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  • 1. Why does the enhanced Adoption Leave for Mothers only start on 1 July 2017?

    The enhancement to Adoption Leave for Mothers required changes to legislation, as well as significant system enhancements to ensure all the claims would be reimbursed accurately. These had required time. Employers would also have needed time to make adjustments to their infrastructure and HR processes. We announced the enhancement earlier to give employers time to adjust.

  • 2. When can I start taking Adoption Leave?

    Working adoptive mothers have to first reach a mutual agreement with their employers on the start and end date of their adoption leave. They can officially begin to consume their leave from any date between (i) the 'formal intent to adopt', and (ii) the date the adoption order is granted (both dates inclusive). The 'formal intent to adopt' is defined based on the following:

    1) For a Singapore Citizen child: The submission of the application to the Court to start the legal adoption process;

    OR

    2) For a child who is not a Singapore Citizen: The issuance of a document stating that the application for the Dependant's Pass for the adopted child has been approved by the Ministry of Social and Family Development, or the Dependant's Pass itself.
    Your eligibility for Government-paid Adoption Leave will be subject to the passing of the Adoption Order within 1 year from the formal intent to adopt, and the child obtaining Singapore Citizenship within 6 months after the Adoption Order is granted.

  • 3. As a self-employed woman, am I entitled to adoption leave?

    Yes, you are eligible for adoption leave if you meet all the eligibility criteria. To submit a claim for Government reimbursement for any income lost by reason of cessation of active engagement in your business, trade or profession, you can go to the website www.profamilyleave.gov.sg to download the claim form, and send the completed original form by post to: GPAL Scheme, Agency Projects Department, Central Provident Fund Board, 79 Robinson Road, CPF Building, Singapore 068897.

  • 1. If the contractual probation period is longer than the 3 months minimum qualifying period, will the employee enjoy maternity protection? Why?

    Yes. The maternity protection will apply to the employee as long as she has served her employer for at least 3 continuous months. The probationary status will not affect employee's right to maternity protection.

    The 3 months' qualifying period is generally considered a reasonable period of time for an employer to assess a female employee's suitability for employment

  • 2. Do I need to inform my employer in advance before I go on maternity leave?

    It is good practice for a responsible employee to inform her employer of her pregnancy and of her intention to go on maternity leave well in advance, so that the employer can make the necessary work arrangements

  • 3. How can pregnant employees be eligible for enhanced maternity protection?

    To be eligible for enhanced maternity protection, the employee must have served her employer for a continuous duration of at least 3 months. She would also have to obtain a doctor’s certification on her pregnancy before any notice of dismissal is given.

  • 1. How can I take paid child care leave and/or unpaid infant care leave? Do I have to produce a child medical certificate?

    No, a medical certificate is not required. You have the flexibility to take paid child care leave and/or unpaid infant care leave to spend time with your child as long as you meet the respective qualifying criteria. For example, you may use it to accompany your child on his/her first day of school, or to care for your child personally when his/her usual child care arrangement is not available.

  • 2. How do I apply for paid child care leave and/or unpaid infant care leave?

    You will first need to declare your eligibility to your employer. You can apply for child care leave and/or unpaid infant care leave through your employer thereafter, in accordance with your company's usual leave-taking procedures. Please visit www.profamilyleave.gov.sg for more details on the application process.

  • 3. Is the extended child care leave based on the calendar or anniversary year?

    It can be for any 12-month period, as agreed between the employer and the employee. Where there is no explicit agreement, the leave year will be taken to be the calendar year by default.

  • 4. Why is child care leave capped at a maximum of 6 days per year if I have both a child under 7 years and a child aged 7–12 years?

    With the extended child care leave scheme, working parents can take 2 days of child care leave per year if they have Singapore Citizen children aged 7–12 years (inclusive), where previously, working parents were only eligible for child care leave if they had children aged below 7 years.

    The enhanced leave measures have to balance between supporting the needs of parents in managing their work and family commitments as well as employers' concerns about business impact. In view of this, the Government has decided that child care leave should be capped at a maximum of 6 days per year for each parent.

  • 5. Am I eligible for the extended child care benefits if I have an adopted child/ step child?

