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

  Working adoptive mothers have to first reach a mutual agreement with their employers on the start and end date of their AL. They can officially begin to consume their leave from any date between (i) the 'formal intent to adopt', and (ii) the date the adoption order is granted (both dates inclusive). The 'formal intent to adopt' is defined based on the following:

  1) For a Singapore Citizen child: The submission of the application to the Court to start the legal adoption process;

  OR

  2) For a child who is not a Singapore Citizen: The issuance of a document stating that the application for the Dependant's Pass for the adopted child has been approved by the Ministry of Social and Family Development, or the Dependant's Pass itself. Your eligibility for AL will be subject to the passing of the Adoption Order within 12 months from the formal intent to adopt, and the child obtaining Singapore Citizenship within 6 months after the Adoption Order is granted.

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

  Yes, you are eligible for AL if you meet all the eligibility criteria. To submit a claim for Government reimbursement for any income lost by reason of cessation of active engagement in your business, trade or profession, you can login to at www.profamilyleave.gov.sg via your SingPass.

• 1. How can I take paid Child Care Leave (CCL)/ Extended Child Care Leave (ECL)/ Unpaid Infant Care Leave (ICL)? Do I have to produce a child medical certificate?

  No, a medical certificate is not required. You have the flexibility to take paid CCL/ECL/ Unpaid ICL to spend time with your child as long as you meet the respective qualifying criteria. For example, you may use it to accompany your child on his/her first day of school, or to care for your child personally when his/her usual child care arrangement is not available.

• 2. How do I apply for paid CCL/ECL/ unpaid ICL?

  You will first need to declare your eligibility to your employer. You can apply for CCL/ECL/ unpaid ICL through your employer thereafter, in accordance with your company's usual leave-taking procedures. Please visit  www.profamilyleave.gov.sg for more details on the application process.

• 3. Is the Extended Child Care Leave (ECL) based on the calendar or anniversary year?

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

• 4. Why is CCL capped at a maximum of 6 days per year if I have both a child under 7 years and a child aged 7–12 years?

  With the ECL scheme, working parents can take 2 days of Child Care Leave per year if they have Singapore Citizen children aged 7 to 12 years (inclusive), where previously, working parents were only eligible for CCL if they had children aged below 7 years.
  The enhanced leave measures have to balance between supporting the needs of parents in managing their work and family commitments as well as employers' concerns about business impact. In view of this, the Government has decided that CCL should be capped at a maximum of 6 days per year for each parent.

• 5. Am I eligible for CCL/ECL/ICL if I have an adopted child?

  Yes, the CCL/ECL benefits cover adopted children, as long as the child is a Singapore Citizen and the adoptive were lawfully married at the time of adoption. The parent must also have served the employer for at least 3 months or if self-employed, have been engaged in his/her business, trade or profession for at least 3 months.

• 6. Am I eligible for CCL/ECL/ICL if I have a step child?

  Yes, the CCL benefits cover step children, as long as the child is a Singapore Citizen and the step parents are lawfully married when the leave is taken. The parent must also have served the employer for at least 3 months or if self-employed, have been engaged in his/her business, trade or profession for at least 3 months.

• 7. Am I eligible for CCL/ECL/ICL if I have a foster child?

  You must be a foster parent registered with the Ministry of Social and Family Development (MSF), and have a foster child placed under you care under the Children and Young Persons Act (CYPA). You must also meet the Ministry of Manpower (MOM’s) eligibility criteria, listed at www.mom.gov.sg/employment-practices/leave/childcare-leave/eligibility-and-entitlement.

  Each eligible foster parent will receive a Letter of Identity as confirmation that a foster child has been placed under his/her care, in order to assist employers in checking the employee’s eligibility for childcare leave.

  When looking at the eligibility of the CCL/ECL benefits for foster parents, a foster child will be considered in the same way as a natural child of the foster parents. Foster parents can take the CCL/ECL only when the child is under their care.

• 8. Am I eligible for the ECL if I am a non-citizen with a Singapore Citizen child aged 7 - 12 years?

  Yes, if your child is a Singapore citizen, the eligibility criteria for ECL is based on the child's Singapore citizenship status, not the parent's.

  For more details on eligibility for CCL and ECL, please refer to the www.profamilyleave.gov.sg.

• 9. How do employers apply for Government reimbursement for CCL/ECL?

  Employers have to ensure that their employees qualify for the CCL/ECL before granting them the leave. Employers may visit  www.profamilyleave.gov.sg for details on the claim procedures.

