S Pass Holder Pregnant in Singapore: Leave, Pass Conditions and Your Baby’s Pass

Short answer: Yes. An S Pass holder can become pregnant and give birth in Singapore without MOM approval; the pregnancy rule in the Work Permit conditions does not apply to S Pass holders. If you are covered by the Employment Act and have served 3 months, you get 12 weeks of maternity leave, or 16 weeks if your child is a Singapore citizen.

If you are an S Pass holder pregnant in Singapore, three sets of rules decide what happens next: your work pass conditions, your maternity rights under the Employment Act 1968 or the Child Development Co-Savings Act 2001, and the pass your baby will need after birth. This guide takes each in turn, using MOM figures as at 7 November 2026.

This article is general information only and is not legal, tax or immigration advice. For matters needing legal advice, we work with a panel of experienced Singapore law firms.

Can an S Pass holder get pregnant in Singapore?

Yes. Nothing in MOM’s published S Pass rules restricts pregnancy, and MOM states that S Pass holders do not need its approval to marry a Singapore Citizen or Permanent Resident.

The confusion comes from the Work Permit. MOM’s FAQ says a Work Permit holder may only get pregnant and give birth in Singapore if already married, with MOM’s approval, to a Singapore Citizen or PR, and that these rules apply even after the permit expires. The same FAQ says a former Work Permit holder who now holds an EP or S Pass does not need approval. Employers of Work Permit holders follow a different process, covered in our guide for when a Work Permit holder is pregnant.

Point	Work Permit holder	S Pass holder
Pregnancy in Singapore	Only if already married, with MOM approval, to a Singapore Citizen or PR	No MOM restriction published
Approval to marry a Singapore Citizen or PR	Required (and still required after the permit expires)	Not required
Employer must notify MOM of the pregnancy	Yes, through MOM’s pregnancy notification form	No equivalent S Pass requirement published
Maternity leave	Same Employment Act or Child Development Co-Savings Act rules	Same Employment Act or Child Development Co-Savings Act rules

How much maternity leave does an S Pass holder get?

It depends on your child’s citizenship and your length of service. MOM confirms that foreigners are eligible if they meet the criteria. There are two schemes:

• Government-Paid Maternity Leave (GPML), 16 weeks, under Part 3 of the Child Development Co-Savings Act 2001. The child must be a Singapore citizen and you must have served your employer for at least 3 continuous months before the birth.
• Employment Act maternity leave, 12 weeks, under Part 9 of the Employment Act 1968. You must be covered by the Act and have served your employer for at least 3 continuous months immediately before the birth.

The Employment Act covers local and foreign employees on a contract of service. MOM lists the exclusions as seafarers, domestic workers, and statutory board employees or civil servants.

Who pays for the 12 weeks?

Under the Employment Act route, your employer pays your usual monthly salary for the first 8 weeks if all of these are met:

• you have served at least 3 continuous months before the birth;
• you have fewer than 2 living children of your own at the time of delivery; and
• you gave at least 1 week’s notice before starting leave and told your employer of the delivery as soon as possible. Without this, you get half the payment unless you have a good reason.

The last 4 weeks are unpaid unless your employment contract says otherwise, so check your contract or handbook now.

Your situation	Leave	Pay
Child is a Singapore citizen, 3 months’ service	16 weeks (GPML)	1st and 2nd child: employer pays first 8 weeks, Government reimburses last 8 weeks (capped at S$10,000 per 4 weeks)
Child is not a Singapore citizen, 3 months’ service, fewer than 2 living children	12 weeks (Employment Act)	First 8 weeks paid by employer; last 4 weeks unpaid unless contract provides
Child is not a Singapore citizen, 3 months’ service, 2 or more living children	12 weeks (Employment Act)	Statutory pay does not apply; check your contract
Less than 3 months’ service at the birth	12 weeks if covered by the Employment Act	Unpaid

For the employer’s side of these numbers, including the GPML reimbursement claim, see our sister site’s employer reimbursement guide to government-paid parental leave.

Can my employer dismiss me because I am pregnant?

Not without consequences. If you have worked for your employer for at least 3 months and were certified pregnant by a doctor before receiving notice, an employer that dismisses you without sufficient cause, or retrenches you, during the pregnancy must still pay the maternity benefits you would have received.

MOM also states that it is an offence for an employer to dismiss an employee while she is on maternity leave. During the leave, the employer must keep paying salary as if you had been working without a break (for the paid portion) and must not ask you to work during the first 4 weeks of confinement.

Get a doctor’s memo early and give HR a copy, because the protection depends on certification before any notice. If you believe you were wrongfully dismissed, or there is a dispute over maternity pay, MOM directs you to file a claim with the Tripartite Alliance for Dispute Management (TADM). There is a pass dimension too: MOM requires the employer to cancel the S Pass once you no longer work for it, so a dismissal affects your right to remain as well as your income. If the pass is simply not renewed, see our guide to the family’s pass wind-down timeline.

One obligation runs the other way: you cannot work for another employer while on maternity leave. MOM says doing so forfeits the benefit and may lead to dismissal.

Does S Pass medical insurance cover pregnancy and childbirth?

Usually not. Employers must buy medical insurance of at least S$60,000 a year for each S Pass holder, but MOM’s standardised list of allowable exclusions lets insurers exclude treatment for pregnancy, childbirth (including caesarean delivery) or abortion, and related complications.

