Welcoming a child is one of life’s most beautiful moments—but it can also come with questions, especially around work and maternity entitlements. If you’re a working mother or an HR professional navigating these concerns in 2025, you’re not alone. Understanding the maternity leave Singapore has now become a very simple and seamless process.
With the emerging use of AI tools in HR, it’s more important than ever to know your rights, responsibilities, and the best practices for a smooth transition. Whether you’re preparing for parenthood or supporting someone who is stepping into that phase, this blog will direct you with the most common questions regarding the maternity leave in Singapore, so that you can approach it with clarity, care, and confidence.
1. How Much Maternity Leave Am I Entitled To In 2025?
With the latest MOM maternity policy, eligible working mothers are entitled to 16 weeks of paid maternity leave in 2025. This applies to:
- Mothers who are legally married to the child’s father
- The child being a Singapore citizen
- The mother having worked for the employer for at least three continuous months before childbirth
If in case all these conditions are being met, the leave can be applied and taken flexibly. This gives a boost by supporting the mother to focus on both prenatal and postnatal care.
2. Who Pays For Maternity Leave?
One of the common concern that is found among both employers and employees is the cost of maternity leave. Here’s how it works in 2025:
- First 8 Weeks: Paid by the employer
- Last 8 Weeks: Reimbursed by the Singapore Government, subject to eligibility and caps
Employers must submit claims through the Government-Paid Leave (GPL) Portal within the stipulated deadline, and reimbursement is subject to a cap of $10,000 per 4-week block.
It is a crucial step for HR department to stay up-to-date on these claims and deadlines. Utilising the right digital HRMS solution can help to automate and streamline the process, minimizing the rate of human error and ensuring you don’t miss out on reimbursements.
3. Can Maternity Leave Singapore Be Split Into Blocks?
Yes, eligible mothers will have the flexibility to decide and split their maternity leave accordingly.
- By default, the standard period for maternity leave will be taken continuously for 16 weeks, starting no earlier than 4 weeks before the estimated delivery date.
- Alternatively, up to 4 weeks of maternity leave can be deferred and taken anytime within 12 months after childbirth. This will be subject to employer approval.
This level of flexibility allows new mothers to return to work sooner if they wish and save part of their leave for later when they need it more.
From an HR position, flexible leave arrangements need proper planning and tracking. Using a Leave Management System will ensure that all deferred and used leave days are properly documented and approved timely.
4. What If The Baby Is Not A Singapore Citizen?
If the child does not acquire Singapore citizenship, the maternity leave entitlement drops to 12 weeks, and the leave is fully paid by the employer.
This Applies To:
- Foreign nationals working in Singapore
- Permanent residents whose child is not a citizen
- Unmarried mothers (depending on circumstances)
It is very important to look and check the Ministry of Manpower (MOM) website or consult your HR department for the exact criteria.
Employees and employers must clarify citizenship status early. This is because of the impacts that is made not only leave duration but also cost-sharing between the employer and government.
5. Is There Protection Against Dismissal?
Yes. Singaporean law offers strong protection for pregnant employees.
Under the Employment Act, it is unlawful to dismiss an employee without sufficient cause during her pregnancy if she has worked for the employer for at least 3 months.
This includes:
- Retrenchment without proper notice or compensation
- Dismissal on the grounds of pregnancy
- Denial of maternity benefits
If such dismissal occurs, employers may be liable to pay maternity benefits in full, and face penalties.
For employers, this reinforces the importance of clear policies and HR practices that protect both parties and avoid legal complications.
6. Are Part-Timers & Contract Workers Eligible For Maternity Leave Singapore?
Yes, part-time, contract, and temporary employees may also be applicable for maternity leave. This will be as long as:
- They’ve worked at least 3 continuous months before childbirth
- They are covered by the Employment Act or the Child Development Co-Savings Act, as applicable, and meet all other statutory eligibility criteria.
The leave entitlement may be pro-rated based on working hours, but protection against dismissal still applies.
Employers should take care to review contracts carefully, especially in industries with a high number of contract workers, to ensure compliance with MOM guidelines.
Tracking entitlements for part-timers can be tricky—an automated HRMS Software helps HR teams keep accurate records and avoid missteps.
7. How Should Employers Track & Approve Maternity Leave?
Managing maternity leave manually can result in missed reimbursements, scheduling issues, or policy breaches. To stay compliant with MOM maternity policies, especially in 2025 where flexibility and documentation are key, employers are encouraged to digitise leave management.
💡 Tool Tip: Use Info-Tech’s Leave Management System or integrated HRMS Software to:
- Submit government-paid leave claims on time
- Track leave balances and history
- Record split or deferred leave accurately
- Generate reports for audits or internal use
This not only reduces admin burden but also ensures peace of mind for HR teams and employees alike.
Final Thoughts: Support & Compliance Made Easy
Maternity leave in Singapore 2025 is designed in a way that it supports families and protects working mothers—while giving employers clear frameworks to follow. With the right systems and awareness in place, maternity leave can be a positive experience, not a stressful one.
Whether you are stepping into the parenthood phase or an HR professional, being informed is the first step. Followed by that, the second step will be to ensure that all your leave policies are easy to manage and compliant with the latest MOM guidelines.
👉 Explore Info-Tech’s HRMS Software & Leave Management Software today to simplify maternity leave tracking and build a family-friendly workplace that’s ready for 2025 and beyond!