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

• 1. Can I claim Government-Paid Maternity Benefit (GPMB) and enjoy ML at the same time?

  No. An employee who qualifies for GPML under her latest employment will not be able to claim GPMB.
  
  However, working mothers who have received some GPML but whose contracts expire after delivery may also qualify for GPMB. The total maternity benefits (GPML and GPMB) is up to a total of 8 weeks (for the 1st and 2nd child) or 16 weeks (for 3rd and each subsequent child). For information on submission of claim and other queries, please visit https://www.profamilyleave.gov.sg/

• 2. How do I apply for GPMB? What documents will I need to prove the number of days I worked?

  Eligible parents can apply for GPMB anytime within 15 months from the birth of your child. Applications for GPMB can be made online through www.profamilyleave.gov.sg, and more information on GPMB is available here.

• 3. How is the amount of GPMB determined?

  The GPMB is based on the Government-Paid portion of maternity leave (i.e. 8 weeks for 1st and 2nd child order; 16 weeks for 3rd and each subsequent child orders, pro-rated to the mother’s level of economic activity in the 12 months preceding childbirth. The amount of GPMB is calculated based on the total income earned in the 12 months before childbirth, divided over 365 days to obtain a daily GPMB rate. Net trade income from self-employment can also be included in the computation of total income that attracts GPMB payment.
  
  For example, if a mother works for 4 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. 8 weeks or 56 days), her GPMB will be:

  

• 4. What can be included as income for GPMB computations?

  For employees, your gross rate of pay and employer CPF contributions from employment in Singapore, over the 12 months preceding the birth of your child can be included for GPMB computations. It includes commission-based income but excludes bonuses and Directors’ fees (with effect from 1 Jan 2021). For local employees earning above $500 a month, there should be a corresponding CPF contribution for the income earned.

  For self-employed persons, your net trade income, over the 12 months preceding the birth of your child, can be used for GPMB computations.

  Both trade income and income from employment can be combined for GPMB computations.
  

  * Excludes overtime payments, bonus payments, annual wage supplements, special expenses incurred by the employee in the course of the employee’s employment, productivity incentive payments and travelling, food or housing allowances.

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

  If you are under 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 amalgamated.

  If you are a daily rated employee, the duration employed would be computed based on the actual number of days worked.

  For all employees who work for multiple employers over the same period, 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 8 weeks' worth of GPMB for my first 2 confinements, and 16 weeks for subsequent confinements?

  The GPMB is based on the Government-Paid portion of ML, i.e. 8 weeks for the 1st 2 child order, and 16 weeks for the 3rd and subsequent child orders.

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

  You will need to first declare your eligibility to your employer. You can apply for GPPL from your employer thereafter, according to your company's usual leave-taking procedures. You are advised to give advance notice to your employer before taking GPPL. This will help your employer to better plan and manage business operations. Please visit  www.profamilyleave.gov.sg for more details on the application process.

• 2. What is the duration within which I have to use my GPPL? Must I take it immediately when my child is born?

  GPPL is to be taken within 16 weeks after the birth of a Singapore Citizen child. GPPL can be taken flexibly within 12 months after the birth of the child, if there is mutual agreement between the employer and employee.

• 3. Can I take GPPL flexibly in separate days, rather than as a continuous block of 2 weeks?

  GPPL can be taken flexibly within 12 months from the birth of your child (inclusive of date of birth), subject to mutual agreement between you and your employer.

  If you and your employer cannot agree on the leave arrangement, the default is to consume GPPL in a continuous block of 2 weeks, within 16 weeks after your child is born.

• 4. Are adoptive fathers eligible for GPPL?

  Adoptive fathers are eligible for GPPL if they meet the following eligibility criteria:

  a. The adopted child is below 12 months of age;

  b. The adopted child is a Singapore Citizen, or at least one of the adoptive parents must be a Singapore Citizen;

  c. The adoptive father must have served his employer – or, if self-employed, have been engaged in a particular business, trade or profession – for a continuous period of at least 3 months preceding the point of ‘formal intent to adopt’*;

  d. The Adoption Order is granted 12 months from the point of ‘formal intent to adopt’ (inclusive of the date of 'formal intent to adopt', and the adopted child obtains Singapore Citizenship within 6 months after the Adoption Order is passed; AND

  e. The father is an applicant to the adoption.

