Maternity & Paternity Leave Singapore 2026 Guide

Singapore has significantly expanded parental leave entitlements in recent years, reflecting the government's commitment to supporting working parents and encouraging a higher birth rate. From a landmark increase to four weeks of paternity leave in January 2025, to generous 16-week maternity leave provisions that are largely government-funded, Singapore's parental leave framework is one of the more comprehensive in the region.

Whether you are an expectant mother calculating exactly when your leave begins, a father wondering how the new four-week paternity entitlement works, or an HR professional confirming your company's obligations under the Employment Act, this guide covers everything you need to know. We explain every leave type — maternity, paternity, shared parental, childcare, adoption, and unpaid infant care — with worked pay examples and a clear breakdown of employer versus government responsibilities. All figures are current for 2026 and sourced from the Ministry of Manpower (MOM) and relevant government agencies.

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Maternity Leave: 16 Weeks for Working Mothers

The Entitlement

Working mothers in Singapore are entitled to 16 consecutive weeks of maternity leave under the Child Development Co-Savings Act (CDCA) and the Employment Act. This is one of the most generous statutory entitlements in Southeast Asia.

The leave is split into two distinct blocks:

• First 8 weeks: Must be taken consecutively and immediately following delivery (or in the period leading up to delivery — more on timing below).
• Last 8 weeks: Can be taken flexibly within 12 months of the child's birth. This flexibility allows mothers to return to work and use the remaining leave in shorter stints as needed.

Eligibility Criteria

To qualify for the full 16 weeks of maternity leave, you must meet all of the following conditions:

1. Employed at the time of your child's birth (includes contract employees and fixed-term staff).
2. Worked for your current employer for at least 3 continuous months before the date of delivery.
3. The child must be a Singapore Citizen (SC). If the child is not an SC, you are entitled to 8 weeks instead of 16, with different funding rules (see below).

You do not need to be married to qualify. Unmarried mothers are fully eligible provided the child is a Singapore Citizen and the employment criteria are met.

Government-Paid vs Employer-Paid Leave

The funding structure depends on whether your child is a Singapore Citizen:

For Singapore Citizen children: All 16 weeks are Government-Paid Maternity Leave (GPML). The government reimburses your employer for the full 16 weeks, capped at $10,000 per 4-week block (i.e., $40,000 in total across 16 weeks). This cap equates to approximately $2,500 per week.

For non-Singapore Citizen children:

• Weeks 1–8: Employer-paid (no government reimbursement; cost is borne by your employer).
• Weeks 9–16: Government-paid, capped at the same $10,000 per 4-week block.

When Can Leave Start?

You can start your maternity leave as early as 4 weeks before your expected delivery date, or at any point up to and including the actual date of delivery. This is a practical option for mothers who prefer to rest in the final weeks of pregnancy.

Alternatively, you may continue working right up to the delivery date and take all 16 weeks after the birth. The choice is entirely yours, subject to your employer being informed in advance.

How Pay Is Calculated During Maternity Leave

Maternity leave pay is calculated at your gross rate of pay. This includes your basic salary plus any fixed monthly allowances (such as transport allowances, housing allowances, and fixed food allowances). It excludes overtime pay, variable performance bonuses, reimbursements, and any non-contractual payments.

Example: If your basic salary is $5,000/month and you receive a fixed $400 monthly transport allowance, your gross rate of pay is $5,400/month.

Weekly rate = $5,400 × 12 ÷ 52 = $1,246.15 per week

Since this is below the government cap of $2,500/week (or $10,000 per 4-week block), you receive your full pay throughout the leave period.

For higher earners: if your gross monthly salary is $8,000, your weekly rate = $8,000 × 12 ÷ 52 = $1,846.15 per week — still below the cap, so full pay applies. The cap only effectively limits pay for those earning above approximately $10,833/month.

