Childcare Leave Calculator
Calculate your childcare leave entitlement based on your child's age and citizenship status.
What is Childcare Leave?
Childcare leave is a statutory entitlement under Singapore's Child Development Co-Savings Act (CDCA) and Employment Act allowing working parents to take paid time off to care for young children. Parents with a Singapore citizen child under 7 get 6 days per year (3 employer-paid + 3 government-paid), while parents with Singapore citizen children aged 7–12 get 2 days of extended childcare leave per year (employer-paid).
Result updates as you type
Total Leave Days
6
days per year
Childcare Leave
6
days
Extended Childcare
0
days
Employer-Paid
3
days
Gov-Paid
3
days
6 days childcare leave per year (3 employer-paid + 3 government-paid, capped at $500/day).
Disclaimer
This calculator provides estimates based on MOM Employment Act guidelines. Actual leave entitlements depend on your employment contract, length of service, and employer policies. It is not intended to replace HR or legal advice.
Rates last verified: 4 Apr 2026.
Verify with MOM (https://www.mom.gov.sg). Full disclaimer at smartcalculator.sg/disclaimer.
Quick Reference
- • Child under 7 (SG citizen): 6 days/year — 3 employer-paid + 3 government-paid ($500/day cap incl. CPF)
- • Child aged 7–12 (SG citizen): 2 days/year extended childcare leave, employer-paid
- • Non-citizen child: 2 days/year under Employment Act, employer-paid (no GCL portion)
- • Entitlement is per parent, not per child — both parents can claim independently
- • Employee must have worked at least 3 months with the current employer to qualify
- • Unused days are forfeited at year-end — cannot be carried forward
- • Employer claims the government-paid portion via the GPL (Government-Paid Leave) portal
How Childcare Leave Works
Singapore provides childcare leave for working parentsto help balance work and family responsibilities. The entitlement depends on the child's age and Singapore citizenship status. The leave splits into two streams: the first 3 days are paid by the employer at full salary, and the remaining 3 days (for children under 7) are funded by the Government, with the employer paying upfront and claiming reimbursement.
Each parent is entitled to their own set of childcare leave days — the entitlement is per parent, not per child. Both parents can claim childcare leave in the same year, which materially expands a family's total available childcare leave (a couple with one SC child under 7 has up to 12 family-days of paid leave per year).
To apply, file a leave request with your employer (treated like annual leave for approval purposes but separate in entitlement). The employer pays your full salary for all days taken, then files for government reimbursement of the GCL portion via the Government-Paid Leave (GPL) portal within 3 months. Reimbursement is capped at $500/day inclusive of CPF.
Child Under 7 (SG Citizen)
6 days/year
3 employer-paid + 3 government-paid ($500/day cap)
Child 7-12 (SG Citizen)
2 days/year
Extended childcare leave, employer-paid
Non-citizen Child
2 days/year
Under Employment Act, employer-paid
Who This Calculator Is For
Working Parents With Young Children
Parents of a Singapore citizen child under 7 — the core CDCA entitlement.
- Entitlement: 6 days per parent per year
- Split: 3 employer-paid + 3 government-paid (GCL)
- Both parents: Each entitled independently
- Part-time parents: Pro-rated by hours worked
Parents of Non-Citizen Children
Reduced entitlement under Employment Act only.
- Non-SC child: 2 days childcare leave only (employer-paid)
- GCL: No Government-Paid Childcare Leave for non-SC children
- Strategy: Citizenship registration unlocks the full 6-day scheme
Single Working Parents
Sole-caregiver parents balancing work and a young child.
- CDCA entitlement: Same 6 days for SC child under 7
- Additional support: ComCare and Single Parent Grants may apply separately
- Childcare subsidies: Means-tested ECDA subsidies available
Employers Managing Reimbursement
HR teams processing childcare leave and claiming the GCL portion.
- Government reimburses: 3 of the 6 days (GCL portion)
- Claim portal: Government-Paid Leave (GPL) portal
- Cap: $500/day including CPF, or actual salary, whichever is lower
- Deadline: File claim within 3 months of leave taken
Childcare Leave vs Extended Childcare Leave vs Annual Leave
Three different leave types working parents commonly use. Knowing which one applies prevents wasting general annual leave on situations where statutory childcare leave should apply.
| Feature | Childcare Leave (≤7) | Extended (7–12) | Annual Leave |
|---|---|---|---|
| Purpose | Care for SC child under 7 | Care for SC child 7–12 | General purpose |
| Days/year per parent | 6 (SC child); 2 (non-SC) | 2 | 7–14+ (by service years) |
| Funding | 3 employer + 3 government | Employer only | Employer only |
| Lapses when | Child turns 7 | Child turns 13 | Never (lifelong with employment) |
| Carry forward? | No — forfeited yearly | No — forfeited yearly | Yes (subject to employer cap) |
| Qualifying period | 3 months with employer | 3 months with employer | 3 months under Employment Act |
| Pro-rated for part-time? | Yes | Yes | Yes |
A common mistake: parents using annual leave for sick-child days when childcare leave should apply. Always specify the leave type when applying.
Common Childcare Leave Scenarios
Real-world situations working parents encounter. The same statutory framework applies, but the practical outcome depends on the child's age, citizenship, and the parent's employment arrangement.