    Yes, the extended child care leave benefits cover both adopted children as well as step-children, as long as the child is a Singapore Citizen and the adoptive/ step parents were lawfully married at the time of adoption. The parent must also have served the employer for at least 3 months or if self-employed, have been engaged in his/her business, trade or profession for at least 3 months.

  • 6. Am I eligible for the extended child care leave if I am a non-citizen with a Singapore Citizen child aged 7 - 12 years?

    Yes, if you meet the eligibility criteria for extended child care leave. Eligibility for child care leave is based on the child's Singapore citizenship status, not the parent's.

    For more answers to frequently asked questions by employers or about specific employment arrangements, please refer to the MOM website.

  • 7. How do employers apply for Government reimbursement for child care leave?

    Employers have to ensure that their employees qualify for the child care leave before granting them the leave. Employers may visit www.profamilyleave.gov.sg for details on the claim procedures.

For more answers to frequently asked questions by employers or about specific employment arrangements, please refer to the MOM website

  • 1. Can I claim GPMB and enjoy maternity leave at the same time?

    No. An employee who qualifies for maternity leave under her latest employment will not be able to claim GPMB.

    However, working mothers who have received some maternity leave but whose contracts expire after delivery may also qualify for GPMB. The total maternity benefits (maternity leave and GPMB) is up to a total of 8 weeks (for the 1st and 2nd confinements) or 16 weeks (for 3rd and each subsequent confinement). For information on submission of claim and other queries, please send them to contactus@profamilyleave.gov.sg or contact 1800-253-4757.

  • 2. How do I apply for the Government-Paid Maternity Benefit? What documents will I need to prove the number of days I worked?

    Government-Paid Maternity Benefit applies to a child born on or after 1 January 2013. If you are eligible, you can apply for Government-Paid Maternity Benefit anytime within 15 months from the birth of your child.

    Applications for Government-Paid Maternity Benefit can be made online through the Central Provident Fund Board (CPFB) website. More information is available at the Profamily Leave website (www.profamilyleave.gov.sg).

    For assistance on Government-Paid Maternity Benefit claims you can contact the Government-Paid Leave Schemes administrator at 1800-253-4757.

  • 3. How is the amount of Government-Paid Maternity Benefit (GPMB) determined?

    The GPMB is equivalent to the Government-paid portion of maternity leave (i.e. 8 weeks for 1st and 2nd confinements; 16 weeks for 3rd and each subsequent confinement). The amount of GPMB is calculated based on the total income earned in the 12 months before childbirth, divided over 365 days to obtain a daily GPMB rate. Net trade income from self-employment can also be included in the computation of total income that attracts GPMB payment.

    For example, if a mother works for 4 months at a rate of $5,000 per month (including employer CPF contributions) in the 12 months (or 365 days) preceding delivery, and gives birth to her first child (i.e. 8 weeks or 56 days), her GPMB will be:
    (4 months*$5,000)/365 days * 56 days = $3,068.49

  • 4. What can be included as income for Government-Paid Maternity Benefit (GPMB) computations?

    For employees, your gross rate of pay and employer CPF contributions from employment in Singapore, over the 12 months preceding the birth of your child can be included for Government-Paid Maternity Benefit computations. It includes commission-based income but excludes bonuses. For local employees earning above $50 a month, there should be a corresponding CPF contribution for the income earned.

    For self-employed, your net trade income, over the 12 months preceding the birth of your child, can be used for Government-Paid Maternity Benefit computations.

    Both trade income and income from employment can be combined for GPMB computations.

  • 5. How are the 90 days of service in the 12 months before delivery calculated?

    If you are under a term contract, the tenure of the contract (inclusive of the start date, end date, weekends and public holiday) would be used to compute the period of service. Employment duration under different terms can be amalgamated.

    If you are a daily rated employee, the duration employed would be computed based on the actual number of days worked.

    For all employees, should you work for multiple employers over the same period, the 'overlapping' period would only be counted 'once' (using both salaries) in computing the length of service. Both salaries will be used in the computation to reflect the total income earned in the 12 months period.

  • 6. Why do I only get 8 weeks' worth of GPMB for my first 2 confinements, and 16 weeks for subsequent confinements?

    The Government-Paid Maternity Benefit is based on the Government-paid portion of maternity leave, i.e. 8 weeks for the 1st 2 confinements, and 16 weeks for the 3rd and subsequent confinements.