Self-Employed Mothers

Self-employed women are also eligible for Government-Paid Childcare Leave (GPCL) if they have been working for the Self-Employment Scheme and have made MediShield Life contributions for at least 3 months in the year of the child's birth. The claim must be submitted to the CPF Board within 3 months of the child's first birthday.

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Paternity Leave: 4 Weeks Mandatory from April 2025

The Landmark Increase

In a significant policy shift, Singapore made all 4 weeks of Government-Paid Paternity Leave (GPPL) fully mandatory for eligible working fathers, effective from 1 April 2025. This applies to fathers of children with birth, EDD or formal intent to adopt on or after 1 April 2025 who are Singapore Citizens. The previous regime allowed 2 weeks mandatory + 2 weeks at employer discretion; from 1 April 2025, all 4 weeks must be granted if the father meets the eligibility criteria.

From the same date, two additional protections kicked in: it is a statutory offence to dismiss an employee while he is on GPPL, and fathers must give at least 4 weeks' notice before commencing leave (unless the employer agrees to shorter notice).

This change was part of the government's broader strategy to encourage fathers to play a more active role in early child-rearing and to reduce the disproportionate burden of caregiving on mothers.

Eligibility

To qualify for 4 weeks of paternity leave:

1. You must be employed (including contract and fixed-term employees).
2. You must have worked for your employer for at least 3 continuous months before your child's birth.
3. The child must be a Singapore Citizen.
4. Leave must be taken within 12 months of the child's birth.

There is no requirement to be married to the child's mother.

Pay Cap and Government Reimbursement

Paternity leave is fully government-paid, capped at $2,500 per week (inclusive of CPF contributions). This means the government reimburses your employer for up to $2,500 per week for all 4 weeks, giving a maximum government reimbursement of $10,000 per father.

Worked Example — $5,000/month salary:

Monthly salary: $5,000
Weekly rate: $5,000 × 12 ÷ 52 = $1,153.85/week
Total for 4 weeks: $1,153.85 × 4 = $4,615.38
Government cap: $2,500 × 4 = $10,000
Since $4,615.38 < $10,000, the father receives his full normal pay throughout.

Worked Example — $10,000/month salary:

Monthly salary: $10,000
Weekly rate: $10,000 × 12 ÷ 52 = $2,307.69/week
Total for 4 weeks: $2,307.69 × 4 = $9,230.77
Government cap: $10,000
Since $9,230.77 < $10,000, the father still receives full normal pay.

The cap only bites meaningfully above approximately $10,833/month (where the weekly equivalent exceeds $2,500).

Timing and Flexibility

Paternity leave can be taken in one continuous block or split into a maximum of two separate periods within the 12-month window following birth. Many fathers choose to take one or two weeks immediately after the birth and the remaining weeks a few months later during weaning or childcare transitions.

Non-Singapore Citizen Children

For fathers of non-SC children, the entitlement is 2 weeks of employer-paid paternity leave. The government does not reimburse employers for this; the cost falls on the employer. There is no government-paid component for non-SC children.

Employment Protection

Your employer cannot dismiss or penalise you for taking paternity leave. Terminating an employee because they have exercised their statutory right to paternity leave is unlawful under the Employment Act. If you face dismissal or adverse treatment, you can file a complaint with MOM.

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Shared Parental Leave: The New 6→10 Week Standalone Pool

How It Actually Works (Post-April 2025)

Shared Parental Leave (SPL) was relaunched on 1 April 2025 as a standalone government-paid scheme — it is NOT carved out of the mother's 16-week maternity leave. SPL sits on top of GPML and GPPL, so both parents can access additional paid leave without the mother giving up any of her 16 weeks.

The scheme is being rolled out in two phases:

Other key mechanics:

• Government-paid salary during SPL, capped at $2,500/week (same cap structure as GPML/GPPL).
• Both parents must be employed (3 months continuous service) and meet citizenship/marriage criteria; child must be a Singapore Citizen.
• SPL must be taken after primary leave (GPML for mother, GPPL for father) is fully consumed, and within 12 months of the child's birth.
• Default split can be reallocated via LifeSG within 4 weeks of birth with no employer sign-off; changes after the 4-week window require employer agreement.
• Concurrent SPL is allowed — both parents can be on SPL at the same time if their employers agree to the leave plan.

