Managing Work and Family Life

• 1. When can I start taking Adoption Leave for Mothers?

  By default, the 12 weeks of paid Adoption Leave must be taken in one continuous block, starting on the Formal Intent to Adopt date. If there is mutual agreement between the employer and the employee, the Adoption Leave can start any date between (i) Formal Intent to Adopt date, and the (ii) date the adoption order is granted (both dates inclusive). 

• 2. As a self-employed woman, am I entitled to Adoption Leave?

  Yes, you are eligible for Adoption Leave if you meet all the criteria. 

• 3. What leave am I entitled to if I am an adoptive father?

  Adoptive fathers are eligible for Government-Paid Paternity Leave and Shared Parental Leave. 

• 4. How is child order determined for Adoption Leave for Mothers?

  The child order takes into consideration biological children, adopted-in children (who are below the age of 12 months at the point of Formal Intent to Adopt), and stillbirths or children who have passed away (applies to those whose estimated date of delivery, delivery date, or Formal Intent to Adopt is on or after 1 Nov 2021). In the case of biological children, multiple births (e.g. twins) are considered as one child order.

   

  Stepchildren, foster children and adopted-out children (children adopted-out before the current child’s estimated date of delivery, delivery date, or Formal Intent to Adopt) are excluded in the computation of child order.

• 1. How can I take paid Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave? Do I have to produce a child medical certificate?

  A medical certificate is not required. You have the flexibility to take paid Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave, if you meet the respective criteria. For example, you may use the leave to accompany your child on his or her first day of school, or to care for him or her personally when the usual childcare arrangement is unavailable.

• 2. How do I apply for paid Government-Paid Childcare Leave/Extended Childcare Leave?

  Head to the Pro-Family Leave website for more details on the application process.

• 3. Is Government-Paid Childcare Leave or Extended Childcare Leave based on the calendar or anniversary year?

  It can be for any 12-month period, as agreed between you and your employer. Where there is no explicit agreement, the leave year will be taken to be the calendar year by default.

• 4. Why is Government-Paid Childcare Leave capped at a maximum of six days per year if I have both a child under seven years old and a child aged between seven and 12 years old?

  The leave measures aim to balance between supporting parents’ needs and employers’ business operations concerns. Hence, the Government-Paid Childcare Leave is capped at maximum six days per year for each parent.

• 5. Am I eligible for Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave if I have an adopted child?

  Yes, the leave benefits cover adopted children, if you meet all the criteria.

  
  

• 6. Am I eligible for Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave if I have a stepchild?

  Yes, the leave benefits cover stepchildren, if you meet all criteria.

• 7. Am I eligible for Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave if I have a foster child?

  You are eligible if you meet all criteria, are a foster parent registered with the Ministry of Social and Family Development and are caring for a foster child under the Children and Young Persons Act.

   

  Do note that you can take the Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave in respect of your foster child only when the foster child is under your care.

• 8. Am I eligible for Government-Paid Childcare Leave/Extended Childcare Leave if I am a non-citizen with a Singapore Citizen child aged below 12?

  Yes, you will be eligible if your child is a Singapore citizen and you meet the other criteria. The criteria to be eligible for Government-Paid Childcare Leave/Extended Childcare Leave is based on the child's Singapore citizenship status, not the parents’.

• 9. How do employers apply for Government reimbursement for Government-Paid Childcare Leave/Extended Childcare Leave?

  Employers must ensure their employees qualify for the leave before granting it. Click here for more details on the application process.

• 1. Can I claim Government-Paid Maternity Benefit and enjoy Government-Paid Maternity Leave at the same time?

  No. If you qualify for Government-Paid Maternity Leave, you will not be able to claim the Government-Paid Maternity Benefit, except if:

  • You are on no-pay leave (at your request) for a continuous period ending at least 12 months after the child's date of birth; or
  • You qualify for maternity leave under the Employment Act and your child becomes a Singapore Citizen before 1 Nov 2021; or
  • Your employment had been terminated:
    • Upon completion of your contract or service; or
    • Upon retrenchment
    
    
    
    
    
    
    

• 2. How do I apply for Government-Paid Maternity Benefit?

  Click here for more details on the application process

   

• 3. How is the amount of Government-Paid Maternity Benefit determined?

  It is determined based on the Government-Paid portion of maternity leave (i.e. eight weeks for the first and second child order; 16 weeks for the third and each subsequent child orders, pro-rated by the mother’s employment period in the 12 months preceding childbirth).