  *'Formal intent to adopt’ is:

  f. For a child who is Singapore Citizen: The submission of the application to the Court to start the legal adoption process;
  

  OR

  g. For a child who is not a Singapore Citizen: The issuance of a document stating that the application for the Dependant's Pass for the adopted child has been approved by the Ministry of Social and Family Development, or the Dependant's Pass itself.

• 5. I am a PR / foreigner working in Singapore. Am I eligible for GPPL for my biological child?

  You will be eligible for GPPL if your child is a Singapore Citizen and you meet the other eligibility criteria.

• 6. As an employer, how do I claim for reimbursement of GPPL?

  Currently, employers can claim for reimbursement for GPPL from: www.profamilyleave.gov.sg.

• 7. Am I eligible for GPPL if I am still on probation at work?

  You will still be eligible for GPPL as long as you have worked for a continuous period of at least 3 months preceding the birth of your child.

• 1. If the contractual probation period is longer than the 3 months minimum qualifying period, will the employee enjoy maternity protection? Why?

  Yes. The maternity protection will apply to the employee as long as she has served her employer for at least 3 continuous months. The probationary status will not affect employee's right to maternity protection.

  The 3 months' qualifying period is generally considered a reasonable period of time 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. The employee must inform her employer of her intention to go on Maternity Leave at least one week before starting her leave. It is good practice to inform her employer as early as possible so that the employer can make the necessary work arrangements.

• 3. How can pregnant employees be eligible for maternity protection?

  To be eligible for maternity protection, the employee must have served her employer for a continuous duration of at least 3 months before receiving the notice of dismissal or retrenchment. She would also have to obtain a doctor’s certification on her pregnancy before any notice of dismissal or retrenchment is given.

• 1. I wish to apply for Shared Parental Leave (SPL). How do I go about it?

   

  You and your spouse will first have to discuss the arrangement with your respective employers. When an agreement has been reached, the mother can log on to the Shared Parental Leave  Allocation System (SPLAS), which is available at www.profamilyleave.gov.sg, to indicate her decision to allocate between 1-4 weeks of SPL to the father. You and your spouse will need to print out the confirmation letter from the website and submit it to both your employers to confirm the allocation of the SPL. Employers will refer to this recorded allocated leave when considering Maternity/Adoption Leave (whichever is applicable) and SPL applications by the female employee and her spouse respectively.

  Parents should carefully consider their allocation before making an election, as the election can only be cancelled in certain circumstances. While we are mindful of parents' need for flexibility, any changes in SPL allocation would require significant adjustment and administration on the parts of both employers involved as well as the Government. Please email contactus@profamilyleave.gov.sg if you wish to cancel your election.

   

• 2. What is the duration within which I have to use my SPL? Must I take it immediately when my child is born?

  SPL is to be taken within 12 months from the child's birth (inclusive of date of birth). You can choose to start from the day your child is born or, any time before your child turns 12 months old.

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

  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 1 week of SPL defined?

  The leave allocation of ’1 week’ is defined in terms of the work week of the relevant parent employee.

  For example, let's consider how a mother who has a 5-day work week, will share a week of Government-Paid Maternity Leave with her husband who has a 6-day work week.

  Work Week	Mum with a 5-day work week	Dad with a 6-day work week
  Duration of leave after sharing 1 week of Government-Paid Maternity Leave	16 weeks – 1 week = 15 weeks of Maternity Leave based on a 5 day work week	+ 1 week of SPL based on a 6 day work week

• 5. Can I take SPL flexibly in separate days, rather than as a continuous block or blocks of weeks?

  SPL is to be taken within 12 months from the birth of the child (inclusive of date of birth). By default, SPL is to be taken in a continuous block or blocks of weeks. If there is mutual agreement between the employer and employee, SPL can be taken flexibly (i.e. on a per-day basis).

• 6. Can the mother and father take maternity leave and SPL respectively at the same time?

  Yes, both parents can take Maternity Leave and SPL at the same time.

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

  Yes, a father can apply for SPL as long as the mother is eligible for Government-Paid Maternity Leave and has allocated to share the leave with the father for that employer. There is no minimum employment duration for the father to qualify for SPL, as long as the mother meets the minimum employment duration and other eligibility criteria for Government-Paid Maternity Leave, and the father has not been allocated SPL under his previous employer for the same child.

• 8. Can I share a few days rather than 1-4 full weeks of leave with my spouse?

  No, SPL is allocated in blocks of full weeks. Your wife can choose to allocate 1-4 weeks (in full weeks) of her Government-Paid Maternity Leave or Adoption Leave to you as SPL, or none at all.

