Understanding Family Care Leave in Singapore
Singapore offers a comprehensive range of family care leave options to support working parents and caregivers. This article clarifies the different types of leave available, eligibility criteria, payment details, and procedures for applying. Understanding these policies is crucial for balancing work and family responsibilities.
Types of Family Care Leave in Singapore
The term "family care leave" in Singapore encompasses several distinct leave types:
- Childcare Leave: 6 days of paid leave per year for each parent for children under 7. This can be used for childcare responsibilities or a sick child.
- Extended Childcare Leave: An additional 2 days of paid leave per year if the youngest child is in primary school.
- Paternity Leave: 2 weeks of paid leave for fathers (increasing to 4 weeks from April 2025). Additional leave may be shared with the mother's maternity leave.
- Shared Parental Leave: Up to 4 weeks (children born on or after July 1, 2017) or 1 week (children born before July 1, 2017) of leave that fathers can share with their partners. From April 2025, this will increase to up to 10 weeks shareable between parents.
- Adoption Leave: 12 weeks of paid leave for adoptive parents.
- Unpaid Infant Care Leave: 6 days of unpaid leave per year for parents of infants under 2.
- Family Caregiver Leave (Optional): Some employers offer additional leave to care for other family members; this is not mandated by law.
Eligibility Criteria for Family Care Leave
General eligibility criteria usually include:
- The child must typically be a Singapore citizen.
- The employee must have worked for the employer for a specified period (usually at least 3 months) before the birth or adoption.
Documents Required for Family Care Leave Application
For Government-Paid Childcare Leave (GPCL) and Extended Childcare Leave (ECL), you will typically need:
- A completed and signed declaration form.
- Your child's birth certificate (unless foster parents or kin carers).
- Your child's Singapore citizenship certificate (if applicable, unless foster parents or kin carers).
- Letter of Identity for foster parents or kin carers (if applicable).
- Legal Guardianship document (if applicable).
For other types of family care leave, the required documentation may vary. Always check with your employer's HR department.
Payment During Family Care Leave
Payment varies depending on the leave type:
- Childcare Leave, Paternity Leave, Adoption Leave: Generally paid in full by the employer.
- Maternity Leave: First 8 weeks paid by the employer, remaining weeks reimbursed by the government (for Singapore citizen children).
- Extended Childcare Leave and Infant Care Leave: Payment arrangements may vary; infant care leave is unpaid.
- Shared Parental Leave: Government-paid.
Employer's Role in Family Care Leave
Employers generally cannot unreasonably deny requests for Government-Paid Childcare Leave. However, for other leave types, employer policies may apply. Unpaid family care leave is not mandated but is encouraged as good employment practice. Employees should contact the Ministry of Manpower (MOM) if they believe their leave request has been unfairly denied.
Notice Period for Family Care Leave
From April 2025, a minimum 4-week notice period is required for all parental leave (including GPPL, GPML, and SPL).
Family Care Leave for Probationary Employees and Part-Time Employees
Eligibility for family care leave during probation depends on the employer's policy. Part-time employees are entitled to pro-rated family care leave based on their working hours.
Exceeding Family Care Leave Entitlement
Exceeding your entitlement generally means the excess leave is treated as unpaid leave. Adjustments will be made to your pay and CPF contributions.
Conclusion
Singapore's family care leave policies aim to support working parents and caregivers. Understanding the different types of leave, eligibility requirements, and procedures is vital for effectively utilizing these benefits. Always refer to your employment contract and company policies, and contact the Ministry of Manpower (MOM) if you have any questions or concerns.
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