EDD Edge Case for the 1 April 2026 Cutoff

A child born before 1 April 2026 but with an EDD on or after 1 April 2026 may still qualify for the 10-week SPL pool, subject to MSF's LifeSG process. Don't assume the 6-week pool applies just because the baby arrived early.

Dismissal Protection — One Asymmetry to Note

Unlike GPML and GPPL (which from 1 April 2025 carry an explicit statutory offence against dismissal during the leave), SPL does not have the same offence provision under the Child Development Co-Savings Act. General wrongful-dismissal protection under the Workplace Fairness Act still applies, and employers must still grant SPL if you meet the criteria — but the specific dismissal-while-on-SPL offence does not exist.

Total Household Paid Leave by Phase

Practical Coordination

The 5+5 default split for Phase 2 babies is reallocatable. Common patterns:

• Mother-heavy (most common): Mother takes 16 GPML + 5 SPL = 21 weeks continuously; father takes 4 GPPL + 5 SPL = 9 weeks staggered around the mother's leave.
• Father-heavy (rare but possible): Mother takes only her 16 GPML, transfers her 5 SPL weeks to the father; father takes 4 GPPL + 10 SPL = 14 weeks.
• Staggered with continuous family coverage: Mother takes 16 GPML; father takes 4 GPPL + 5 SPL immediately after the mother returns, extending continuous family coverage to roughly 25 weeks.

Reallocation is done via LifeSG up to 4 weeks after birth without employer sign-off; after that, both employers must agree to the change.

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Childcare Leave

Annual Entitlement

Beyond the initial post-birth leave, working parents of young children receive an ongoing annual entitlement to childcare leave. This helps parents manage the inevitable sick days, school events, and family obligations that arise throughout early childhood.

The entitlement depends on whether the child is a Singapore Citizen and the child's age:

Singapore Citizen children aged under 7:

• 6 days per year: 3 days employer-paid + 3 days government-paid.

Non-Singapore Citizen children aged under 7:

• 2 days per year: fully employer-paid (no government component).

Singapore Citizen children aged 7 to 12 (Extended Childcare Leave):

• 2 days per year: fully government-paid.

How It Works in Practice

Childcare leave is calculated on a calendar year basis (1 January to 31 December). Days do not carry over from one year to the next — unused childcare leave is forfeited at year end.

Eligibility:

• Must have worked for your employer for at least 3 continuous months before the leave day you wish to claim.
• Both parents can claim childcare leave independently. The entitlement is per parent, not per household.
• The cap is 6 days regardless of how many Singapore Citizen children under 7 you have.

Part-time employees: Childcare leave is pro-rated based on the proportion of hours worked relative to a full-time employee. For example, if you work 3 days a week out of a standard 5-day week, you are entitled to 60% of the standard 6 days = 3.6 days (rounded to the nearest half-day in practice).

Absence management: Childcare leave cannot be unreasonably denied by an employer where the child is genuinely ill or requires care. However, it is not equivalent to medical leave and should not be used for non-child-related personal reasons.

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Adoption Leave

Who Qualifies

Working parents who legally adopt a child who is a Singapore Citizen below the age of 12 months at the time of the formal adoption order may be entitled to 4 weeks of Government-Paid Adoption Leave (GPAL).

The key conditions:

• The child must be a Singapore Citizen below 12 months old at the time the formal adoption order is granted (or at the time of initial informal custody, whichever is earlier for the purpose of computing the 12-month window).
• The adopting mother must be employed and have worked for her employer for at least 3 continuous months.
• The claim must be made within 12 months of the formal adoption order being granted or the date of initial custody (whichever is earlier).