   

  The amount of Government-Paid Maternity Benefit is calculated based on the total income earned in the 12 months before childbirth, divided over 365 days to obtain a daily rate. Net trade income from self-employment can also be included when calculating the total income that attracts Government-Paid Maternity Benefit payment.

   
  For example, if a mother worked for four months at a rate of $5,000 per month (including employer CPF contributions) in the 12 months (or 365 days) preceding delivery, and gives birth to her first child (i.e. eight weeks or 56 days), her Government-Paid Maternity Benefit will be:

  

   

• 4. What can be included as income for Government-Paid Maternity Benefit computations?

  For employees, the amount earned under the contract of service over the 12 months preceding the birth of the child can be included for Government-Paid Maternity Benefit computations. It includes employer CPF contributions but excludes overtime payments, bonuses/annual wage supplements, reimbursement of expenses, productive incentive payments (i.e. variable payments to reward improved performance/increased productivity/increased contribution to the business).
  
  Allowances that can be included have to fulfil the criteria below:
  - earned under your contract of service in the 12 months immediately before your child's date of birth
  - paid on a regular basis
  - attracts Central Provident Fund contributions (where applicable), and
  - not any of the following:
  
  - overtime payment
  - bonus payments or annual wage supplements
  - reimbursement for expenses incurred
  - productivity incentive payments, or
  - travelling (transport), food or housing allowances
  
  For the self-employed, the trade income (stated in the Notice of Assessment), over the 12 months preceding the birth can be used for Government-Paid Maternity Benefit computations.

  Both trade income and income from employment can be combined for Government-Paid Maternity Benefit computations.

• 5. How are the 90 days of service in the 12 months before delivery calculated?

  If you are on a term contract, the tenure of the contract (inclusive of the start date, end date, weekends and public holiday) would be used to compute the period of service. Employment duration under different terms can be totalled.

   

  For daily-rated employees, the duration employed would be computed based on the actual number of days worked.

   

  For those who worked for multiple employers within the same period of time, the “overlapping” period would only be counted “once” (using both salaries) in computing the length of service. Both salaries will be used in the computation to reflect the total income earned in the 12 months period.

• 6. Why do I only get eight weeks' worth of Government-Paid Maternity Benefit for my first and second child order, and 16 weeks for my third and subsequent child order?

  The Government-Paid Maternity Benefit is based on the Government-Paid portion of Maternity Leave, i.e. eight weeks for the first and second child orders, and 16 weeks for the third and subsequent child orders.

• 1. How is child order determined for Government-Paid Maternity Leave?

  Child order takes into consideration biological children, adopted-in children (who are below the age of 12 months at the point of Formal Intent to Adopt), and stillbirths or children who have passed away (applies to those whose estimated date of delivery, delivery date, or Formal Intent to Adopt is on or after 1 Nov 2021). In the case of biological children, multiple births (e.g. twins) are considered as one child order.

   

  Stepchildren, foster children and adopted-out children (children adopted-out before the current child’s estimated date of delivery, delivery date, or Formal Intent to Adopt) are excluded in the computation of child order.

• 2. If my child is not a Singapore citizen at birth but obtains citizenship subsequently, can I qualify for Government-Paid Maternity Leave?

  If your child is not a Singapore citizen at birth, you can still qualify for the Government-Paid Maternity Leave if he or she obtains Singapore citizenship within 12 months from his or her date of birth, and if you meet the other eligibility criteria. The leave can only be consumed after your child obtains Singapore Citizenship and within 12 months from his or her date of birth.

• 1. When will Government-Paid Paternity Benefit/Government-Paid Adoption Benefit take effect? How do I apply for it?

  Government-Paid Paternity Benefit: If you are a father of Singapore Citizen child who is born on or after 1 January 2021, or have an Estimated Delivery Date or a Formal Intent to Adopt on or after 1 January 2021, you will be eligible for this enhancement. This is provided you meet the eligible criteria.

   

  For Government-Paid Adoption Benefit, adoptive mothers with a Formal Intent to Adopt a Singapore Citizen child on or after 1 January 2021 and who meet the criteria are eligible.

  You will be able to apply for Government-Paid Paternity Benefit/Government-Paid Adoption Benefit from 1 December 2021 on www.profamilyleave.msf.gov.sg. 

• 2. Do non-Singaporeans qualify for Government-Paid Paternity Benefit/Government-Paid Adoption Benefit?

  While the Government-Paid Paternity Benefit/Government-Paid Adoption Benefit schemes aim to support Singaporeans on their parenting journey, non-Singaporean parents whose children are Singapore Citizens, and who meet the other eligibility criteria, will be able to qualify for it too.

• 3. What is the difference between Government-Paid Paternity Leave and Government-Paid Paternity Benefit?