  Once allocated, SPL is to be taken in a continuous block or blocks of weeks by default. However, as long as there is mutual agreement with your employer, you may also take the leave flexibly (i.e. a few days at a time). Please note that any part of allocated SPL not taken within 12 months from the birth of the child (inclusive of date of birth) will be forfeited.

• 9. Why are employees not allowed to change their allocation once it is registered in the system?

  Couples have the flexibility to declare the allocation of SPL to the father any time before the child turns 12 months old. This should be sufficient to enable a couple to discuss and decide on an arrangement that best suits their needs. Couples should also consult their respective employers before deciding on their 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 birth of the child (inclusive of date of birth). A SPL election can only be cancelled in certain circumstances. Please email contactus@profamilyleave.gov.sg if you wish to do so.

  This approach balances parents' needs for flexibility with employers' concerns on the impact on business operations and productivity, particularly given the implementation complexities of the SPL, a complex leave scheme that involves 4 parties – the father, mother, and their respective employers.

  [Note: The amount of SPL that can be elected to the father will depend on the remaining Maternity Leave/ Adoption Leave for Mothers (whichever is applicable) that the mother has. For example, if the mother had used 14 weeks of her Maternity Leave, she can only share up to 2 weeks with her spouse as SPL.]

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

  In circumstances where the father's employment is terminated, any whole weeks of SPL that was not consumed will be returned to the mother. Please send the following documents to contactus@profamilyleave.gov.sg: 

  1. Letter of resignation/retrenchment/termination
  2. Email/letter from your employer to show the remaining amount of SPL that has not been utilised

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

  If an eligible employee is planning to take SPL, his spouse will need to indicate the decision in the SPL Allocation System available on the Profamily Leave website (www.profamilyleave.gov.sg) and obtain a printout from the system on the decision. A copy of this letter should be handed his employer, to show his employer that his wife had made an election to allocate up to 4 weeks of leave to him. He will have to apply for leave according to his company's usual leave-taking procedures. Employers may visit www.profamilyleave.gov.sg for details.

• 12. As an employer, how do I claim for reimbursement of SPL?

  Employers can claim for reimbursement for SPL from www.profamilyleave.gov.sg.

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

• 1. Are employers who adopt the Tripartite Standard on Flexible Work Arrangements (FWAs) required to offer FWAs to all employees?

  The FWA(s) should be made available to all employees. If this is not possible (e.g. due to the nature of the job/ industry), employers should explain the reasons clearly to employees and where possible, discuss suitable alternatives (e.g. ad-hoc arrangements).
  

  Employers are also encouraged to offer a range of FWAs to better meet the different work-life needs of their employees.

• 2. How should supervisors evaluate employees’ request for FWAs?

  Supervisors are expected to assess each FWA request objectively and fairly. Supervisors should take into account 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 FWA)
  - The impact on the employee’s working conditions, including compensation, benefits and safety, if applicable.
  
   More information on evaluating FWA 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 inborn errors of metabolism, congenital malformations of the nervous system (e.g. anencephaly), congenital malformations of eye or ear (E.g. congenital cataract), congenital malformations of the circulatory system (e.g. atrial septal defect), congenital malformations of the respiratory system (e.g. choanal atresia, bilateral), cleft lip and palate, congenital malformations of the digestive system (e.g. anorectal atresia/stenosis/fistula), congenital malformations of genital organs (e.g. hypospadias), congenital malformations of the urinary system (e.g. obstructive urinary defects), congenital malformations and deformations of musculoskeletal system (e.g. polydactyl) and chromosomal abnormalities (e.g. Down Syndrome).

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

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

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

  Please submit your feedback in writing to ts@tafep.sg.
  
  In the event TAFEP receives substantiated feedback related to a Tripartite Standard, TAFEP may contact the organisation to clarify that it meets the specifications of the Tripartite Standard.

• 1. Who should I go to if I need more information or help in introducing work-life strategies at my workplace?

  If you are an employer who needs more information or assistance in introducing work-life strategies at your workplace, you can visit the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) website at www.tafep.sg.

• 2. What are the types of flexible work arrangements recognised under the Work-Life Grant?

  FWAs refer to work arrangements where employers and employees agree to a variation from the usual work arrangement. For example, flexibility can be applied to:

  • Work timing/ duration: This includes staggered working hours and compressed work week.
  • Work location: This includes telecommuting.
  • Work scope: This refers to varying duties or workload. An example is part-time work.