You will need to first declare your eligibility to your employer. You can apply for paternity leave from your employer thereafter, according to your company's usual leave-taking procedures. You are advised to give advance notice to your employer before taking paternity leave. This will help your employer to better plan and manage business operations. Please visit www.profamilyleave.gov.sg for more details on the application process.
Paternity leave is to be taken within 16 weeks after the birth of a Singapore Citizen child. Paternity leave can be taken flexibly within 12 months after the birth of the child, if there is mutual agreement between the employer and employee.
Paternity leave can be taken flexibly within 12 months after your child is born, subject to mutual agreement between you and your employer.
If you and your employer cannot agree on the leave arrangement, the default is to consume paternity leave in a continuous block of 2 weeks, within 16 weeks after your child is born.
Adoptive fathers are eligible for Government-paid paternity leave if they meet all the following eligibility criteria:
- The adopted child is below 12 months of age;
- The adopted child is a Singapore Citizen, or in cases where the adopted child is not a Singapore Citizen, at least one of the adoptive parents must be a Singapore Citizen;
- The adoptive father must have served his employer – or, if self-employed, have been engaged in a particular business, trade or profession – for a continuous period of at least 3 months preceding the point of ‘formal intent to adopt’*;
- The Adoption Order is granted within 1 year from the point of ‘formal intent to adopt’, and the adopted child obtains Singapore Citizenship within 6 months after the Adoption Order is passed; AND
- The father is an applicant to the adoption.
*'Formal intent to adopt’ refers to the point of filing of the adoption petition to the Family Court for adoption (Singapore Citizen child); or the point of issuance of a document stating that the application for the Dependant’s Pass for the adopted child has been approved (non-Singapore Citizen child).
You will be eligible for paternity leave if your child is a Singapore Citizen and you meet the other eligibility criteria.
Currently, employers can claim for reimbursement for paternity leave from the Central Provident Fund Board (CPFB).
Please refer to the following website for details on the claim procedures: www.profamilyleave.gov.sg
You will still be eligible for paternity leave, as long as you have worked for a continuous period of at least 3 months preceding the birth of your child.
You and your spouse will first have to discuss the arrangement with your respective employers. When an agreement has been reached, the mother can log on to the Shared Parental Leave Application System (SPLAS), which is available at the Profamily Leave website to indicate her decision to allocate 1 week of shared parental leave to the father. Both spouses will need to print out the confirmation letter from the website and submit it to both your employers to confirm the allocation of the shared parental leave. Employers will refer to this recorded allocated leave when considering maternity and shared parental leave applications by the female employee and her spouse respectively.
Parents should carefully consider their allocation of shared parental leave before registering it, as changes will not be allowed. While we are mindful of parents’ need for flexibility, any changes in shared parental leave allocation would require significant adjustment and administration on the parts of both employers involved as well as the Government. Rather than allowing for changes in allocation, we have given parents a longer time to decide on whether to allocate shared parental leave to the father (before the child turns 12 months old).
Shared parental leave is to be consumed within 12 months after the child's birth. As a default, shared parental leave is to be consumed in a continuous block of 1 week within 12 months after the child's birth. If there is mutual agreement between the employer and employee, shared parental leave can be taken flexibly (i.e. in a non-continuous manner) within 12 months after the child's birth.
The father will be paid at his salary.
The leave allocation of ’1 week’ is defined in terms of the work week of the relevant parent employee.
For example, if the mother has a 5-day work week, while the father has a 6-day work week, when the couple decides to allocate 1 week of the mother’s Government-paid maternity leave to the father as shared parental leave, the mother’s maternity leave allocation will be reduced to 15 weeks (based on her 5-day work week). The father’s shared parental leave allocation, on the other hand, will be 1 week (based on his 6-day work week).
As a default, shared parental leave is to be consumed in a continuous block of 1 week within 12 months after the child's birth. If there is mutual agreement between the employer and employee, shared parental leave can be taken flexibly (i.e. in a non-continuous manner) within 12 months after the child's birth.
Yes, both parents can take maternity leave and shared parental leave at the same time.
Yes, a father can apply for shared parental leave as long as the mother is eligible for Government-paid maternity leave. There is no minimum employment duration for the father to qualify for shared parental leave, as long as the mother meets the minimum employment duration and other eligibility criteria for Government-paid maternity leave, and the father has not been allocated shared parental leave under his previous employer for the same child.
