Maternity leave in Singapore provides eligible working mothers with 16 weeks of paid leave, with the government reimbursing the employer for part of the cost. Under the Child Development Co-Savings Act (CDCA), the first 8 weeks are compulsory, and the remaining 8 weeks are non-compulsory. The Government-Paid Maternity Leave (GPML) scheme covers 8 weeks of the 16, with the employer bearing the first 8 weeks.
This guide covers maternity leave in Singapore in 2026: the 16-week entitlement, GPML eligibility and reimbursement, employer obligations, and what happens when an employee does not return to work.
Key takeaways
- Eligible working mothers receive 16 weeks of maternity leave — 8 weeks compulsory, 8 weeks non-compulsory.
- The Government-Paid Maternity Leave (GPML) scheme reimburses the employer for 8 weeks of wages.
- The employer pays the first 8 weeks of leave directly.
- Eligibility requires the child to be a Singapore citizen and the mother to have been employed for at least 3 months before delivery.
- Employers must grant the leave and cannot dismiss an employee during the leave period.
How long is maternity leave in Singapore?
The CDCA provides for 16 weeks of maternity leave for each confinement. The leave is structured as follows:
| Leave period | Weeks | Nature |
|---|---|---|
| Before delivery | Up to 12 weeks | From the expected date of delivery |
| After delivery | 4 weeks minimum | Remaining leave taken after childbirth |
| Compulsory leave | 8 weeks | First 8 weeks (includes pre-delivery period) |
| Non-compulsory leave | 8 weeks | Weeks 9–16, taken at the employee’s discretion |
The compulsory 8 weeks must be taken continuously. The non-compulsory 8 weeks can be taken flexibly within 12 months of the child’s birth, but most employees take them consecutively after the compulsory period.
Additional leave for difficult pregnancies
A doctor may certify that an employee requires additional rest. In such cases, the employer may extend the compulsory leave period, but the GPML reimbursement remains capped at 8 weeks.
Government-Paid Maternity Leave (GPML) scheme
The GPML scheme is the centrepiece of Singapore’s maternity leave framework. Under the scheme:
- The employer pays the first 8 weeks of wages to the employee during the compulsory leave period.
- The Government reimburses the employer for 8 weeks of the employee’s wages, subject to a monthly cap.
- The monthly cap for the GPML reimbursement is SGD $10,000 per employee.
- For the non-compulsory 8 weeks, the Government pays the employee directly (not through the employer), also subject to the SGD $10,000 monthly cap.
GPML eligibility
To qualify for GPML, the employee must meet all of the following criteria:
| Criterion | Requirement |
|---|---|
| Child’s citizenship | Singapore citizen |
| Mother’s employment | Employed for at least 3 months before delivery |
| Employment type | Full-time, part-time, or contract (with fixed/regular hours) |
| Confinement | Must occur in Singapore or within 12 months of a previous claim |
An employee who does not meet the 3-month employment criterion still receives the 16 weeks of leave but may not qualify for GPML reimbursement.
Who pays — employer vs government
The payment structure depends on the leave period and the employee’s eligibility for GPML.
Weeks 1–8 (compulsory leave)
The employer pays the employee’s full wages for the first 8 weeks. The employer then claims reimbursement from the Government for those 8 weeks under the GPML scheme, subject to the monthly cap.
Weeks 9–16 (non-compulsory leave)
For eligible employees (child is a Singapore citizen), the Government pays the employee directly for the non-compulsory 8 weeks, subject to the monthly cap. The employer is not required to pay wages during this period, though some employers do as a benefit.
Payment summary
| Period | Who pays wages | Reimbursement |
|---|---|---|
| Weeks 1–8 | Employer | Government reimburses employer (GPML) |
| Weeks 9–16 | Government (directly to employee) | No employer reimbursement needed |
| Non-Singapore citizen child | Employer for all 16 weeks | No government reimbursement |
Employer obligations
Employers managing maternity leave in Singapore must fulfil these obligations:
- Grant the leave — The employee is entitled to 16 weeks of maternity leave. The employer cannot refuse.
- Pay wages during weeks 1–8 — Full wages for the compulsory leave period.
- Submit GPML claims promptly — Employers must claim reimbursement within 3 months of the employee’s last day of leave.
- Not dismiss or retrench the employee — Under the Employment Act, an employer cannot dismiss an employee during the maternity leave period without sufficient cause.
