In a bid to promote work-life balance and enhance caregiving support, Singapore is introducing a major update to its parental leave policies. These enhancements build on existing measures, offering parents more time to nurture their children while maintaining financial stability.
Current Parental Leave Framework
Singapore’s current parental leave system provides foundation support for families.
Maternity Leave
Working mothers are entitled to 16 weeks of government-paid maternity leave, provided the child is a Singapore citizen and the minimum service period with their employer has been fulfilled. For the first two births, the government covers the full cost of the leave. For subsequent births, employers will fund the first 8 weeks, with the government funding the remainder.
Paternity Leave
Fathers are entitled to two weeks of government-paid paternity leave. This provision encourages fathers to take an active role in caregiving, fostering shared responsibilities during the early stages of the child’s life.
Shared Parental Leave (SPL)
Mothers may share up to four weeks of their maternity leave with fathers, enabling families to allocate leave based on their specific needs. This arrangement reduces the mother’s remaining maternity leave by the equivalent duration.
Upcoming Changes: A Boost for Parental Involvement
Singapore is set to roll out transformative updates to its parental leave policies, making them more inclusive and generous.
Expanded Shared Parental Leave
Starting April 2025, parents will be entitled to six weeks of shared leave, a significant increase from the current four weeks. By April 2026, this will expand to 10 weeks. Unlike the existing SPL system, these weeks will be calculated as additional leave and will not reduce maternity leave entitlements.
The shared leave will be government-funded, capped at SGD2,500 per week, ensuring accessibility for most workers. This flexible arrangement allows parents to distribute leave in a way that best supports caregiving responsibilities during the child’s crucial first year.
Extended Paternity Leave
From January 2025, mandatory paternity leave will double from two weeks to four weeks. This expansion underscores the importance of the fathers’ roles in early childcare, promoting a more balanced distribution of caregiving duties.
Cumulative Paid Leave
By 2026, the total paid leave available to parents – including maternity, paternity, and shared leave – will increase to a collective total of 30 weeks. This provides families with an extended period of fully paid time to focus on bonding and caregiving.
Inclusivity and Access
These policies will apply to all parents of Singaporean children, including unwed mothers (for shared leave). However, fathers must be legally married to qualify for paternity leave and shared parental leave.
How the Changes Benefit Families
The enhancements address several critical needs:
- Stronger Family Bonds: Longer leave durations give parents more time to bond with their children, fostering emotional, and psychological development.
- Gender Equality in Caregiving: Increased paternity leave and shared leave encourage a more balanced division of caregiving duties, challenging traditional gender roles.
- Financial Security: Fully paid leave ensures families are not financially burdened while taking time off to care for their children.
Implications for Employers
The phased rollout of these measures allows businesses to adapt gradually. Employers may need to reassess workforce planning, including strategies for temporary staffing solutions and workload redistribution, to accommodate extended leave arrangements.
Government reimbursements will mitigate the financial impact on employers. However, businesses must decide whether to supplement salaries beyond the capped amount for employees whose earnings exceed SGD2,500 per week.
How can PayrollServe help?
Navigating new requirements can be challenging. Let PayrollServe help you develop policies which are compliant, fair, and beneficial to your employee relations. We offer:
- HR Health Check: Review and revamp policies to ensure alignment with labour laws.
- Policy Crafting: To ensure smooth operations and positive relationships between both employees and employers.
Contact us to find out more about how PayrollServe can help.
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