In Singapore, eligible working fathers are entitled to two weeks of Government-Paid Paternity Leave (GPPL) under the Child Development Co-Savings Act. This leave allows fathers to support their spouse and bond with their newborn child in the early weeks after birth. The paternity leave is fully government-funded and reimbursed to employers, so there is no direct cost to businesses. The child must be a Singapore citizen for the father to qualify.

Statutory entitlement

2 weeks of Government-Paid Paternity Leave. Paid at the employee's gross rate of pay, capped at S$2,500 per week. Fully government-reimbursed to employers. Must be taken within 16 weeks of the child's birth.

Eligibility

The child must be a Singapore citizen. The father must be legally married to the child's mother (or have acknowledged paternity). The father must have worked for his employer for at least three months before the child's birth. For employed Singapore citizens, paternity leave is a statutory right; for permanent residents, eligibility depends on the child's citizenship status.

Employer obligations

  • Grant 2 weeks of government-paid paternity leave to eligible working fathers.
  • Pay the employee's gross rate of pay during paternity leave.
  • Claim government reimbursement for paternity leave pay through the GPPL scheme.
  • Maintain the employee's position and all employment terms during paternity leave.
  • Not dismiss the employee during paternity leave or during the period when he is eligible for paternity leave.

Employee rights

  • Right to 2 weeks of government-paid paternity leave.
  • Right to be paid at the gross rate of pay during paternity leave (capped at S$2,500 per week).
  • Right to return to the same position after paternity leave.
  • Right to take paternity leave flexibly within the 16-week window after the child's birth.

Common pitfalls

  • Missing the 16-week deadline — paternity leave must be taken within 16 weeks of the child's birth, not the due date. Fathers should plan ahead and notify employers as early as possible.
  • Confusing paternity leave with shared parental leave — paternity leave is a separate 2-week entitlement; shared parental leave allows fathers to take an additional 4 weeks from the mother's entitlement.
  • Assuming permanent residents are automatically eligible — the child must be a Singapore citizen. If the child is not a citizen, the father is not entitled to government-paid paternity leave.

How paternity leave is structured

Eligible fathers receive two weeks of Government-Paid Paternity Leave. The leave must be taken within 16 weeks of the child's birth. Fathers can take the leave flexibly — it does not need to be taken as a single two-week block, but must be completed within the 16-week window.

Government reimbursement

Employers pay the employee during paternity leave and then claim reimbursement from the government through the GPPL scheme. The reimbursement is capped at S$2,500 per week. Employers should submit their reimbursement claims through the Government Paid Parental Leave portal on the MOM website.

Paternity leave vs shared parental leave

Paternity leave is a standalone entitlement of two weeks for eligible fathers. In addition, fathers may be eligible for up to four weeks of Government-Paid Shared Parental Leave, which is transferred from the mother's 16-week Government-Paid Parental Leave entitlement. These are separate entitlements and both can be taken by the father if eligibility criteria are met.

Frequently asked questions

Can paternity leave be taken before the child is born?

No. Government-Paid Paternity Leave can only be taken after the child's birth and must be completed within 16 weeks of the birth.

What if the father is not married to the child's mother?

The father must be legally married to the child's mother or must have acknowledged paternity to qualify for government-paid paternity leave.

Is paternity leave available for adoptive fathers?

Government-Paid Paternity Leave is available for the biological father of a Singapore citizen child. Adoptive fathers should check with MOM for specific provisions under adoption leave schemes.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.