  • 1. How do I apply for Paternity Leave?

    You will need to first declare your eligibility to your employer. You can apply for paternity leave from your employer thereafter, according to your company's usual leave-taking procedures. You are advised to give advance notice to your employer before taking paternity leave. This will help your employer to better plan and manage business operations. Please visit www.profamilyleave.gov.sg for more details on the application process.

  • 2. What is the duration within which I have to use my paternity leave? Must I take it immediately when my child is born?

    Paternity leave is to be taken within 16 weeks after the birth of a Singapore Citizen child. Paternity leave can be taken flexibly within 12 months after the birth of the child, if there is mutual agreement between the employer and employee

  • 3. Can I take paternity leave flexibly in separate days, rather than as a continuous block of 2 weeks?

    Paternity leave can be taken flexibly within 12 months after your child is born, subject to mutual agreement between you and your employer.

    If you and your employer cannot agree on the leave arrangement, the default is to consume paternity leave in a continuous block of 2 weeks, within 16 weeks after your child is born.

  • 4. Are adoptive fathers eligible for Paternity Leave?

    Adoptive fathers are eligible for Government-paid paternity leave if they meet the following eligibility criteria:

    1. The adopted child is below 12 months of age;
    2. The adopted child is a Singapore Citizen, or in cases where the adopted child is not a Singapore Citizen, at least one of the adoptive parents must be a Singapore Citizen;
    3. The adoptive father must have served his employer – or, if self-employed, have been engaged in a particular business, trade or profession – for a continuous period of at least 3 months preceding the point of ‘formal intent to adopt’*;
    4. The Adoption Order is granted within 1 year from the point of ‘formal intent to adopt’, and the adopted child obtains Singapore Citizenship within 6 months after the Adoption Order is passed; AND
    5. The father is an applicant to the adoption.

    If the point of 'formal intent to adopt' is before 1 January 2017, adoptive fathers are eligible if they are lawfully married at the point of the 'formal intent to adopt'.

    *'Formal intent to adopt’ refers to the point of filing of the adoption petition to the Family Court for adoption (Singapore Citizen child); or the point of issuance of a document stating that the application for the Dependant’s Pass for the adopted child has been approved (non-Singapore Citizen child).

  • 5. I am a PR / foreigner working in Singapore. Am I eligible for paternity leave?

    You will be eligible for paternity leave if your child is a Singapore Citizen and you meet the other eligibility criteria.

  • 6. As an employer, how do I claim for reimbursement of paternity leave?

    Currently, employers can claim for reimbursement for paternity leave from the Central Provident Fund Board (CPFB).

    Please refer to the following website for details on the claim procedures: www.profamilyleave.gov.sg

  • 7. Am I eligible for paternity leave if I am still on probation at work?

    You will still be eligible for paternity leave, as long as you have worked for a continuous period of at least 3 months preceding the birth of your child.

  • 1. Why does the enhanced Shared Parental Leave of 4 weeks only start on 1 July 2017?

    The enhancement to Shared Parental Leave required changes to legislation, as well as significant system enhancements to ensure all the claims would be reimbursed accurately. These had required time. Employers would also have needed time to make adjustments to their infrastructure and HR processes. We announced the enhancement earlier to give employers time to adjust.

  • 2. I wish to apply for Shared Parental Leave. How do I go about it?

    You and your spouse will first have to discuss the arrangement with your respective employers. When an agreement has been reached, the mother can log on to the Shared Parental Leave Application System (SPLAS), which is available at the Pro-family Leave website, to indicate her decision to allocate between 1-4 weeks of Shared Parental Leave to the father. You and your spouse will need to print out the confirmation letter from the website and submit it to both your employers to confirm the allocation of the Shared Parental Leave. Employers will refer to this recorded allocated leave when considering Maternity/Adoption Leave (whichever is applicable) and Shared Parental Leave applications by the female employee and her spouse respectively.

    Parents should carefully consider their allocation before making an election, as the election can only be cancelled in certain circumstances. While we are mindful of parents' need for flexibility, any changes in Shared Parental Leave allocation would require significant adjustment and administration on the parts of both employers involved as well as the Government. Please email contactus@profamilyleave.gov.sg if you wish to cancel your election.

