Singapore’s parental leave system is built around government-funded benefits: 6 days of paid childcare leave per year, extended childcare leave for older children, and 2 weeks of paid paternity leave. The government reimburses employers for the paid days, so the financial burden sits with the state, not the company — but the administrative obligation sits with you.
This guide covers Singaporean parental leave in 2026: childcare leave, extended childcare leave, government-paid paternity leave, maternity leave, and employer obligations under the Employment Act.
Key takeaways
- Eligible employees receive 6 days of paid childcare leave per year for children under 7 years old, funded by the government (first 4 days) and employer (last 2 days).
- Extended childcare leave of 2 days per year is available for children aged 7–12, fully government-funded.
- Paternity leave is 2 weeks (14 days) for children born from 1 January 2025, fully government-funded.
- Maternity leave is 16 weeks for the first two children and 12 weeks for the third onwards, fully government-funded.
- Employers must apply to the Ministry of Manpower (MOM) for reimbursement of government-paid leave days.
Childcare leave
Under the Employment Act, every employee in Singapore is entitled to paid childcare leave — provided the child is a Singapore citizen under 7 years old.
| Detail | 2026 |
|---|---|
| Duration | 6 days per year |
| Child age | Under 7 years old |
| Child citizenship | Singapore citizen |
| Pay | Full salary (capped at $2,500/month for government reimbursement) |
| Government-funded | First 4 days per year |
| Employer-funded | Last 2 days per year |
| Unused days | Can be carried forward, up to a maximum of 6 days |
The first 4 days are reimbursed by the government, while the employer bears the cost of the last 2 days. The annual cap of 6 days resets each calendar year, not from the date of employment.
Example: An employee earning $6,000/month takes 6 days of childcare leave. The government reimburses the employer for 4 days (capped at $2,500/month ÷ 26 working days × 4 days ≈ $385). The employer pays the remaining 2 days at the employee’s full salary.
Extended childcare leave
For children aged 7 to 12, employees are entitled to 2 days of extended childcare leave per year. This is separate from the 6-day childcare leave entitlement.
| Detail | 2026 |
|---|---|
| Duration | 2 days per year |
| Child age | 7 to 12 years old |
| Child citizenship | Singapore citizen |
| Pay | Full salary (capped at $2,500/month for reimbursement) |
| Government-funded | Fully funded (all 2 days) |
| Unused days | Cannot be carried forward |
Extended childcare leave is entirely government-funded. It does not carry over to the next year if unused.
Government-paid paternity leave
From 1 January 2025, Singapore provides 2 weeks of paid paternity leave for eligible fathers. This was extended from the previous 2-day entitlement under the Child Development Co-Savings (Amendment) Act 2024.
| Detail | 2026 |
|---|---|
| Duration | 2 weeks (14 days) |
| Eligibility | Employed father, child is Singapore citizen, married to child’s mother |
| Pay | Full salary (capped at $2,500/month for reimbursement) |
| Government-funded | Fully funded |
| Within | 12 months of child’s birth |
The father must take the paternity leave within 12 months of the child’s birth. The leave is non-transferable — if the father does not use it, the entitlement is lost.
Government-paid maternity leave
Singapore provides 16 weeks of paid maternity leave for the first two children and 12 weeks for the third and subsequent children.
| Detail | 2026 |
|---|---|
| Duration (1st and 2nd child) | 16 weeks |
| Duration (3rd child onwards) | 12 weeks |
| Eligibility | Employed mother, child is Singapore citizen, has served employer for 90+ days |
| Pay | Full salary (capped at $10,000/month for reimbursement) |
| Government-funded | Fully funded (8 weeks government, 8 weeks employer for first 2; 12 weeks fully government for 3rd+) |
| Within | 12 months of child’s birth |
For the first two children, the first 8 weeks are fully government-funded. The remaining 8 weeks are paid by the employer but reimbursed by the government. For the third child onwards, all 12 weeks are fully government-funded.
Adoption leave
Adoptive parents can also claim leave:
- 12 weeks of paid adoption leave for the adoptive mother (if the child is under 12 months old and a Singapore citizen).
- 2 weeks of paid paternity leave for the adoptive father.
Adoption leave follows the same reimbursement structure as maternity leave.
Employer obligations
Singaporean employers have specific obligations under the Employment Act and MOM guidelines:
- Grant leave. Employers must provide childcare leave, extended childcare leave, paternity leave, and maternity leave to eligible employees. Refusal is a breach of the Employment Act.
- Pay during leave. Employers must pay full salary during government-paid leave days, then apply for reimbursement from MOM.
- Apply for reimbursement. Employers must submit reimbursement claims to MOM within 3 months of the leave being taken. Failure to apply forfeits the reimbursement.
- No adverse treatment. Employers cannot terminate, penalise, or disadvantage an employee for taking or requesting parental leave.
- Maintain records. Employers must maintain leave records for all employees, including dates of leave taken, and make them available for MOM inspection.
Common employer pitfalls
1. Not applying for MOM reimbursement
The government only reimburses if the employer applies within 3 months. Many employers miss this window, particularly for childcare leave taken in small blocks throughout the year.
2. Confusing childcare leave with annual leave
Childcare leave is a separate entitlement. Employers cannot require employees to use annual leave instead.
3. Not tracking the 7-year and 12-year age thresholds
Childcare leave eligibility ends when the child turns 7 (at which point extended childcare leave kicks in). Extended childcare leave ends at 12. Missing these transitions means granting leave the employee is not entitled to, or denying leave they are.
4. Requiring proof for every day of childcare leave
Employers can require a medical certificate for childcare leave taken on its own (not adjacent to a public holiday or rest day), but blanket requirements for every day are excessive.
Putting it into practice
Five steps keep Singaporean parental leave compliant:
- Register each employee’s childcare leave eligibility based on their children’s ages and citizenship status.
- Track the 6-day childcare leave and 2-day extended childcare leave separately — they have different age thresholds and carry-forward rules.
- Process paternity and maternity leave as government-paid, ensuring MOM reimbursement claims are filed within 3 months.
- Maintain a leave record system that flags approaching age thresholds (7 and 12) for each employee’s children.
- Document any additional company-provided leave beyond the statutory minimum in the employment contract.
Leave Balance tracks childcare leave, extended childcare leave, paternity leave, and maternity leave — with automatic age-based eligibility checks and MOM reimbursement reminders. Built for Singaporean employment law, designed for teams that want to stay compliant without the spreadsheet chaos.
Sources
- Ministry of Manpower — Childcare Leave (primary source)
- Employment Act 2009
- Child Development Co-Savings Act
Last updated: 26 July 2026. This article is general guidance, not legal advice. Leave entitlements and reimbursement caps change annually — confirm current figures with MOM.