The Formal Adoption Process

Formal adoption in Singapore requires either:

1. A Court Adoption Order under the Adoption of Children Act, or
2. Adoption through the Ministry of Social and Family Development (MSF) channels (e.g., adoption of a locally relinquished child via the Child Welfare Centre).

The government-paid adoption leave is designed to give adoptive mothers time to bond with and care for the child in the early stages of legal adoption. The 4 weeks can be taken in one block or split across the 12-month window.

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Unpaid Infant Care Leave (UICL)

The Entitlement

For parents of very young children — specifically Singapore Citizens below the age of 2 years — there is a separate entitlement to Unpaid Infant Care Leave (UICL).

Each parent is entitled to 12 days of UICL per year (raised from 6 days on 1 January 2024). Across the child's first 2 years, that's a maximum of 24 days per parent per child. UICL is unpaid but job-protected — your employer cannot refuse the leave or penalise you for taking it.

Key points:

• UICL is entirely separate from paid childcare leave (GPCL) — you can use both.
• Both parents can claim it independently; each parent gets their own 12-day annual entitlement.
• The child must be below 2 years of age and must be a Singapore Citizen.
• 3 months of continuous service required to qualify; UICL is not pro-rated for shorter service — you simply don't qualify until you hit 3 months.

The annual 12-day entitlement is calculated on a calendar year basis and does not carry over.

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How Leave Pay Is Calculated

Gross Rate of Pay

All government-paid parental leave in Singapore — whether maternity, paternity, SPL, or adoption — is paid at the employee's gross rate of pay. Understanding what is and is not included is important for accurate calculation.

Included in gross rate of pay:

• Basic monthly salary
• Fixed monthly allowances (transport, housing, food — if they appear in your employment contract as a fixed monthly amount)
• Contractual commissions (if fixed and recurring)

Excluded from gross rate of pay:

• Variable performance bonuses
• One-time payments (13th month AWS is excluded for leave pay purposes)
• Overtime pay
• Reimbursements (claims, expense reimbursements)
• Ad hoc payments

Converting Monthly Pay to a Weekly Rate

Since most leave caps are expressed per week or per 4-week block, you will need to convert your monthly gross pay to a weekly equivalent:

Weekly rate = Monthly gross salary × 12 ÷ 52

Worked Examples

Example 1 — $4,000/month salary:

• Monthly gross: $4,000
• Weekly rate: $4,000 × 12 ÷ 52 = $923.08/week
• 4-week maternity block: $923.08 × 4 = $3,692.31
• Government cap for 4-week block: $10,000
• Since $3,692.31 < $10,000: full pay applies
• 16-week maternity total: $923.08 × 16 = $14,769.23

Example 2 — $8,000/month salary:

• Monthly gross: $8,000
• Weekly rate: $8,000 × 12 ÷ 52 = $1,846.15/week
• 4-week maternity block: $1,846.15 × 4 = $7,384.62
• Government cap for 4-week block: $10,000
• Since $7,384.62 < $10,000: full pay applies
• 16-week maternity total: $1,846.15 × 16 = $29,538.46

Example 3 — $12,000/month salary (cap applies):

• Monthly gross: $12,000
• Weekly rate: $12,000 × 12 ÷ 52 = $2,769.23/week
• 4-week maternity block: $2,769.23 × 4 = $11,076.92
• Government cap: $10,000 per 4-week block
• Capped amount per 4-week block: $10,000 (not the full $11,076.92)
• 16-week maternity total (capped): $40,000 (the maximum government payout)

Note: In Example 3, the employer would typically pay the difference between the cap and the employee's actual salary for those periods, but this is not legally required — the law only requires the employer to forward the government's reimbursed amount to the employee. Many employers top up to full salary as a market practice.

CPF Contributions During Leave

Government-paid maternity and paternity leave pay is subject to CPF contributions as normal. Both the employee and employer CPF contributions are calculated on the leave pay at standard rates for your age bracket.

