Maternity and paternity leave in Singapore explained.
Singapore currently offers three main types of parental leave: maternity leave, paternity leave and shared parental leave. Together, these benefits reflect Singapore¡¯s strong commitment to supporting family-friendly workplaces.
Maternity, paternity and parental leave in Singapore offer critical time off to rest or support family after the birth of a child. Managing them as an employer, however, can be complex and time-consuming. HR teams often struggle with manual processes prone to errors and delays, from tracking eligibility and entitlements to submitting government reimbursement claims. Employees, meanwhile, can feel unsure about how to apply for leave, what documents are required and how to coordinate with their managers.
Maternity leave eligibility and entitlements.
Maternity leave in Singapore provides working mothers with time off to recover from childbirth and care for their newborns. Mothers who qualify under the Government-Paid Maternity Leave (GPML) scheme are entitled to 16 weeks of paid leave. This benefit is intended to support family well-being while ensuring financial stability after birth.
:
- Work for the same employer or have been self-employed for at least three months before childbirth.
- Their child is a Singaporean citizen.
- Give employers at least four weeks¡¯ notice before going on leave. Otherwise, eligible mothers are only entitled to half the payment during leave due to short notice.
For mothers who do not meet the citizenship requirement, they are entitled to 12 weeks of maternity leave under the Employment Act. Employers will pay the usual monthly salary for the first eight weeks but the last four weeks are unpaid.
Paternity leave eligibility and entitlements.
Working fathers also benefit from statutory leave through the Singapore Government-Paid Paternity Leave (GPPL). Eligible fathers are entitled to four weeks of paternity leave paid by the government. This leave must be taken within 12 months of the child¡¯s birth and can be used flexibly, either in a continuous block or spread out across the year, depending on employer approval.
:
- The child must be a Singaporean citizen.
- The father must be legally married to the child¡¯s mother.
- They have worked with the same employer or been self-employed for at least three months before the child¡¯s birth.
How to apply for maternity or paternity leave.
Applying for maternity or paternity leave in Singapore is straightforward, but it must be done correctly. Employees should:
- Notify their employer in advance (four weeks at a minimum) before taking paternity leave and one month before maternity leave.
- Submit the declaration form and attach supporting documents, such as the child¡¯s birth certificate or adoption papers.
- Indicate how they wish to take the leave (continuous or split).
Employers then process the leave application and continue paying salaries during the leave period. They can claim reimbursement from the government through the GPL Portal.
Employers pay for the leave upfront and are later reimbursed by the government. Using HR management software, employers can streamline the claim process by automatically generating reports and tracking leave balances, ensuring compliance and reducing errors.
Employer responsibilities and compliance.
Employers are legally obliged to provide maternity, paternity and shared parental leave as outlined under Singapore¡¯s Employment Act. Non-compliance can result in penalties and reputational damage.
Key responsibilities include:
- Granting leave entitlements without penalising employees.
- Filing claims with the Ministry of Manpower within the stipulated timeframe.
- Maintaining accurate and complete records of leave taken.
Shared parental leave and flexible options.
Parental leave in Singapore is designed to support families while helping parents stay connected to their careers. Employees can take leave in different ways depending on their needs: some may take it as a continuous block after the birth or adoption of a child, while others split their leave into smaller segments to better manage work and family responsibilities. Flexible arrangements can also include combining leave with part-time work, staggered schedules or remote work, helping parents balance caregiving and career.
One way to share caregiving responsibilities is through Shared Parental Leave (SPL). Eligible parents can currently take up to six weeks of SPL, with plans to expand to 10 weeks from April 2026. SPL allows parents to divide maternity leave between them according to what works best for the family.
Importantly, all forms of parental leave, from maternity and paternity to SPL, are available to adoptive parents and parents who experience stillbirth, ensuring equitable support for diverse family situations.
What are the benefits of Singapore¡¯s parental leave policies?
Singapore¡¯s leave policies offer benefits beyond childcare. Workers are more likely to stay with companies that support them through major life events as they see that they recognise their family commitments. Employers who embrace family-friendly practices also often see increased productivity. In general, these policies foster gender equality and encourage shared parenting responsibilities.
What is the future of parental leave in Singapore?
Parental leave policies in Singapore continue to evolve in line with changing workforce needs. Globally, there is growing demand for longer leave periods, greater flexibility and more inclusive policies covering adoptive parents, non-traditional families and other parenting challenges.
Looking ahead, Singapore is likely to continue strengthening its support for working parents as part of broader workforce and population policies. Initiatives such as the gradual increase in paternity leave, encouragement of shared parental responsibilities and potential moves toward greater childcare flexibility show a clear trend: parental leave is no longer just a compliance issue but a key factor in work-life balance.
For employers, staying ahead of these changes is crucial. Leveraging digital HR tools and software not only ensures compliance today but also helps businesses adapt quickly as future reforms come into play.
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