The list applies to policies, renewals and extensions starting on or after 1 July 2025, and sets what insurers may exclude; your own policy wording decides. Ask HR for the policy schedule, check whether your employer offers a separate group or maternity benefit, and if nothing covers delivery, budget for hospital costs yourself.

What pass will my baby need after birth?

A child who is not a Singapore citizen needs a passport and an immigration pass within 42 days of birth. For an S Pass holder, that pass is usually a Dependant’s Pass (DP), which requires the sponsoring S Pass holder to earn a fixed monthly salary of at least S$6,000.

MOM’s newborn process:

1. Register the birth with ICA within 14 calendar days. You receive the birth certificate and an ICA advisory note granting a Special Pass for 42 days from the date of birth.
2. Apply for the baby’s passport at your embassy or high commission.
3. Your employer applies for the DP through the myMOM Portal. MOM says most online applications get an outcome within 3 weeks. If the passport is not ready, upload proof of the passport application.
4. If the passport is not ready by the end of 6 weeks, request an extension of the Special Pass.

MOM warns that any delay beyond 42 days from birth in getting the appropriate pass is an offence under the Immigration Act. More detail is in our newborn birth, passport and Dependant’s Pass timeline.

What if I earn less than S$6,000?

The S$6,000 test is based on the pass holder’s own fixed monthly salary, not household income. If your spouse is an EP or S Pass holder earning at least S$6,000, their employer can sponsor the baby’s DP instead. If neither parent qualifies, the baby is not eligible for a DP, and MOM’s Long-Term Visit Pass list for EP and S Pass families (common-law spouse, step-children, handicapped children aged 21 and above, and parents) does not include a natural child under 21 either. MOM then says to apply to ICA for a visit pass or Special Pass extension. Plan this early in the pregnancy, not after the birth.

How should an S Pass holder pregnant in Singapore plan leave and the pass?

Work backwards from your due date and line up leave, insurance and the baby’s pass in parallel.

When	Action	Rule behind it
As soon as confirmed	Get a doctor’s memo and give a copy to HR	Dismissal protection depends on being certified pregnant before any notice
Early pregnancy	Check your S Pass expiry date, your salary against S$6,000, and your medical cover	DP eligibility; S Pass medical insurance exclusions
At least 3 months before the due date	Confirm your start date gives you 3 continuous months’ service before the birth	Paid maternity leave condition
At least 1 week before leave (12 weeks) or 4 weeks (16 weeks GPML)	Give written notice to your employer	Late notice can halve the maternity payment
Up to 4 weeks before the birth	Start maternity leave (by default, 4 weeks before; by mutual agreement, any time within that window)	MOM planning rules
Within 14 days of birth	Register the birth with ICA	Birth registration
Within 42 days of birth	Baby’s passport and DP (or other pass) in place	Special Pass period; Immigration Act offence after 42 days

Under the 12-week scheme, the first 8 weeks are one continuous block; by agreement, the last 4 weeks (capped at 24 working days) can be spread over 12 months after the birth. After you return, you and your spouse are each entitled to 2 days of childcare leave a year under the Employment Act if your child is not a Singapore citizen and is under 7, provided you have 3 months’ service.

If your S Pass is due for renewal around the delivery, raise it with HR early. For passes expiring from 1 January 2028, the minimum qualifying salary rises from S$3,300 to S$3,600 (higher with age, outside financial services).

What if I want to change jobs while pregnant?

You can, but there is no S Pass transfer. The new employer must apply for a new S Pass, and your maternity rights reset against the new employer’s service clock.

Paid maternity leave under both schemes needs at least 3 continuous months with the employer before the birth, and the dismissal protection also needs 3 months’ service. A move late in pregnancy can therefore cost you paid leave. The mechanics of the new application, quota and timing are in our guide on changing jobs on an S Pass. Employers can use our pregnancy and maternity leave compliance checklist for the HR steps.

Frequently asked questions

Do I need to tell MOM that I am pregnant on an S Pass?

MOM publishes a pregnancy notification requirement for employers of Work Permit holders. It does not publish an equivalent requirement for S Pass holders. You must still give your employer notice under the maternity leave rules.

Can my S Pass be cancelled because I am pregnant?

Pregnancy is not a published ground for cancelling an S Pass. If your employer ends your employment without sufficient cause while you are certified pregnant and you have 3 months’ service, it must still pay your maternity benefits, and you can file a claim with TADM.

Can my baby get a Dependant’s Pass if I earn S$5,500?

Not through your S Pass. The DP requires the sponsoring EP or S Pass holder to earn a fixed monthly salary of at least S$6,000. Your spouse may be able to sponsor if they hold an EP or S Pass at that salary.

When does maternity leave start by default?

By default, the 12 weeks run continuously from 4 weeks before the birth. By mutual agreement you can start any time within the 4 weeks before the birth, but the first 8 weeks must be one continuous block.

Need help with this? Call, SMS or WhatsApp +65 8501 7133, or email [email protected]. Little Big Employment Agency (EA Licence 19C9790) works with a panel of corporate and employment law firms; this article is general information, not legal advice.

Official sources: MOM on maternity leave eligibility and entitlement, marriage and pregnancy rules for Work Permit holders and getting a Dependant’s Pass for a newborn.

Last reviewed: 7 November 2026. The Editorial Team, Little Big Employment Agency.