Couple with two SC children under 7
Each parent is entitled to 6 days per year — the entitlement is per parent, not per child. Having two qualifying children does not double the entitlement (it's still 6 days per parent). The household's combined entitlement is therefore 12 days per year.
Plan around two children: alternate which parent takes the leave for each childcare need.
Couple with one SC child and one non-SC child
Each parent gets 6 days for the SC child (under 7) under CDCA. The non-SC child does not add an additional CDCA entitlement — the 6 days are shared across all qualifying SC children under 7 per parent.
Citizenship registration of the second child unlocks no new days, but unlocks GCL portion.
Child turning 7 mid-year
The 6-day entitlement applies up to (but not including) the child's 7th birthday. Once the child crosses 7, the parent moves to the 2-day extended childcare leave entitlement (which applies until the child turns 13).
Plan leave usage in the year your child turns 7 — use the 6 days before the birthday.
New job mid-year
You qualify for childcare leave at your new employer after completing 3 months of service. Leave already taken at your previous employer does not transfer or stack — the entitlement resets per employer relationship.
Plan childcare leave before resigning, since the 3-month clock restarts.
Part-time worker (3 days/week)
Entitlement is pro-rated by hours worked relative to a full-time employee. A part-time parent working 60% hours would get approximately 60% of the 6 days = ~3.6 days (typically rounded to 4 days per employer policy).
Check your contract for exact pro-ration; MOM offers a standard formula.
Both parents same employer
Each parent is still entitled to their own set of 6 days independently — the entitlement does not consolidate just because they work at the same company. The employer claims GCL for each parent separately via the GPL portal.
Coordinate leave dates so both parents don't take leave simultaneously unnecessarily.
In all scenarios, the principles stay the same: per-parent entitlement, 3-month qualifying service, citizenship-tied GCL portion, $500/day reimbursement cap, and forfeiture of unused days at year-end.
Frequently Asked Questions
How many days of childcare leave can I take per year?expand_more
If your child is a Singapore citizen and below 7 years old, each parent is entitled to 6 days of paid childcare leave per year. The first 3 days are employer-paid, and the remaining 3 days are government-paid (capped at $500 per day including CPF contributions).
What is extended childcare leave for children aged 7 to 12?expand_more
Parents with Singapore citizen children aged 7 to 12 are entitled to 2 days of extended childcare leave per year. These 2 days are employer-paid. This applies per parent, not per child.
How is childcare leave split between employer and government?expand_more
For the 6 days of childcare leave (child under 7): the employer pays for the first 3 days at full salary, and the government reimburses the remaining 3 days capped at $500 per day (including CPF). For extended childcare leave (child 7-12): all 2 days are employer-paid.
Does my child need to be a Singapore citizen for childcare leave?expand_more
Yes, the child must be a Singapore citizen for the parent to qualify for government-paid childcare leave. If the child is not a Singapore citizen, the parent may still be entitled to 2 days of childcare leave per year under the Employment Act, but this is employer-paid only.
Can I take childcare leave for a foster child or stepchild?expand_more
Government-paid childcare leave under the Child Development Co-Savings Act (CDCA) is tied to the parent-child relationship recognised for the scheme — generally a biological or legally adopted Singapore citizen child. Foster arrangements that do not constitute legal adoption typically do not qualify for the government-paid childcare leave entitlement. For stepchildren, eligibility depends on whether a legal adoption has been completed. The 2-day Employment Act childcare leave (for non-CDCA cases) may still apply to working parents under specific conditions. When in doubt, check with MOM directly or your HR department.
What if my employer refuses to grant childcare leave?expand_more
Childcare leave is a statutory entitlement, not a discretionary benefit. If your employer refuses to grant approved childcare leave that you are legally entitled to, you can: (1) raise the issue formally in writing to HR, citing the Child Development Co-Savings Act and/or Employment Act provisions; (2) approach the Tripartite Alliance for Dispute Management (TADM) for mediation; (3) escalate to MOM if mediation fails. Wrongful denial of statutory leave can result in penalties for the employer.
Is unused childcare leave forfeited or carried forward?expand_more
Childcare leave does not accumulate or carry forward to the next year — unused days are forfeited at the end of each work year. This is different from annual leave, which is often allowed to carry forward (subject to employer policy and Employment Act limits). Plan your childcare leave usage within each work year. The entitlement also lapses entirely when the child turns 7 (for the 6-day scheme) or 12 (for the 2-day extended scheme).
Is childcare leave pro-rated for part-time or new employees?expand_more
Yes. Part-time employees receive pro-rated childcare leave based on the number of hours worked compared to a full-time employee. New employees must have worked at least 3 months with the current employer before they can claim childcare leave under the CDCA. The 3-month qualifying period applies once — it does not reset each work year.
Sources
- • MOM (mom.gov.sg) — Child Development Co-Savings Act: childcare leave and extended childcare leave
- • MOM (mom.gov.sg) — Employment Act provisions for non-citizen children
- • Government-Paid Leave portal (profamilyleave.gov.sg) — Employer reimbursement of GCL
- • Tripartite Alliance for Dispute Management (TADM) — Mediation for wrongful denial of statutory leave