No, shared parental leave is allocated in a 1-week block. Your wife can choose to allocate 1 week of her Government-paid maternity leave to you as shared parental leave, or none at all.
However, once allocated, you can choose to consume the leave in a continuous block of 1 week or flexibly (i.e. taking a few days at a time), as long as there is mutual agreement with your employer. Please note that any part of allocated shared parental leave not taken by the end of the child’s 12th month will be forfeited.
Couples have the flexibility to declare the allocation of shared parental leave to the father any time before the child turns 12 months old. This should be sufficient to enable a couple to discuss and decide on an arrangement that best suits their needs. Couples should also consult their respective employers before deciding on their allocation. If fathers are unsure whether they can commit to 1 week of leave, they can wait until they have more certainty before making the declaration no later than 12 months after the birth of the child. Please note that shared parental leave is to be consumed within 12 months of the child's birth.
This approach balances parents' needs for flexibility with employers' concerns on the impact on business operations and productivity, particularly given the implementation complexities of the shared parental leave, a complex leave scheme that involves 4 parties – the father, mother, and their respective employers.
[Note: Shared parental leave will have to be taken before the mother consumes more than 15 weeks of maternity leave. If she has already consumed more than 15 weeks of maternity leave, it will be too late for her to share the leave with her spouse.]
If an eligible employee is planning to take shared parental leave, his spouse will need to indicate the decision in the Shared Parental Leave Allocation System available on the Profamily Leave website (www.profamilyleave.gov.sg) and obtain a printout from the system on the decision. A copy of this letter should be handed his employer, to show his employer that his wife had allocated 1-week of leave to him. He will have to apply for leave according to his company's usual leave-taking procedures. Employers may visit www.profamilyleave.gov.sg for details.
Employers can claim for reimbursement from CPFB. Please refer to the following website for details on the claim procedures: www.profamilyleave.gov.sg.
For more answers to frequently asked questions by employers or about specific employment arrangements, please refer to the MOM website.
No, a medical certificate is not required. You have the flexibility to take paid child care leave and/or unpaid infant care leave to spend time with your child as long as you meet the respective qualifying criteria. For example, you may use it to accompany your child on his/her first day of school, or to care for your child personally when his/her usual child care arrangement is not available.
You will first need to declare your eligibility to your employer. You can apply for child care leave and/or unpaid infant care leave through your employer thereafter, in accordance with your company's usual leave-taking procedures. Please visit www.profamilyleave.gov.sg for more details on the application process.
It can be for any 12-month period, as agreed between the employer and the employee. Where there is no explicit agreement, the leave year will be taken to be the calendar year by default.
With the extended child care leave scheme, working parents can take 2 days of child care leave per year if they have Singapore Citizen children aged 7–12 years (inclusive), where previously, working parents were only eligible for child care leave if they had children aged below 7 years.
The enhanced leave measures have to balance between supporting the needs of parents in managing their work and family commitments as well as employers' concerns about business impact. In view of this, the Government has decided that child care leave should be capped at a maximum of 6 days per year for each parent.
Yes, the extended child care leave benefits cover both adopted children as well as step-children, as long as the child is a Singapore Citizen and the adoptive/ step parents were lawfully married at the time of adoption. The parent must also have served the employer for at least 3 months or if self-employed, have been engaged in his/her business, trade or profession for at least 3 months.
Yes, if you meet the eligibility criteria for extended child care leave. Eligibility for child care leave is based on the child's Singapore citizenship status, not the parent's.
For more answers to frequently asked questions by employers or about specific employment arrangements, please refer to the MOM website.
Employers have to ensure that their employees qualify for the child care leave before granting them the leave. Employers may visit www.profamilyleave.gov.sg for details on the claim procedures.
For more answers to frequently asked questions by employers or about specific employment arrangements, please refer to the MOM website
Working adoptive mothers have to first reach a mutual agreement with their employers on the start and end date of their adoption leave. They can officially begin to consume their leave from the following points:
1) For a Singapore Citizen child: The submission of the adoption petition to the Family Court to commence the legal adoption process;OR
2) For a child who is not a Singapore Citizen: The issuance of a document stating that the application for the Dependant’s Pass for the adopted child has been approved.
Your eligibility for Government-paid adoption leave will be subject to the passing of the Adoption Order within 1 year from either of the points above, and the child obtaining Singapore Citizenship within 6 months after the Adoption Order is granted.
