Fathers in Singapore are stepping up like never before from taking on more active roles to being responsible with caregiving and family life. And in 2025, the government is stepping up too, by focusing more towards enhanced paternity leave policies. This initiative empowers all the working dads to spend more time with their newborns.
In this guide, whether you’re an HR manager, employer, or soon-to-be father, we’ll break down the latest MOM paternity leave policy, including entitlements, eligibility, and how to manage the process efficiently.
Eligible Days For Paternity Leave In Singapore
Under the updated MOM paternity leave policy, eligible working fathers in Singapore are entitled to 2 weeks of government-paid paternity leave. This applies to children who are Singapore citizens, born on or after 1 January 2025, and aims to support early bonding, caregiving, and family wellbeing.
Who Is Eligible for Paternity Leave in Singapore (2025)?
To qualify for paid paternity leave under the 2025 scheme, you must:
– Be the biological father of the child
– Be legally married to the child’s mother
– Have a child who is a Singapore citizen (at birth or later)
– Be employed for at least 3 continuous months before the child’s birth
This will be applicable when one is into full-time, part-time, or on contract roles as long as the above mentioned conditions are met.
When Can Fathers Take Paternity Leave in Singapore?
The paternity leave Singapore 2025 policy offers flexible form of scheduling:
- Within 12 months from the child’s birth
- In a continuous 2-week block, or
- Split into individual days (subject to employer agreement)
This will provide the flexibility for working fathers to avail the leave based on what works best for their family’s needs. It can be staying home during the newborn’s first few weeks or spacing out days over the year to support the caregiving journey.
Is Paternity Leave Paid? (Clarified)
Yes—paternity leave in Singapore is fully payable, and employers are reimbursed by the Government.
The current reimbursement cap is $2,500 per week, inclusive of CPF contributions, and claims are submitted via the Government Paid Leave Portal (also used for maternity and shared parental leave).
- For Employees: No income loss during bonding time
- For Employers: No financial burden, just ensure claims are properly managable
Employer Responsibilities Under Paternity Leave Singapore 2025
Things Employers Should Note:
- Verify employee eligibility and calculate leave accurately
- Track applications and leave taken, per MOM guidelines
- Submit claims promptly through the Government Paid Leave Portal
- Support leave-taking by avoiding discrimination or pressure
Tip: Manual tracking and managing leaves can lead to delays and errors. Hence, a digital leave management system can ease these processes effortlessly.
Why Use Info-Tech’s Leave Management System for Paternity Leave?
In today’s fast-paced work environment, the manual method of leave tracking is outdated and error-prone. Info-Tech’s HRMS and Leave Management System enables to manage paternity leave Singapore 2025 smooth and compliant.
Here’s what you get:
🗓 Automated Leave Calculations: Automatically check eligibility and entitlements based on start dates, nationality, and employment history.
✅ Streamlined Applications: Employees can apply for paternity leave online with instant notifications that will be sent to managers.
📁 Accurate Record-Keeping: Store all documentation in one place for audit and claim purposes.
📤 Effortless Submission: Export the required data for claim reimbursement with a few clicks.
For many SMEs and occupied HR teams, this will support to focus more on employee wellbeing and reduce the time spent on administrative works.
Why Encouraging Paternity Leave Matters
Paternity leave is more than a perk. It’s a strategic investment in company culture.
Studies show:
Encouraging fathers to take leave is not just a personal win—it’s a company culture win too.
- Fathers who take paternity leave are more involved in caregiving long-term.
- Families benefit from better emotional and developmental support
- Companies see improved retention, morale, and workplace satisfaction
Still, many dads hesitate to take leave due to stigma or confusion. HR teams can help by normalising leave, communicating clearly, and simplifying applications with digital tools. As employers and HR professionals, you can change that narrative by:
- Creating a supportive leave culture.
- Communicating entitlements clearly during onboarding or parental announcements.
- Simplifying the leave application process through technology.
Final Thoughts: Empower Dads, Strengthen Culture
The enhanced paternity leave Singapore 2025 policy is a positive progress step. Whether you’re an SME owner or HR manager, now is the time to streamline your leave policy with digital tools.
Support your employees from day one of fatherhood. Upgrade to Info-Tech’s HRMS and Leave Management Software—and manage paternity leave with confidence, compliance, and care.
