Becoming new parents comes with many responsibilities. Taking care of a newborn child is not an easy task too. This leave is designed for fathers to share a portion of mother’s leave. Just like Family Care Leave, Shared Parental leave is also a similar scheme for taking care of immediate family members. In this article, we will understand the eligibility criteria for this leave, compliance requirements under Singapore’s employment framework, and employer obligations.
What Is Shared Parental Leave in Singapore
Shared Parental Leave (SPL) is a governmental entitlement for a working father to avail a portion of the mother’s Government-paid maternity leave. During the child’s first year, this leave allows both parents to be present to care for it. This leave must be taken within 12 months from the child’s date of birth or date of adoption. This will not only share the responsibilities among the parents but also increase the family bonding time.
Note: The date of birth is also included in the 12 months timeframe provided.
How Shared Parental Leave Works
In practice, both the parents are allocated certain portion of the leave. As per the scheme rules, the Singaporean Government pays upto S$2,500 per week of Shared Parental Leave. This leave should be taken after the parents exhaust their paternity leave, maternity leave, or adoption leave. Availing this leave can be continuous or non-continuous.
Note: The father can take shared parental leave when the mother is still in maternity leave.
Who Is Eligible for Shared Parental Leave
Working parents in Singapore can avail Shared Parental Leave if they meet the government’s scheme regarding their marital status, child’s citizenship, and employment period.
- Child must be a Singapore citizen
- Employee must have worked with the employer for at least 3 months before the child’s birth
- Self-employed parents: must be engaged in work for a minimum of 3 months continuously and should have lost income during the leave period.
- Fathers are eligible to avail only if they are legally wedded to the child’s mother before child’s birth, or within 12 months of the birth of the child.
- Applicable regardless of parent’s nationality.
- Parents who fail to meet the requirements of this scheme may be eligible for Shared Parental Leave Benefit framework.
How Many Days of Shared Parental Leave Can Be Taken
The number of days eligible for parents depends on the child’s date of birth. Under the recent scheme, parents can get shared parental leave as follows:
- for children born from 1 April 2025 to 31 March 2026 – 6 weeks
- for children born on or after 1 April 2026 – 10 weeks.
The number of days eligible depends on the employee’s work schedule. If the employee works 5 days per week, 6 weeks usually equals 30 days and 10 weeks usually equals 50 days. If the employee works 6 days per week, 6 weeks would generally equal 36 days and 10 weeks would equal 60 days.
Employee Rights Under Shared Parental Leave
Employees have the right to be paid during shared parental leave as though they were still at work. Though the reimbursement from the Government is capped at S$2,500 per week, any amount above that cap depends on the employer. An employee also has the right to use this leave even during the notice period after resignation or termination, but the leave cannot be used to shorten the official notice period or bring forward the last working day. It is important to note that employees may still qualify even if they are on probation, as long as they meet the minimum service requirement under the scheme.
Also, the employer cannot unlawfully dismiss the employee when on government aided parental leave. Employees may reach out to MOM for assistance to claim payment of unutilised leave due to dismissal.
Key Conditions Employers Should Know
Employers must know the employee eligibility and comply to it properly. When agreed on both sides, this leave can be used in block or can be broken to be availed. In failure of the agreement, it must be taken in one continuous block within 26 weeks from the child’s date of birth.
If the parents do not make any changes, the Parental Leave allocation is split equally between both parents by default. If an employee wants a different arrangement, that must be managed through the official process. Also, the pay during this leave must not be disrupted. The employer can later seek reimbursement from the Government of Singapore, subject to limit.
Employers should discuss leave dates early, verify eligibility, keep proper records, and ensure internal HR policies are updated to reflect the new Shared Parental Leave framework. Note that the scheme was introduced from 1 April 2025 and expanded further from 1 April 2026.
Final Thoughts
Parenting-supported leaves in Singapore imparts a shift towards balanced family support in the workplace. It gives great flexibility to employees and brings more responibility for the employer’s compliance. A reliable leave management software can help employers manage leave applications, track entitlements, maintain payroll accuracy, and stay compliant with changing regulations. Book a demo and experience the ease!
Shared Parental Leave Frequently Asked Questions
Who pays for shared parental leave in Singapore?
Shared Parental Leave is generally paid by the employer first, then the employer claims its reimbursement from the Singaporean Government, subject to the applicable cap and scheme conditions.
How to use shared parental leave in Singapore?
Use shared parental leave by notifying the employer and taking the leave within 12 months from the child’s birth.
Can one parent take all shared parental leave?
Yes, one parent can take all of the Shared Parental Leave, as long as the parents set the sharing arrangement officially.
How much is paid for shared parental leave?
In Singapore, Shared Parental Leave is paid at the same rate of employee’s usual salary, but the Government reimbursement to the employer is capped at S$2,500 per week.