Yes, you are eligible for adoption leave if you meet all the eligibility criteria. To submit a claim for Government reimbursement for any income lost by reason of cessation of active engagement in your business, trade or profession, you can go to the website www.profamilyleave.gov.sg to download the claim form, and send the completed original form by post to: GPAL Scheme, Agency Projects Department, Central Provident Fund Board, 79 Robinson Road, CPF Building, Singapore 068897.
Yes. The maternity protection will apply to the employee as long as she has served her employer for at least 3 continuous months. The probationary status will not affect employee's right to maternity protection.
The 3 months' qualifying period is generally considered a reasonable period of time for an employer to assess a female employee's suitability for employment.
It is good practice for a responsible employee to inform her employer of her pregnancy and of her intention to go on maternity leave well in advance, so that the employer can make the necessary work arrangements.
To be eligible for enhanced maternity protection, the employee must have served her employer for a continuous duration of at least 3 months. She would also have to obtain a doctor’s certification on her pregnancy before any notice of dismissal is given.
No. An employee who qualifies for maternity leave under her latest employment will not be able to claim GPMB.
However, working mothers who have received some maternity leave but whose contracts expire after delivery may also qualify for GPMB. The total maternity benefits (maternity leave and GPMB) is up to a total of 8 weeks (for the 1st and 2nd confinements) or 16 weeks (for 3rd and each subsequent confinement). For information on submission of claim and other queries, please send them to firstname.lastname@example.org or contact 1800-253-4757.
Government-Paid Maternity Benefit applies to a child born on or after 1 January 2013. If you are eligible, you can apply for Government-Paid Maternity Benefit anytime within 15 months from the birth of your child.
Applications for Government-Paid Maternity Benefit can be made online through the Central Provident Fund Board (CPFB) website. More information is available at the Profamily Leave website (www.profamilyleave.gov.sg).
For assistance on Government-Paid Maternity Benefit claims you can contact the Government-Paid Leave Schemes administrator at 1800-253-4757.
The GPMB is equivalent to the Government-paid portion of maternity leave (i.e. 8 weeks for 1st and 2nd confinements; 16 weeks for 3rd and each subsequent confinement). The amount of GPMB is calculated based on the total income earned in the 12 months before childbirth, divided over 365 days to obtain a daily GPMB rate. Net trade income from self-employment can also be included in the computation of total income that attracts GPMB payment.
For example, if a mother works for 4 months at a rate of $5,000 per month (including employer CPF contributions) in the 12 months (or 365 days) preceding delivery, and gives birth to her first child (i.e. 8 weeks or 56 days), her GPMB will be: (4 months*$5,000)/365 days * 56 days = $3,068.49
For employees, your gross rate of pay and employer CPF contributions from employment in Singapore, over the 12 months preceding the birth of your child can be included for Government-Paid Maternity Benefit computations. It includes commission-based income but excludes bonuses. For local employees earning above $50 a month, there should be a corresponding CPF contribution for the income earned.
For self-employed, your net trade income, over the 12 months preceding the birth of your child, can be used for Government-Paid Maternity Benefit computations.
Both trade income and income from employment can be combined for GPMB computations.
If you are under a term contract, the tenure of the contract (inclusive of the start date, end date, weekends and public holiday) would be used to compute the period of service. Employment duration under different terms can be amalgamated.
If you are a daily rated employee, the duration employed would be computed based on the actual number of days worked.
For all employees, should you work for multiple employers over the same period, the 'overlapping' period would only be counted 'once' (using both salaries) in computing the length of service. Both salaries will be used in the computation to reflect the total income earned in the 12 months period.
The Government-Paid Maternity Benefit is based on the Government-paid portion of maternity leave, i.e. 8 weeks for the 1st 2 confinements, and 16 weeks for the 3rd and subsequent confinements.
The 3 broad categories of flexible work arrangements, namely flexi-time, flexi-place and part-time, cover most, if not all, of the flexible work arrangements offered by employers and utilised by employees in Singapore. For example, staggered hours is a type of flexi-time arrangement, while job sharing can be categorised under part-time arrangement.
This is to ensure a good spread in the provision and use of different forms of flexible work arrangements to cater to the varying needs of individual employees.
If you are an employer who needs more information or assistance in introducing work-life strategies at your workplace, you can visit the Employer Alliance website at www.employeralliance.sg. Alternatively, you can call (65) 6837 8631 or email email@example.com.