  • 3. What is the duration within which I have to use my Shared Parental Leave? Must I take it immediately when my child is born?

    Shared Parental Leave is to be taken within 12 months from the child's birth (inclusive of date of birth). You can choose to start from the day your child is born or, any time before your child turns 12 months old.

  • 4. Will the father be paid at his salary or the mother's salary when he takes Shared Parental Leave?

    The father will be paid at his salary.

  • 5. My spouse and I work different numbers of days per week. How is 1 week of Shared Parental Leave defined?

    The leave allocation of ’1 week’ is defined in terms of the work week of the relevant parent employee.

    For example, let's consider how a mother who has a 5-day work week, will share a week of Government-Paid Maternity Leave with her husband who has a 6-day work week

    Work Week Mum with a 5-day work week Dad with a 6-day work week
    Duration of leave after sharing 1 week of Maternity Leave 16 weeks – 1 week = 15 weeks of Maternity Leave based on a 5 day work week + 1 week of Shared Parental Leave based on a 6 day work week

  • 6. Can I take Shared Parental Leave flexibly in separate days, rather than as a continuous block or blocks of weeks?

    Shared Parental Leave is to be taken within 12 months from the birth of the child (inclusive of date of birth). By default, Shared Parental Leave is to be taken in a continuous block or blocks of weeks.If there is mutual agreement between the employer and employee, Shared Parental Leave can be taken flexibly (i.e. on a per-day basis).

  • 7. Can the mother and father take maternity leave and shared parental leave respectively at the same time?

    Yes, both parents can take maternity leave and shared parental leave at the same time.

  • 8. I have just started work with a new employer. Can I apply for shared parental leave?

    Yes, a father can apply for shared parental leave as long as the mother is eligible for Government-paid maternity leave. There is no minimum employment duration for the father to qualify for shared parental leave, as long as the mother meets the minimum employment duration and other eligibility criteria for Government-paid maternity leave, and the father has not been allocated shared parental leave under his previous employer for the same child.

  • 9. Can I share a few days rather than 1-4 full weeks of leave with my spouse?

    No, Shared Parental Leave is allocated in blocks of full weeks. Your wife can choose to allocate 1-4 weeks (in full weeks) of her Government-Paid Maternity Leave or Adoption Leave to you as Shared Parental Leave, or none at all.

    Once allocated, Shared Parental Leave is to be taken in a continuous block or blocks of weeks by default. However, as long as there is mutual agreement with your employer, you may also take the leave flexibly (i.e. a few days at a time). Please note that any part of allocated shared parental leave not taken within 12 months from the birth of the child (inclusive of date of birth) will be forfeited.

  • 10. Why are employees not allowed to change their allocation once it is registered in the system?

    Couples have the flexibility to declare the allocation of Shared Parental Leave to the father any time before the child turns 12 months old. This should be sufficient to enable a couple to discuss and decide on an arrangement that best suits their needs. Couples should also consult their respective employers before deciding on their allocation. If fathers are unsure whether they can commit to taking the leave, they can wait until they have more certainty before making the declaration, within 12 months from the birth of the child (inclusive of date of birth). A Shared Parental Leave election can only be cancelled in certain circumstances. Please email contactus@profamilyleave.gov.sg if you wish to do so.

    This approach balances parents' needs for flexibility with employers' concerns on the impact on business operations and productivity, particularly given the implementation complexities of the Shared Parental Leave, a complex leave scheme that involves 4 parties – the father, mother, and their respective employers.

    [Note: The amount of Shared Parental Leave that can be elected to the father will depend on the remaining Maternity Leave/ Adoption Leave (whichever is applicable) that the mother has. For example, if the mother had used 14 weeks of her Maternity Leave, she can only share up to 2 weeks with her spouse as Shared Parental Leave.]

  • 11. I have made a declaration to share my Maternity Leave with my husband. However, he has resigned/was retrenched/terminated and is unable to take the Shared Parental Leave. Can I cancel the declaration?

    In circumstances where the father's employment is terminated, any whole weeks of Shared Parental Leave that was not consumed will be returned to the mother. Please send the following documents to contactus@profamilyleave.gov.sg

    1. Letter of resignation/retrenchment/termination
    2. Email/letter from your employer to show the remaining amount of Shared Parental Leave that has not been utilised

  • 12. How does an employer check if his employee's wife has agreed to share a portion of her Maternity Leave with him?

