It’s no secret that Singapore’s most valuable (and only) natural resource is under threat. Over the years, our Total Fertility Rate (TFR) has been on a steady decline – dipping to a record low of 1.04 in 2022. Not enough Singaporeans are being born.
To encourage more families to have children, working parents have been given more paid leave entitlements over the years (among other measures to boost our fertility rate).
Paid Leave Entitlements For Working Parents In Singapore
Today, working mothers can enjoy up to 16 weeks of Government-Paid Maternity Leave (GPML).
From 1 Jan 2024, working fathers can take up to 4 weeks of Government-Paid Paternity Leave (GPPL). Employers have to provide 2 weeks of paternity leaves mandatorily, while the additional 2 weeks (which kicks in from 1 Jan 2024) can be provided on a voluntary basis. Working fathers can also enjoy up to 4 weeks of Shared Parental Leave, if the mother of their newborn approves.
After a Singaporean child is born, parents can each take up to 6 days of Government-Paid Childcare Leave (GPCL), each year until her child turns 7.
In addition to Government-Paid Leaves, there’s nothing to stop working parents from using their own annual leave entitlements to take care of their children.
Read Also: 10 Things Employers Need To Know About The Government Paid Childcare Leave (GPCL)
Unpaid Infant Care Leave For Working Parents In Singapore
Beyond the slew paid leaves, parents who have infants under the age of 2 years old must be provided up to 12 days of Unpaid Infant Care Leave (UICL) in Singapore. The eligibility conditions are that:
– Your child is below 2 years of age (includes legally adopted children or step-children)
– Your child is a Singapore citizen
– You have served your employer for a continuous period of at least 3 months
Beyond the condition that employees need to be working for at least 3 months, these leaves should be given to those still on probation. It should also not be pro-rated as it is unlikely that employees will unnecessarily take unpaid leaves. Similarly,
From 1 Jan 2024, the number of Unpaid Infant Care Leaves has been sized up to 12 days (from 6 days previously).
Similar to other types of paid leaves for working parents, it is meant for those with Singapore Citizen children. It is the nationality of the child rather than the parent that matters.
Read Also: Guide To Understanding How Government-Paid Paternity Leave Works in Singapore
Applying To Use Unpaid Infant Care Leaves
According to the Ministry of Manpower (MOM), parents can simply notify their employers that they wish to use their Unpaid Infant Care Leaves. Employers are strongly encouraged to approve such leave applications, especially for caregiving responsibilities that cannot be postponed, like immunisations and medical appointments.
Employees, on their part, are encouraged to take their work schedules into consideration when planning to take their Unpaid Infant Care Leaves.
While Unpaid Infant Care Leaves are not transferrable between spouses, employers may consider providing more unpaid leaves to their employees. There’s no additional cost burden on the employer, and they will be doing their part in supporting the next generation of Singaporeans.
This mutual co-operation from both employers and employees, which should also apply to paid leaves, will smoothen any disruptions to work.
Read Also: Guide To Understanding How Shared Parental Leave Works In Singapore
How Not To Use Unpaid Infant Care Leaves
Unpaid Infant Care Leaves are not transferable, nor can they be carried over to the following year.
In particular, working parents cannot use their unconsumed Unpaid Infant Care Leaves to offset their notice period. According to the Ministry of Social and Family Development (MSF), parents are not eligible for more than 24 days of Unpaid Infant Care Leave in respect of any child.
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