  Government-Paid Paternity Leave is granted to fathers who have been in employment or self-employment for at least three continuous months immediately preceding their child’s date of birth. Eligible father will receive two weeks of paternity leave.

   

  Government-Paid Paternity Benefit is granted to economically active fathers who have not worked for an employer, or were not self-employed, for at least three continuous months immediately preceding the child’s date of birth, or Formal Intent to Adopt date (for adoptive fathers). The benefit will be granted if fathers have worked a total of 90 days in the 12 months preceding the child’s date of birth, or Formal Intent to Adopt date (for adoptive fathers), considering the possibility that employment contracts in this period may not be continuous. 

• 4. What is the difference between Adoption Leave for Mothers and Government-Paid Adoption Benefit?

  Adoption Leave is granted to mothers who have been in employment or self-employment for at least three continuous months immediately preceding the Formal Intent to Adopt a child. Eligible mothers will receive 12 weeks of adoption leave.

   

  Government-Paid Adoption Benefit is granted to economically active mothers who have not worked for an employer, or were not self-employed, for at least three continuous months immediately preceding the Formal Intent to Adopt a child. The benefit will be granted if adoptive mothers have worked a total of 90 days in the 12 months preceding the Formal Intent to Adopt a child, considering the possibility that employment contracts in this period may not be continuous. 

• 5. My child’s Estimated Date of Delivery is on or after 1 Jan 2021, but my child was born before that date. Am I eligible for Government-Paid Paternity Benefit?

  You will be eligible for Government-Paid Paternity Benefit if your child’s Estimated Date of Delivery is on or after 1 January 2021 and you fulfil the eligibility criteria.

   

  Please retain and submit a copy of doctor’s certification of your child’s Estimated Date of Delivery when submitting the claim. The doctor’s certification should include the following details:

  • Estimated Date of Delivery
  • Mother’s name and identification number
  • Name of clinic
  • Doctor’s signature

   

  Eligible parents may start applying from 1 December 2021 on www.profamilyleave.msf.gov.sg.  

• 6. What can be included as income for Government-Paid Paternity Benefit and Government-Paid Adoption Benefit computations?

  For employees, the monthly rate of pay (stated in the contract of service) from employment in Singapore, over the 12 months preceding the birth or Formal Intent to Adopt of the child can be included for Government-Paid Adoption Benefit/Government-Paid Paternity Benefit computations.  It includes employer CPF contributions but excludes overtime payments, bonuses/annual wage supplements, reimbursement of expenses, productive incentive payments and travelling/food/housing allowances.

   

  For the self-employed, the trade income (stated in the Notice of Assessment), over the 12 months preceding the birth or Formal Intent to Adopt the child, can be used for Government-Paid Adoption Benefit/Government-Paid Paternity Benefit computations.

   

  Both trade income and income from employment can be combined for Government-Paid Adoption Benefit/Government-Paid Paternity Benefit computations.

   

• 7. If parents are eligible for Government-Paid Paternity Leave or Adoption Leave for Mothers, can they choose not to take the leave, and opt to get Government-Paid Paternity Benefit or Government-Paid Adoption Benefit in lieu of unconsumed leave?

  Parents who are eligible for Government-Paid Paternity Leave or Adoption Leave for Mothers, but who choose not to consume the leave, will forfeit all unconsumed leave. They will not be able to claim Government-Paid Paternity Benefit or Government-Paid Adoption Benefit in lieu of unconsumed leave. Parents are encouraged to use their leave entitlements to care for and bond with their children. 

• 1. How do I apply for Government-Paid Paternity Leave?

  Click the Pro-Family Leave page for more details on the application process.

• 2. When must I use my Government-Paid Paternity Leave by? Must it be taken immediately after my child’s birth?

  As the leave is intended for you to spend time with your newborn, and help your wife recover from childbirth, the leave should be taken as a two-week block within 16 weeks after the birth of a Singapore Citizen child. It can also be taken flexibly within 12 months after your child is born, if you and your employer have a mutual agreement on that.

• 3. Can I take Government-Paid Paternity Leave flexibly on separate days, rather than taking it as a continuous block over two weeks?

  The leave can be taken flexibly within 12 months from the day your child is born. This is subject to mutual agreement between you and your employer. If the both of you cannot agree on the leave arrangement, the default is to take the leave in a continuous block of two weeks, within 16 weeks after your child is born.

• 4. I am a Permanent Resident/foreigner working in Singapore. Am I eligible for the Government-Paid Paternity Leave for my biological child?