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Your Rights: What Employers Cannot Do

The Employment Act and the Child Development Co-Savings Act provide strong protections for employees exercising their parental leave rights.

Prohibition on Dismissal

Your employer cannot dismiss, issue you a notice of dismissal, or terminate your employment because you are pregnant, because you have exercised (or intend to exercise) your right to maternity leave, or because you are on maternity leave. This prohibition applies from the moment your pregnancy is confirmed right through to the end of your maternity leave period.

Specifically:

• During the protected 4-week period (the last 4 weeks of the 8-week mandatory consecutive leave), your employer cannot terminate your employment under any circumstances — not even for reasons unrelated to your pregnancy — without incurring liability to pay your full maternity benefits in full.
• Outside this protected period, wrongful dismissal connected to pregnancy is still unlawful and grounds for a MOM complaint.

Prohibition on Forced Work During Protected Leave

Your employer cannot require you to perform work duties during your maternity leave. Even in roles where "urgent" work may arise, the protected 4-week period is absolute.

What Happens If Your Employer Refuses?

If your employer refuses to grant legally mandated leave or dismisses you in connection with pregnancy or parental leave:

1. File a complaint with MOM: Call 6438 5122 or submit via the MOM website. MOM's Employment Inspectorate investigates such complaints.
2. Seek mediation through the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP): TAFEP can facilitate resolution between employers and employees.
3. Apply for reinstatement or compensation: MOM has the power to order reinstatement of wrongfully dismissed employees, and employers who refuse may be ordered to pay compensation in lieu of reinstatement.

In practice, most employers comply fully with Singapore's parental leave laws. The government reimbursement structure means that for SC children, the employer's net cost of maternity and paternity leave is close to zero — there is no financial incentive to discourage employees from taking their entitlements.

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Practical Tips for Arranging Parental Leave

Notify Your Employer Early

• Maternity leave: Notify your employer of your expected leave dates at least 4 weeks before the leave is due to commence. Earlier notice is better — many mothers inform their employers at around 12 weeks of pregnancy to allow for handover planning.
• Paternity leave: There is no strict statutory notice period, but giving at least 1 week's notice is considered good practice and maintains a cooperative relationship with your employer.
• SPL: Since this requires coordination between both parents' employers, start the conversation early — ideally at least 4–6 weeks before the intended start date.

Prepare a Handover Plan

Whether you are the mother or the father, a clear handover document protects your clients, your colleagues, and your own professional reputation. A good handover document covers:

• Ongoing projects and their status
• Key contacts and stakeholder relationships
• Deadlines and deliverables due during your absence
• Who will cover your responsibilities and how to reach them
• Any critical information your replacement will need

Claim Deadlines

Government-paid leave reimbursements have strict claim deadlines that employers must meet:

• Government-Paid Maternity Leave (GPML): Employer must submit the claim to the Government within 3 months after the last day of the mother's paid maternity leave.
• Government-Paid Paternity Leave (GPPL): Employer must claim reimbursement from the government within 3 months of the last day of the paternity leave taken.
• Government-Paid Childcare Leave: Claims must be submitted within 3 months of the calendar year end.

As an employee, you do not need to submit these claims yourself — your employer handles the reimbursement process. However, you should ensure your employer has your child's birth registration details and any other documentation they request promptly.

Plan Who Takes Which Weeks

For couples who both work, the combination of maternity leave, paternity leave, and SPL means there is meaningful flexibility in how you structure the first year. Consider:

• Does one parent's workplace have more demanding expectations around absence?
• Are there specific periods — school holidays, a spouse's major project deadline — where coverage would be more valuable?
• For SPL in particular, remember that the transferred weeks cannot be reclaimed by the mother once given up.

A simple planning tool: draw out the 12-month calendar from the expected birth date, mark the mandatory 8 consecutive weeks of maternal leave, then plan paternity leave and SPL around family needs.

