Singapore’s new shared parental leave scheme will provide parents with an additional 10 weeks of paid leave, fully effective on April 1, 2026.
Announced by Prime Minister Lawrence Wong during the National Day Rally on August 18, this initiative is part of the government’s efforts to offer parents more time to care for their newborns.
Overview of the Scheme
The government will fully fund these 10 weeks of leave, capped at S$2,500 per week (up to approximately S$10,000 per month).
This leave is in addition to existing government-paid maternity and paternity leave benefits. It will replace the current shared leave scheme, where mothers can transfer up to four of their 16 weeks of maternity leave to their husbands. The current scheme will end on April 1, 2025.
The new scheme will be introduced in phases to minimize the impact on employers, allowing them to adjust their operations and workforce management accordingly.
Once fully implemented on April 1, 2026, the total paid leave will increase from 20 weeks to 30 weeks, equivalent to 7.5 months.
Eligibility Criteria
The scheme applies to parents of Singaporean babies, including unwed mothers, as per the National Population and Talent Division (NPTD).
For fathers, only those who are legally married will be eligible.
Under the phased implementation, parents of babies born from April 1, 2025, will be eligible for six weeks of shared parental leave. Parents will also qualify if their baby is born before April 1, 2025, but has an estimated delivery date on or after that date.
By April 1, 2026, when the scheme is fully implemented, parents of newborns will be entitled to the full 10 weeks of shared parental leave.
Flexibility in Leave Allocation
Yes, one parent can use all the shared leave. Initially, the leave will be split equally between the parents, with three weeks per parent for babies born between April 1, 2025, and March 31, 2026, and five weeks per parent for babies born from April 1, 2026.
However, parents can reallocate their leave based on their caregiving needs. They can view and adjust their shared leave allocation via the LifeSG app within the first four weeks after the child’s birth. Any changes after this period require employer approval.
Employers can verify leave-sharing arrangements through the Ministry of Social and Family Development’s government-paid leave schemes portal starting April 1.
Notice and Employer Discretion
The four-week window provides employers with advance notice of their employees’ leave plans, allowing them to arrange coverage. If adequate notice is not given, employers can deny the leave request. They may also ask parents to defer or modify their leave plans.
Self-Employed and Short-Term Contract Workers
Self-employed parents are eligible for the new shared leave scheme if they meet the specified criteria. They must submit claims through the Ministry of Social and Family Development’s government-paid leave portal.
Parents in irregular employment, such as short-term contract workers, can access parental leave benefits under a new Shared Parental Leave Benefit (SPB) scheme. Eligible parents—those who have worked 90 days in the past 12 months—can claim reimbursement from the government for time off work to care for their infants.
NPTD will provide additional details on the reimbursement process for the SPB scheme closer to the implementation date.
Source: CNA