disruptions. This is particularly crucial in industries like finance, where continuous operation and high levels of responsibility are paramount.

Other reasons for implementation include:

Who is Subject to Mandatory Block Leave?

Financial and Risk-Related Industries

Employees in risk-taking, risk management, and risk control positions within financial institutions are most commonly subject to mandatory block leave. The Monetary Authority of Singapore (MAS) guidelines stipulate a minimum of 5 consecutive business days of block leave annually for these roles. This is a crucial aspect of mitigating operational risks and detecting potential irregularities.

General Employment

For most other industries, mandatory block leave is not a statutory requirement. However, employers may choose to implement it as part of their internal policies. If implemented, the specifics (duration, timing, etc.) are determined by the company's internal policies and employment contracts.

Key Rules and Regulations Surrounding Mandatory Block Leave

Frequently Asked Questions (FAQs)

How many days of mandatory block leave am I entitled to?

The number of days varies. In regulated sectors like finance, it's typically a minimum of 5 consecutive business days. For other industries, it depends entirely on company policy.

Does mandatory block leave count towards my annual leave entitlement?

Usually, yes. However, this is determined by your employer's policy. Check your employment contract or company handbook for specifics.

Can my employer force me to take mandatory block leave during specific periods?

In regulated industries, yes, as per regulatory guidelines. In other sectors, the employer's ability to mandate specific timing depends on the employment contract and company policy.

What happens if I refuse to take mandatory block leave?

Refusal can lead to disciplinary actions, ranging from warnings to termination of employment, especially in regulated sectors where compliance is mandatory. It could also constitute a breach of contract.

Can unused mandatory block leave be carried forward?

Generally, no. It's typically not permitted to carry over unused mandatory block leave to the next year.

How much notice should my employer give?

While there's no legal requirement, employers should provide reasonable and sufficient notice, allowing employees to plan accordingly.

Are part-time employees subject to mandatory block leave?

Not generally, unless specified in their contract or mandated by regulations in their industry (e.g., finance).

Are there specific industries that commonly practice mandatory block leave?

Yes, financial institutions and other sectors with critical systems or high-risk operations are the most common.

Legal Requirements for Employers

While there isn't a universal legal mandate for mandatory block leave across all industries, regulatory bodies like the MAS provide guidelines, particularly for financial institutions. Employers are expected to adhere to these guidelines and ensure fair and transparent policies regarding block leave.

Conclusion

Mandatory block leave in Singapore plays a vital role in risk mitigation and operational efficiency, particularly within regulated industries. Understanding the rules, regulations, and your employer's specific policies is crucial for both employees and employers to ensure compliance and maintain a healthy working environment.

Navigating maternity leave in Singapore can be complex, especially understanding the nuances of unpaid leave. This article clarifies your rights, eligibility, and what to expect.

Eligibility for Maternity Leave in Singapore

To qualify for maternity leave in Singapore, you must have worked for your employer or been self-employed for at least 3 continuous months before your child's birth. While this is generally true, there are nuances related to payment and employer agreement. If the continuous service requirement isn't met but other criteria are fulfilled, with employer agreement, the government may reimburse the employer for the government-paid portion. This policy applies equally to married and single mothers, including those on probation.

Duration of Maternity Leave

Unpaid Maternity Leave Explained

Unpaid maternity leave primarily applies to the last 4 weeks of the 12-week leave for mothers of non-Singapore citizen children. There's no provision for additional unpaid leave beyond the statutory 12 or 16 weeks, though employers can offer more generous policies.

Paid vs. Unpaid Maternity Leave

Paid Maternity Leave

Unpaid Maternity Leave

Your Rights and Protections During Maternity Leave

Crucially, your employer cannot dismiss you during maternity leave. Dismissal before maternity leave is only permissible for reasons like redundancy, poor performance, or misconduct – not because of your pregnancy. You must have worked for at least three months before the notice of termination and provide a doctor's certificate confirming your pregnancy.

You are required to provide at least one week’s notice (increasing to four weeks from April 1, 2025 for Government-Paid Maternity Leave) before commencing maternity leave. Failure to do so might reduce your payment.

Frequently Asked Questions (FAQs)

Can my employer deny my request for unpaid maternity leave?

No, an employer cannot deny maternity leave if you meet the eligibility criteria. However, if you haven't worked for at least 3 months, the leave will be unpaid.

Will taking unpaid maternity leave affect my employment benefits or annual leave?

No. Your employment benefits (medical, insurance, etc.) continue, and your annual leave entitlement remains unaffected.

Can I extend my unpaid maternity leave?

You can apply for additional paid or unpaid leave according to your company's policies, or discuss flexible work arrangements with your employer. However, there's no statutory extension beyond the initial 12 or 16 weeks.

Am I eligible for unpaid maternity leave if I'm on a work permit or employment pass?

Yes, if you've worked for at least 3 months and are covered under the Employment Act.

What happens to my CPF contributions during unpaid maternity leave?

CPF contributions are made during paid portions of maternity leave, including both employer-paid and government-reimbursed segments. Employers can reclaim CPF contributions from the government for the last 8 weeks of maternity pay for the first and second child, and for the entire 16 weeks for the third and subsequent children under the government-paid maternity leave scheme.

Can I work part-time or from home during unpaid maternity leave?

No, maternity leave is intended to be a continuous period for recovery and childcare.

Conclusion

Understanding your rights regarding maternity leave in Singapore is vital. This guide provides a comprehensive overview, but always consult the Ministry of Manpower’s guidelines for the most up-to-date information and specific details applicable to your situation.

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