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 parents:
- Maternity Leave: Eligible working mothers are entitled to 16 weeks of maternity leave, with 8 weeks paid by the employer and 8 weeks paid by the government. 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 can be divided between both parents without affecting maternity leave entitlements.
- Adoption Leave: Eligible adoptive parents qualify for government-paid leave, with the leave duration dependent on the child's birth order.
- Infant Care Leave: Parents can opt for up to 4 weeks of unpaid infant care leave, flexibly shared between parents.
- Childcare Leave: Working parents with children under 7 can take 6 days of 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).
Government-Paid Paternity Leave (GPPL): Details and Eligibility
Current Entitlement (Until April 1, 2025):
- 2 weeks of mandatory GPPL.
- An additional 2 weeks of GPPL, pending employer agreement.
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 have been engaged in their work for at least 3 months before birth and have experienced a loss of income during the leave period.
Application and Reimbursement for GPPL:
Fathers apply via the Pro-Family Leave website. Employers and self-employed individuals can claim reimbursement, capped at $2,500 per week (including CPF contributions).
Flexibility in Taking GPPL:
GPPL can be taken as 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
Changing jobs during pregnancy or maternity leave may not impact your parental leave benefits, provided you satisfy the continuous employment conditions with your new employer and take the leave within the specified timeframe. The new employer can claim reimbursement from the government.
Applying for Parental Leave: Process and Documents
To apply for GPPL, notify your employer, submit a declaration form (potentially the employer's form), and provide supporting documents (child's birth certificate, marriage certificate, employment proof).
Parental Leave for Foreign Employees
Foreign employees generally do not qualify for Singapore's government-paid parental leave schemes, which are designed for citizens. Their leave entitlements fall under the Employment Act.
Employer Refusal of Parental Leave
Employers cannot lawfully dismiss or notify dismissal to an employee on government-paid parental leave. Legal recourse is available for employees denied 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.
| Leave Type | Duration | Payer | Eligibility Notes |
|---|---|---|---|
| Maternity Leave | 16 weeks | Employer (8 weeks), Government (8 weeks) | Eligible working mothers |
| Paternity Leave (from April 1, 2025) | 4 weeks | Employer (reimbursed by Government) | Eligible fathers of Singapore Citizen children |
| Shared Parental Leave (from April 1, 2025) | 6 weeks (increasing to 10 weeks from April 1, 2026) | Employer (reimbursed by Government) | Both parents, child must be a Singapore Citizen |
Note: This information is intended for guidance only and may be subject to changes. Always refer to official government sources for the most current details.