  You are eligible if your child is a Singapore Citizen and you meet the other criteria.

• 5. If my child is not a Singapore citizen at birth, but obtains citizenship subsequently, can I qualify for the Government-Paid Paternity Leave?

  You may still qualify if your child obtains Singapore citizenship within 12 months from the date he or she is born, and you meet the other criteria. The leave can only be consumed after your child obtains Singapore Citizenship and within 12 months from the day your child is born.

• 6. How do employers and the self-employed claim for Government-Paid Paternity Leave reimbursement?

  Employers can make reimbursement claims at the Pro-Family Leave website.

• 7. Am I eligible for the Government-Paid Paternity Leave if I am still on probation at work?

  You will be eligible for it if you have worked for a continuous period of at least three months before your child is born.

• 1. How do I apply for Shared Parental Leave?

  Click on the Pro-Family Leave website for more details on the application process.

• 2. What is the duration within which I must use my Shared Parental Leave? Must I take it immediately when my child is born?

  The Shared Parental Leave must be taken in one continuous block within 12 months from the child's birth. You can start from the day your child is born (for fathers), or any time before he or she turns 12 months old.

• 3. Will the father be paid at his salary or the mother's salary when he takes Shared Parental Leave?

  The father will be paid at his salary, capped at $2,500 per week.

• 4. My spouse and I work different numbers of days per week. How is one week of Shared Parental Leave defined?

  The leave allocation of “one week” follows the work week of the respective working parent.

   

  For example, let's consider how a mother with a five-day work week will share a week of Government-Paid Maternity Leave with her husband who has a six-day work week:

   

  Work Week	Mum with a five-day work week	Dad with a six-day work week
  Duration of leave after sharing one week of Government-Paid Maternity Leave	16 weeks – 1 week = 15 weeks of Maternity Leave based on a five-day work week	+ 1 week of Shared Parental Leave based on a six-day work week (i.e. six days)

• 5. Can I take Shared Parental Leave flexibly on different days, rather than as a continuous block or blocks of weeks?

  The leave is to be taken within 12 months from your child's date of birth (inclusive of date of birth), and in a continuous block or blocks of weeks. If there is mutual agreement between the employer and employee, it can be taken flexibly e.g. on a daily basis.

• 6. Can the mother and father take Government-Paid Maternity Leave/Adoption Leave for Mothers and Shared Parental Leave respectively at the same time?

  Yes, both parents can take Government-Paid Maternity Leave/Adoption Leave and Shared Parental Leave at the same time.

• 7. I have just started work with a new employer. Can I apply for Shared Parental Leave?

  There is no minimum employment duration that the father has to meet before he is eligible for Shared Parental Leave.

   

• 8. If my child is not a Singapore Citizen at birth, but obtains citizenship subsequently, can I qualify for Shared Parental Leave?

  If your child is not a Singapore citizen at birth, you may still qualify if he or she obtains Singapore citizenship within 12 months from the date of birth (inclusive of date of birth), and you meet the other criteria. Shared Parental Leave can only be taken after your child obtains Singapore citizenship and within 12 months from your child's date of birth (inclusive of date of birth).

• 9. Can Shared Parental Leave be shared in days instead of week(s)?

  Shared Parental Leave can only be allocated in 1,2,3,4 blocks. Once it is allocated, you can choose to take the leave in a continuous block, or in days, as long as you and your employer are in mutual agreement. 

• 10. Why are parents not allowed to change the number of Shared Parental Leave weeks shared once it is submitted?

  Couples have the flexibility to declare allocation of Shared Parental Leave to the father, any time before the child turns 12 months old. This enables them to discuss and decide on an arrangement that suits their needs. Couples should consult their respective employers before deciding on the allocation. If fathers are unsure whether they can commit to taking the leave, they can wait until they have more certainty before making the declaration, within 12 months from the day the child is born.

  Given that this leave scheme involves multiple parties, this approach takes into account parents' needs for flexibility, and considers the business needs of employers.

  Shared Parental Leave election can only be amended/cancelled in the following circumstances:

  1. The child’s caregiving arrangements are, or are to be changed; 

  2. The child’s father is unable to consume his entitlement due to exigencies of his work;

  3. The allocation was made in error, or;

  4. Termination of father’s employment.

  Please note that for revocations, only whole week(s) of unconsumed leave is returned to the mother. Any leave less than whole week(s) will be forfeited.

  If you wish to make a cancellation, please e-mail contactus@profamilyleave.gov.sg.

• 11. I made a declaration to share my Government-Paid Maternity Leave or Adoption Leave with my husband. However, he has resigned/was retrenched/terminated and is unable to take the Shared Parental Leave. Can I cancel the declaration?

