Paternity Leave in Singapore: A Comprehensive Guide (2024)

Winnie Lu

May 3, 2024

Congratulations! A new life is on the way, and your employees are preparing to embrace parenthood. But amidst the baby joy, questions arise, especially for HR and employers: What are the legalities surrounding "dad's leave" in Singapore? How can you best support your team during this special time?

Fret not! This comprehensive guide equips you with all the essential information on latest Singapore's Paternity Leave policies for 2024. Let's navigate the legalities and explore ways to foster a supportive work environment for new dads.

What is Paternity Leave in Singapore

Paternity Leave allows new fathers time off work to bond with their child and support their partner after childbirth. It fosters stronger family ties and promotes shared parental responsibilities. (You may also want to discover more about Maternity Leave policy in Singapore)

Types of Paid Paternity Leave in Singapore 2024

There are two types of paid paternity leave in Singapore:

Government-Paid Paternity Leave (GPPL): Funded by the government, it provides financial support to eligible fathers.
Employer-Paid Paternity Leave (Optional): Some companies offer additional paid leave beyond the GPPL, demonstrating their commitment to employee well-being.
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Singapore Paternity Leave Policy 2024

Let's find out the eligibility for paternity leave and the entitlement.

Eligibility for Paternity Leave in Singapore

Who is Eligible for GPPL?

An employee can claim GPPL if they meet the following criteria:

Child Citizenship: The child must be a Singapore Citizen.
Employment Status: Employed under a service contract (full-time or part-time) for at least 3 continuous months before childbirth. (For adoptive fathers, they need to serve for at least 3 continuous months before the date of formal intent to adopt.)
Marital Status: Married to the child's mother at the time of conception and childbirth.

But what if the child is not a Singapore citizen?

Unfortunately, fathers with non-Singaporean children are not eligible for GPPL. However, they may be able to discuss unpaid leave options with their employers.

Paternity Leave Entitlement in Singapore in 2024

Good news for dads! MOM announced that employers can grant 2 additional weeks of GPPL on a voluntary basis if the employee's child is born after January 1st, 2024.

This means eligible fathers are entitled to 4 weeks of government-paid father's leave, doubled from the previous 2 weeks.

Here's a breakdown of the entitlement:

Maximum number of Weeks: 4 weeks
Leave Flexibility: Can be taken in full or split into working days within 12 months from the child's birth date.
Pay Rate: Each week capped at S$2,500, including CPF contributions. (Learn more about CPF contribution)

Key Points to Remember:

Paternity leave entitlement is calculated based on the number of working days per week. (E.g., a 6-day workweek translates to 12 days of GPPL).
Leave must be pre-approved by the employer. It's best practice to communicate leave intentions well in advance.

How to Claim Paternity Leave in Singapore?

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How Does an Employee Claim GPPL?

The employee should submit a declaration form (GPPL1) to HR department and HRs / employers should use your own declaration form or system for employees to declare their eligibility, including:

Parent Details (name and NRIC / FIN)
Birth Certificate No.
Child’s Citizenship
Employment Period and Leave Consumption

Beyond the Basics: Supporting New Dads

While GPPL provides valuable financial support, employers can go the extra mile to create a nurturing environment for new fathers:

Offer Additional Paternity Leave: Consider offering top-up pay for additional leave beyond GPPL.
Flexible Work Arrangements: Allow for flexible working hours or remote work options to facilitate childcare responsibilities.
Parental Support Groups: Organize workshops or support groups for new parents, fostering a sense of community.
Paternity Leave Policy Communication: Clearly outline your company's paternity leave policy in the employee handbook and intranet.

Benefits of a Supportive Paternity Leave Policy

Imagine your star employee welcomes a newborn. A supportive dad's time-off policy shows you care. It's an investment that pays off:

Boosted Morale & Retention: Happy, valued employees are more engaged and less likely to leave.
Attract Top Talent: Stand out in a competitive market by prioritizing work-life balance.
Improved Productivity: Well-rested dads return focused and ready to tackle their work.
Stronger Employer Brand: Demonstrate your commitment to families, attracting top talent.
Happier, Healthier Families: Paternity leave allows dads to be actively involved, leading to stronger family bonds.

A strong paternity leave policy isn't just the right thing to do, it's smart business. It creates a win-win for employers and employees, fostering a more engaged, productive, and loyal workforce.

FAQs and Considerations about Paternity Leave

What if an Employee Doesn't Meet the GPPL Eligibility Criteria?

Employees who don't qualify for GPPL can still discuss unpaid leave options with their employers. Some companies offer compassionate leave policies that can be used in such situations.

Can Employers Deny Paternity Leave Requests?

No. Eligible Employers are legally obligated to grant approved GPPL requests. However, they can request the employee to pre-arrange handover procedures and ensure a smooth workflow during their absence.

What Happens if an Employee Takes More Leave Than Entitled to Under GPPL?

The additional days taken beyond the GPPL entitlement will be considered unpaid leave.

Is There a Notice Period for Taking Paternity Leave?

There's no mandatory notice period stipulated by law. However, it's best practice for employees to inform their employers well in advance about their intended leave dates. This allows for better team planning and workload management.

Conclusion

Singapore's Paternity Leave policies are evolving to support fathers in their crucial role during parenthood.

Understanding your legal obligations and exploring ways to extend support beyond the GPPL demonstrates your commitment to a happy and productive workforce. By fostering a family-friendly work environment, you can attract and retain top talent, leading to a win-win situation for both employers and employees.

Additional Resources

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