    If an eligible employee is planning to take Shared Parental Leave, his spouse will need to indicate the decision in the Shared Parental Leave Allocation System available on the Profamily Leave website (www.profamilyleave.gov.sg) and obtain a printout from the system on the decision. A copy of this letter should be handed his employer, to show his employer that his wife had made an election to allocate up to 4 weeks of leave to him.He will have to apply for leave according to his company's usual leave-taking procedures. Employers may visit www.profamilyleave.gov.sg for details.

  • 13. As an employer, how do I claim for reimbursement of shared parental leave?

    Employers can claim for reimbursement from CPFB. Please refer to the following website for details on the claim procedures: www.profamilyleave.gov.sg.

For more answers to frequently asked questions by employers or about specific employment arrangements, please refer to the MOM website.

  • 1. Are employers required to offer FWAs to all employees?

    The FWA(s) should be made available to all employees. If this is not possible (e.g. due to the nature of the job/ industry), employers should explain the reasons clearly to employees and where possible, discuss suitable alternatives (e.g. ad-hoc arrangements).

    Employers are also encouraged to offer a range of FWAs to better meet the different work-life needs of their employees.

  • 2. How should supervisors evaluate employees’ request for FWAs?

    Supervisors are expected to assess each FWA request objectively and fairly. Supervisors should take into account factors such as:

    - The needs of the job and suitability of the employee
    - The performance expectations and assessment (e.g. work deliverables and targets, and how the employee’s work performance would be assessed for the duration of the FWA)
    - The impact on the employee’s working conditions, including compensation, benefits and safety, if applicable.

     More information on evaluating FWA requests can be found in the Tripartite Advisory on Flexible Work Arrangements.

  • 3. What is considered a preterm birth, and what are the covered congenital conditions?

    Preterm. A preterm birth is defined as one that occurs before 37 weeks of pregnancy, in line with the World Health Organisation’s definition.1

    Congenital Conditions. ‘Birth defects/ congenital anomalies/ congenital disorders/ congenital malformations’ are defined as structural or functional anomalies that occur during intrauterine life and can be identified prenatally, at birth, or sometimes may be detected later in infancy, in line with the World Health Organisation’s definition.2

    Some examples include inborn errors of metabolism, congenital malformations of the nervous system (e.g. anencephaly), congenital malformations of eye or ear (E.g. congenital cataract), congenital malformations of the circulatory system (e.g. atrial septal defect), congenital malformations of the respiratory system (e.g. choanal atresia, bilateral), cleft lip and palate, congenital malformations of the digestive system (e.g. anorectal atresia/stenosis/fistula), congenital malformations of genital organs (e.g. hypospadias), congenital malformations of the urinary system (e.g. obstructive urinary defects), congenital malformations and deformations of musculoskeletal system (e.g. polydactyl) and chromosomal abnormalities (e.g. Down Syndrome).

    1 Source: World Health Organisation (www.who.int/mediacentre/factsheets/fs363/en/)

    2 Source: World Health Organisation (www.who.int/mediacentre/factsheets/fs370/en/)

  • 4. I have some feedback on an organisation which has adopted the Tripartite Standards. Who can I contact?

    Please submit your feedback in writing to ts@tafep.sg.

    In the event TAFEP receives substantiated feedback related to a Tripartite Standard, TAFEP may contact the organisation to clarify that it meets the specifications of the Tripartite Standard.

  • 1. Who should I go to if I need more information or help in introducing work-life strategies at my workplace?

    If you are an employer who needs more information or assistance in introducing work-life strategies at your workplace, you can visit the Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) website at www.tafep.sg.

  • 2. What are the types of flexible work arrangements recognised under the Work-Life Grant?

    FWAs refer to work arrangements where employers and employees agree to a variation from the usual work arrangement. For example, flexibility can be applied to:

    • Work timing/ duration: This includes staggered working hours and compressed work week.
    • Work location: This includes telecommuting.
    • Work scope: This refers to varying duties or workload. An example is part-time work.

Last Updated : 23 Nov 2017