  If the father's employment is terminated, any whole weeks of unutilised Shared Parental Leave will be returned to the mother. To return the revoked leave to your spouse, please e-mail contactus@profamilyleave.gov.sg with the following documents:

  1. Letter of resignation/retrenchment/termination;
     and
  2. E-mail/letter from your employer to show the unused Shared Parental Leave

• 12. How does an employer check if his employee's wife has agreed to share a portion of her Government-Paid Maternity Leave or Adoption Leave with him?

  Employers can check whether the employee’s wife has made a declaration to share her leave on the Pro-Family Leave website.

• 13. How do employers and the self-employed claim for reimbursement of Shared Parental Leave?

  Employers and the self-employed can claim for reimbursement for Shared Parental Leave on the Pro-Family Leave website.

   

  Please also refer to the Manpower Ministry website for more information.

For more answers to frequently asked questions by employers or about specific employment arrangements, please refer to the MOM website.

• 1. If my contractual probation period is longer than the three months minimum qualifying period, will I still enjoy maternity protection?

  Yes. The maternity protection will apply to you as long as you have worked for your employer for at least three continuous months before your termination notice. The probationary status will not affect your right to maternity protection.

   

  The three-month qualifying period is generally considered a reasonable timeframe for an employer to assess a female employee's suitability for employment.
  

• 2. Do I need to inform my employer in advance before I go on Maternity Leave?

  Yes. You must inform your employer of your intention to go on Maternity Leave at least one week before the start of leave. You should inform your employer as early as possible, so that he or she can make the necessary work arrangements.

• 3. I am a pregnant employee. How can I be eligible for maternity protection?

  To be eligible for maternity protection, you must have worked for your employer for a continuous duration of at least three months. You must also obtain a doctor’s certification on your pregnancy, before any notice of dismissal or retrenchment is given.

• 1. Are employers who adopt the Tripartite Standard on flexible work arrangements required to offer the arrangement to all employees?

   

  These employers should offer flexible work arrangements to all employees. Employees can then submit their application for the flexible work arrangement they require to their employer. The outcome of each application should be shared clearly and in a timely manner with the employees. If the flexible work arrangement request cannot be accommodated, supervisors should share the reasons with employees, and where possible, discuss suitable alternatives that better meet the needs of the organisation and employee.

  Employers are also encouraged to offer a range of flexible work arrangements to better meet their employees’ diverse work-life needs.

   

   

• 2. How should supervisors evaluate employees’ request for flexible work arrangements?

  Supervisors are expected to assess flexible work arrangements requests objectively and fairly. They should consider factors such as:

  • The needs of the job and suitability of the employee.
  • The performance expectations and assessment (e.g. work deliverables and targets, and how the employee’s work performance would be assessed for the duration of the flexible work arrangement).
  • The impact on the employee’s working conditions, including compensation, benefits and safety, if applicable.

   

  More information on evaluating flexible work arrangements requests can be found in the Tripartite Advisory on Flexible Work Arrangements.

• 3. On the Tripartite Standard for Unpaid Leave for Unexpected Care Needs, what is considered a preterm birth, and what are the covered congenital conditions?

   

  Preterm: A preterm birth is defined as one that occurs before 37 weeks of pregnancy, in line with the World Health Organisation’s definition.¹

   

  Congenital Conditions: “Birth defects/congenital anomalies/congenital disorders/ congenital malformations” are defined as structural or functional anomalies that occur during intrauterine life and can be identified prenatally, at birth, or sometimes may be detected later in infancy, in line with the World Health Organisation’s definition.²

   

  Some examples include congenital malformations of the nervous, circulatory, respiratory, digestive, and urinary systems, malformations of eye or ear (e.g. congenital cataract), cleft lip and palate, congenital malformations of genital organs (e.g. hypospadias), congenital malformations and deformations of musculoskeletal system (e.g. polydactyl) and chromosomal abnormalities (e.g. Down Syndrome).

   

  ¹ Source: World Health Organization (www.who.int/mediacentre/factsheets/fs363/en/)

  ² Source: World Health Organization (www.who.int/mediacentre/factsheets/fs370/en/)

   

• 4. I have some feedback on an organisation that has adopted the Tripartite Standards. Who can I contact?

  Please submit your feedback to ts@tafep.sg.

   

  If the Tripartite Alliance for Fair & Progressive Employment Practices receives substantiated feedback related to how the adopter's HR practice does not align with the Tripartite Standards, they may contact the organisation to clarify if it meets the specifications of the Tripartite Standard.