Paternity leave in Singapore gives eligible working fathers 2 weeks of paid leave following the birth of a child, funded by the government through the Child Development Co-savings Act (CDCA). The father must be a Singapore citizen, married to the child’s mother, and have at least 3 months of continuous service with the employer.

This guide covers Singapore’s paternity leave: the 2-week entitlement, eligibility rules, how the government reimbursement works, the application process, and employer obligations.

Key takeaways

  • Eligible fathers receive 2 weeks (14 days) of paid paternity leave under the Child Development Co-savings Act.
  • The government reimburses the employer for the 2 weeks at the employee’s drawn salary, capped at the prevailing CPF contribution ceiling.
  • The father must be married to the mother, a Singapore citizen or permanent resident, and the child must be a Singapore citizen.
  • The leave must be taken within 16 weeks from the child’s date of birth.
  • Employers must grant the leave and cannot refuse or substitute the entitlement.

The 2-week paternity leave entitlement

The CDCA provides that eligible fathers are entitled to 2 weeks of paid paternity leave. The leave is fully funded by the government — the employer pays the employee’s salary during the leave and then claims reimbursement from the Ministry of Social and Family Development (MSF).

Detail Value
Duration 2 weeks (14 calendar days)
Pay during leave Full salary, capped at CPF contribution ceiling
Funded by Government (MSF reimbursement)
When taken Within 16 weeks from child’s date of birth
Can be split Must be taken in one continuous block (no split)
Advance notice At least 1 week before the first day of leave

The 14 calendar days run consecutively, including weekends and public holidays. The father must take the leave in one block — unlike some other leave types, paternity leave in Singapore cannot be split into separate periods.

Eligibility criteria

To qualify for the 2-week paternity leave, the father must meet all of the following conditions:

  1. Singapore citizen or permanent resident — the father must hold Singapore citizenship or permanent residency status.
  2. Married to the child’s mother — the leave applies only to legally married fathers. Unmarried fathers, including those in de facto relationships, are not eligible.
  3. Child is a Singapore citizen — the child must hold Singapore citizenship at the time the leave is taken.
  4. At least 3 months of continuous service — the father must have completed at least 3 months of continuous employment with the employer.
  5. Application within the window — the leave must be taken within 16 weeks from the child’s date of birth.

The 3-month service requirement applies from the date of the child’s birth, not from the date of the leave application. Fathers who change jobs close to the birth date may find they do not meet the threshold with their new employer.

Government reimbursement

The government reimburses the employer for the cost of the 2-week paternity leave. The reimbursement is calculated based on the employee’s actual drawn salary, subject to the CPF Ordinary Wage ceiling.

The reimbursement process:

  1. Employer pays the salary during the 14-day leave period.
  2. Employer submits a claim through the MSF portal within the prescribed deadline.
  3. MSF processes the reimbursement — typically within 4–6 weeks of submission.
  4. Reimbursement is deposited into the employer’s designated bank account.

If the employee’s salary exceeds the CPF Ordinary Wage ceiling, the employer bears the excess amount. In practice, this means the reimbursement covers most or all of the salary cost for employees within the CPF ceiling.

Employers who do not submit claims within the deadline forfeit the reimbursement. The deadline is typically 3 months from the last day of the employee’s paternity leave.

How to apply for paternity leave

The employee applies to the employer, who then processes the claim through the government portal. The steps are:

  1. Employee notifies the employer — provide the expected date of birth or actual date of birth.
  2. Employer confirms eligibility — verify the father’s citizenship status, marriage, and service duration.
  3. Employee submits supporting documents — marriage certificate, child’s birth certificate, or proof of delivery.
  4. Employer grants the leave — record the leave in the payroll system.
  5. Employer submits the MSF claim — file the reimbursement claim within the deadline.

The employee does not submit the claim directly — the employer handles the reimbursement process.

Employer obligations

Employers have five core obligations:

  1. Grant paternity leave when the employee meets the eligibility criteria. The employer cannot refuse the leave based on business needs.
  2. Pay the employee’s salary during the 14-day leave period, then claim reimbursement from MSF.
  3. Do not substitute the leave — the employer cannot offer cash in lieu of leave or require the employee to work during the leave period.
  4. Maintain employment continuity — the employee’s position, benefits, and seniority are protected during the leave.
  5. Submit the reimbursement claim within the deadline set by MSF.

The employer also cannot terminate the employee or alter the terms of employment during or immediately after the paternity leave period. Doing so creates a presumption of retaliatory dismissal under the Employment Act.

Worked example

Wei Liang is a Singapore citizen employed at a technology company. His wife delivers their second child on 15 March 2026. Wei Liang applies for paternity leave starting 15 March and ending 28 March — 14 consecutive calendar days.

  • He is married to the child’s mother and the child is a Singapore citizen.
  • He has 2 years of continuous service, exceeding the 3-month minimum.
  • His employer pays his salary for the 14 days and submits a reimbursement claim to MSF.
  • Wei Liang returns to work on 29 March with his position and benefits unchanged.

Common pitfalls

1. Missing the 16-week window

The leave must be taken within 16 weeks from the child’s date of birth. Fathers who delay may lose the entitlement. Apply as soon as the birth date is confirmed.

2. Assuming de facto partners qualify

The CDCA requires legal marriage. Unmarried fathers, regardless of how long they have lived with the child’s mother, are not eligible for paternity leave. They may be eligible for shared parental leave if they meet the criteria.

3. Not submitting the reimbursement claim on time

The MSF claim deadline is strict. Employers who miss it forfeit the reimbursement and absorb the salary cost themselves.

4. Splitting the leave

Unlike some leave types, paternity leave in Singapore must be taken in one continuous block. The employee cannot take one week now and one week later.

Frequently asked questions

How many days of paternity leave in Singapore?

Eligible fathers receive 14 calendar days (2 weeks) of paid paternity leave, funded by the government.

Is paternity leave paid in Singapore?

Yes. The government reimburses the employer for the employee’s full salary during the 14-day leave period, subject to the CPF Ordinary Wage ceiling.

Can unmarried fathers take paternity leave?

No. The CDCA requires the father to be legally married to the child’s mother. Unmarried fathers do not qualify for paternity leave, regardless of their relationship status.

Can the employer refuse paternity leave?

No. If the employee meets the eligibility criteria, the employer must grant the leave. Refusal is a breach of the CDCA and may result in penalties.

What if the child is not a Singapore citizen?

Paternity leave under the CDCA applies only when the child is a Singapore citizen. If the child is not a citizen, the father may still be entitled to company-provided paternity leave under the employment contract.

For more context, see our guide to maternity leave in Singapore and types of leave.

You can take advantage of the free 14 days trial and explore Leave Balance.

Tracking paternity leave entitlements, government reimbursement claims, and eligibility across a multi-national workforce is exactly what a leave management system is built for.

Sources

Last updated: 26 July 2026. This article is general information, not legal advice. Confirm current entitlements with MSF or the Employment Act provisions applicable to your employees.