- Allow flexible scheduling of non-compulsory leave — The employee decides when to take weeks 9–16 within the 12-month window.
- Maintain records — Keep documentation of leave granted, wages paid, and GPML claims.
Returning to work after maternity leave
An employee is expected to return to work after the 16-week leave period. If the employee does not return to work for at least 3 months after the leave, the employer may be required to refund the GPML amounts already reimbursed by the Government.
This repayment obligation applies only to the non-compulsory 8 weeks if the employee fails to return. The compulsory 8 weeks are not subject to repayment.
| Scenario | Repayment obligation |
|---|---|
| Employee returns and works at least 3 months | No repayment |
| Employee does not return after compulsory 8 weeks | Refund non-compulsory GPML amounts |
| Employee is retrenched during/after leave | No repayment (retrenchment is not the employee’s choice) |
| Employee resigns within 3 months of return | Refund non-compulsory GPML amounts |
Worked examples
Example 1: Standard GPML claim
Mei Lin, a Singapore citizen, works at a tech company and is expecting her first child. Her expected delivery date is 15 September 2026. She starts leave on 23 June 2026 (8 weeks before delivery).
- She receives 16 weeks of maternity leave from 23 June to 15 October 2026.
- Her employer pays her full wages for weeks 1–8 (23 June to 17 August).
- Her employer claims GPML reimbursement for those 8 weeks (capped at SGD $10,000/month).
- Weeks 9–16 are paid by the Government directly to Mei Lin.
Example 2: Employee not meeting the 3-month criterion
Fatima, a Singapore citizen, joined her employer on 1 May 2026 and is due on 1 August 2026. She has worked for less than 3 months.
- She receives 16 weeks of leave (the entitlement applies regardless).
- Her employer pays all 16 weeks of wages.
- GPML reimbursement is not available because she has not met the 3-month employment criterion.
Example 3: Non-Singapore citizen child
A Chinese national employee gives birth to a child who does not hold Singapore citizenship.
- She receives 16 weeks of leave.
- The employer pays wages for all 16 weeks.
- GPML reimbursement is not available because the child is not a Singapore citizen.
Common pitfalls
1. Claiming GPML reimbursement late
Employers must submit GPML claims within 3 months of the employee’s last day of maternity leave. Late claims are not accepted, resulting in the employer absorbing the full cost.
2. Not offering the leave to part-time employees
GPML applies to part-time and contract employees with fixed or regular hours. Denying maternity leave to a part-time employee on the basis that they are not full-time is a compliance violation.
3. Penalising employees for taking non-compulsory leave
The non-compulsory 8 weeks are an entitlement under the CDCA. An employer cannot treat an employee unfavourably for exercising this right.
4. Refunding GPML amounts incorrectly
Repaying GPML amounts is only required when the employee fails to return for at least 3 months. Employers sometimes incorrectly demand repayment when an employee is retrenched, which is not a voluntary departure.
For more context, see our guide to annual leave entitlements and our overview of absence management.
Frequently asked questions
How many weeks of maternity leave is an employee entitled to in Singapore?
An eligible working mother receives 16 weeks of maternity leave: 8 weeks of compulsory leave and 8 weeks of non-compulsory leave, under the Child Development Co-Savings Act.
What is the Government-Paid Maternity Leave (GPML) scheme?
The GPML scheme reimburses the employer for 8 weeks of the employee’s wages during compulsory leave (subject to a SGD $10,000 monthly cap) and pays the employee directly for the non-compulsory 8 weeks.
Does the employee need to be a Singapore citizen to qualify?
The employee does not need to be a citizen, but the child must be a Singapore citizen for GPML to apply. If the child is not a Singapore citizen, the employer bears the full cost of 16 weeks.
Can an employer dismiss an employee during maternity leave?
No. The Employment Act prohibits dismissal during the maternity leave period without sufficient cause. Retrenchment during the leave period is treated differently and does not trigger GPML repayment.
When must GPML claims be submitted?
Employers must submit GPML claims within 3 months of the employee’s last day of maternity leave. Late claims are not accepted.
Sources
- Ministry of Manpower — Maternity leave (primary source)
- Child Development Co-Savings Act 2001
- Employment Act 2009
This article is general information, not legal advice. Singapore employment laws are subject to change — confirm current requirements with MOM or your legal adviser.