The 10-Week Shared Parental Leave: A Guide for Employers and Expectant Dads

Introduction

Many Singapore employers are reviewing family-friendly benefits to attract and retain talent. One popular option is an employer-funded 10-week shared parental leave scheme. This article explains what a 10-week shared parental leave could mean for employers and expectant dads in Singapore, and how to implement it while remaining compliant with relevant employment and tax rules.

The 10-Week Shared Parental Leave: A Guide for Employers and Expectant Dads outlines practical steps, key legal considerations and common pitfalls when offering an enhanced parental leave policy beyond statutory entitlements.

Who this applies to

This guide is for HR leaders, business owners, line managers and expectant fathers considering or managing a 10-week shared parental leave policy in Singapore. It is also relevant to payroll teams and external employment consultants responsible for policy drafting, payroll implementation and compliance.

Note that statutory entitlements and eligibility for government-paid leave vary by employee residency, length of service and nationality. Employer-provided benefits may be structured differently for local employees, Permanent Residents and foreign work pass holders (Employment Pass, S Pass, Work Permit).

Key rules and requirements in Singapore

When proposing a 10-week shared parental leave scheme, employers must ensure the policy supplements , and does not reduce , statutory rights. Key legal and administrative areas to consider include:

• Statutory leave baseline: Ensure the scheme aligns with current MOM requirements for maternity and paternity leave and any existing shared parental leave provisions. Check applicable rules under the Employment Act and MOM circulars.
• Employment contracts and handbooks: Amend contracts or staff handbooks to document eligibility, application process, payment rates and interaction with statutory leave.
• Payroll, CPF and SDL: Decide whether the 10 weeks are fully paid, partially paid or unpaid. Employer-paid leave normally attracts Central Provident Fund (CPF) contributions for CPF-eligible employees and may be subject to Skills Development Levy (SDL). Follow CPF Act and MOM guidance when calculating contributions.
• Tax treatment (IRAS): IRAS treats most employer-paid leave as taxable employment income for employees; check conditions for any exemptions or reliefs. Maintain accurate records in the IRAS myTax Portal as needed.
• Employment of foreign employees: For Employment Pass and S Pass holders, confirm if the employer can offer contractual leave and whether the leave affects pass conditions under the Employment of Foreign Manpower Act. Work Permit rules may limit additional entitlements for certain categories.
• Non-discrimination and fairness: Ensure the policy complies with anti-discrimination principles; set objective eligibility criteria (e.g. length of service) to avoid inconsistent treatment.
• Record-keeping and PDPA: Keep documentation of applications and approvals, but handle personal data in accordance with the PDPA and store sensitive medical or parental information securely.
• Reporting and statutory notifications: There is no standard MOM notification for internal enhanced leave, but ensure payroll reporting to IRAS, CPF and SDL is accurate and timely.

Step-by-step process

Follow these practical steps to design and implement a 10-week shared parental leave scheme.

• 1. Define objectives and scope: Decide whether the 10 weeks are fully employer-paid, partly paid, or a top-up to statutory pay. Clarify eligibility (e.g. length of service, marital status, adoption).
• 2. Review statutory entitlements: Confirm existing statutory maternity/paternity/shared parental entitlements under MOM and ensure your scheme is additional to those rights.
• 3. Draft policy documents: Update employment contracts, staff handbook and leave application forms. Specify notice periods, documentation (birth certificate), and how leave interacts with annual leave and unpaid leave.
• 4. Consult payroll and benefits: Work with payroll to set leave codes, CPF and SDL treatment, and reporting to IRAS and CPF Board. Ensure accurate net pay calculations for employees.
• 5. Consider foreign employees: Confirm any implications for pass holders and, if necessary, consult MOM or an immigration specialist for complex cases.
• 6. Communicate to staff: Publish the policy, give managers guidance on approvals and ensure HR can answer questions confidentially.
• 7. Monitor and review: Track usage, costs and operational impact. Review the policy periodically for legal and market alignment.

Common mistakes to avoid

• Failing to document the policy in writing, leading to inconsistent application.
• Incorrect CPF, SDL or tax treatment of employer-paid leave.
• Not checking how enhanced leave affects foreign work pass conditions.
• Creating eligibility rules that unintentionally discriminate or breach the Employment Act.
• Poor communication with line managers about temporary resourcing during leave periods.
• Poor record-keeping that breaches PDPA or prevents auditability for IRAS/CPF.

Practical examples

Example 1 , Full top-up to statutory pay:

Company A offers a 10-week shared parental leave fully paid at the employee’s normal salary. For CPF-eligible staff this pay attracts CPF employer and employee contributions, and the employer accounts for SDL. The policy states the 10 weeks are in addition to any statutory maternity or paternity leave.

Example 2 , Partial top-up and unpaid weeks:

Company B offers 6 weeks at full pay and 4 weeks unpaid. Payroll must prorate CPF and tax for the paid weeks and clearly document how statutory weeks are used first, then employer-provided weeks.

Example 3 , Foreign employee on Employment Pass:

Company C confirms with their immigration adviser that offering enhanced leave to an Employment Pass holder is contractual. They document the leave in the employment agreement and ensure no terms of the pass are breached.

How an experienced consultant can help

An employment consultant or HR adviser can assist with policy drafting, payroll setup, CPF and IRAS treatment, and work pass considerations. Little Big Employment Agency can provide advisory support and help prepare compliant contract clauses and communication templates to ensure smooth implementation while reducing administrative risk.

Frequently Asked Questions

Is a 10-week shared parental leave a statutory requirement in Singapore?

No. A 10-week shared parental leave scheme is typically an employer-provided benefit and is not a statutory requirement. Employers must ensure any enhanced scheme supplements legal entitlements and complies with MOM, the Employment Act and CPF rules.

Do I need to pay CPF on employer-funded parental leave?

Employer-funded paid leave for CPF-eligible employees generally attracts CPF contributions under the CPF Act. Confirm contribution obligations with your payroll provider and refer to CPF Board guidance.

Can foreign work pass holders receive enhanced parental leave?

Yes, employers can offer contractual benefits to foreign pass holders, but they should ensure the arrangement does not affect pass conditions under the Employment of Foreign Manpower Act. Seek specialist advice for complex cases.

How should we handle confidentiality and birth information?

Treat birth certificates and medical information as sensitive personal data under the PDPA. Store them securely and limit access to authorised HR personnel only.

Key takeaways

• A 10-week employer-funded shared parental leave can be a valuable talent attraction and retention tool when designed correctly.
• Always align enhanced leave with statutory entitlements and ensure employment contracts and handbooks reflect the policy.
• Check CPF, SDL and IRAS implications and implement correct payroll coding and reporting.
• Consider work pass implications for foreign employees and ensure nondiscriminatory eligibility criteria.
• Keep careful, PDPA-compliant records and communicate clearly with staff and managers.

Requirements may change, so always check the latest guidance from MOM, or consult a professional adviser.

If you would like to find out more about how Little Big Employment Agency can assist with your employment and immigration requirements, please get in touch with the team at [email protected].

Yours sincerely,
The editorial team at Little Big Employment Agency

Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.