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Other Leave Types for Parents

While maternity, paternity, shared parental, and childcare leave are the core statutory entitlements for parents, Singapore's broader employment framework includes several other leave provisions that may be relevant:

Annual Leave: Under the Employment Act, employees are entitled to at least 7 days of annual leave after the first year of service, increasing by 1 day per year up to a maximum of 14 days. Many employers offer more. Annual leave can be taken at any time, including during the post-birth period if additional time off is needed beyond statutory parental leave.

Sick Leave and Hospitalisation Leave: Employees are entitled to 14 days of outpatient sick leave and 60 days of hospitalisation leave per year (inclusive of the 14 sick leave days). These apply even during periods adjacent to parental leave. Recovery from a complex birth, for example, may legitimately draw on hospitalisation leave.

Compassionate Leave: Not legislated — most employers offer 3 to 5 days for bereavement, but this is a company policy rather than a legal entitlement.

Marriage Leave: Similarly not legislated under the Employment Act. Many employers provide 3 days by internal policy; check your employment contract.

Note that all statutory leave entitlements are governed primarily by the Employment Act and the Child Development Co-Savings Act. If your employment contract offers more generous terms in any category, those contractual terms apply. If your contract offers less than the statutory minimum, the statutory minimum prevails — you cannot contract out of your statutory entitlements.

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Related Calculators

Use these free tools on Smart Calculator to model your specific situation:

• Maternity Leave Calculator — Enter your salary, delivery date, and citizenship status to calculate your exact leave dates, weekly pay amounts, and total government-reimbursed leave.
• Paternity Leave Calculator — Model your 4-week entitlement with pay calculations and timeline.
• Annual Leave Entitlement Calculator — Calculate your pro-rated annual leave based on your start date and employment contract.
• Childcare Leave Calculator — Determine your annual childcare leave entitlement based on your children's ages and citizenship status.
• Notice Period Calculator — Plan your resignation or exit timeline around your parental leave to avoid complications with notice periods and leave encashment.

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Summary Table: Singapore Parental Leave 2026

Source: Ministry of Manpower (mom.gov.sg), Child Development Co-Savings Act, Employment Act. Caps as at 2026.

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Frequently Asked Questions

Q: My child was born in December 2024. Do I get 2 or 4 weeks of paternity leave?

A: If your child was born before 1 January 2025, the old entitlement of 2 weeks applies. The 4-week entitlement only applies to children born on or after 1 January 2025. However, if you are a qualifying father who has not yet claimed your 2-week entitlement for a child born before the cutoff, you should still do so within 12 months of birth.

Q: Can I take maternity leave and then resign?

A: Yes. There is no obligation to return to work after maternity leave. You can resign either before, during (if not in the protected 4-week period), or after your maternity leave. However, if you resign before the end of your maternity leave, you may need to repay any maternity benefits received for the period after your last day of employment, depending on the circumstances. Seek advice from MOM if you are in this situation.

Q: My employer has fewer than 5 employees. Do I still get government-paid maternity leave?

A: Yes. There is no minimum headcount threshold for GPML. All employers — regardless of size — are obligated to provide and apply for government reimbursement of maternity leave for eligible employees with SC children.

Q: Can I combine annual leave with maternity leave to extend my time off?

A: Yes. Many mothers take annual leave immediately before or after the statutory 16 weeks to extend their overall leave period. This is permitted and entirely at your discretion, subject to your employer approving the annual leave dates. The annual leave would be paid at your normal rate in addition to the maternity leave entitlement.

Q: I am on a contract that ends while I am on maternity leave. What happens?

A: If your fixed-term contract expires during or after your maternity leave period, your employer is generally not required to renew the contract. However, your employer cannot use the contract expiry as a device to avoid paying maternity benefits that accrued before the expiry. If you suspect this is happening, file a complaint with MOM.

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This guide is for informational purposes only. Entitlements may change. Always verify current rates and rules with the Ministry of Manpower at mom.gov.sg or the CPF Board at cpf.gov.sg before making decisions based on this information.

Last updated: April 2026 | Author: ONN Group LLP