SINGAPORE – Eligible working parents in Singapore will be able to tap 10 weeks of shared parental leave, on top of existing maternity and paternity entitlements, for Singaporean children born on or after April 1, the measure announced by the Ministry of Social and Family Development (MSF) on March 26. Combined with government‑paid maternity and paternity leave, parents can receive up to 30 weeks of government‑paid parental leave in a child’s first year, according to the ministry.
The increase is part of a phased rollout of shared parental leave. It was unveiled at the 2024 National Day Rally and represents an expansion from the six weeks available when the scheme began in 2025.
How the 10-week shared leave will work
The enhanced shared leave sits alongside Singapore’s existing suite of family‑friendly policies, including 16 weeks of Government‑Paid Maternity Leave and four weeks of Government‑Paid Paternity Leave, which are provided for under the Child Development Co‑Savings Act and related regulations. Together, they form a core plank of the Government’s “Made for Families” agenda to support caregiving in a city‑state where land and human capital are tightly managed resources.[Strategy C]
- Eligibility: Applies to working parents with Singaporean children born on or after April 1, subject to existing criteria such as minimum employment periods and coverage under the Government‑Paid Leave schemes.
- Quantum: 10 weeks of shared government‑paid leave on top of current maternity and paternity entitlements.
- Total cover: Up to 30 weeks of government‑paid parental leave in the first year when combined with maternity and paternity schemes.
- Allocation: By default, the 10 weeks of shared paid leave will be automatically and equally distributed between both parents, with room for mutual adjustment based on caregiving roles and income considerations.
- Usage window: Must be taken within 12 months of the child’s birth, and only after parents have fully used their government‑paid maternity or paternity leave, ensuring that the shared scheme functions as an additional layer rather than a substitute.
- If no agreement: Where parents cannot agree on a split, they may take the shared parental leave as a continuous block within the first 26 weeks of the child’s birth, after providing a minimum notice of four weeks to their employers.
“Parents may mutually agree to adjust the allocation based on their caregiving needs. They should inform their employers early to facilitate planning and work arrangements,” added the ministry, noting that employers can claim reimbursement for the government‑paid component through the central leave portal.
Timeline and scope
The move is the latest in a series of incremental enhancements to Singapore’s parental leave architecture, which policymakers have framed as crucial to supporting families while maintaining labour market competitiveness.
- 2024: The initiative was unveiled at the National Day Rally as part of a broader package to strengthen support for young families.
- 2025: Shared parental leave started at six weeks, on top of maternity and paternity leave, signalling a shift from leave being primarily mother‑centric to more explicitly encouraging fathers’ involvement.
- March 26: MSF announced the increase to 10 weeks following earlier parliamentary debates on amendments to the Child Development Co‑Savings Act.
- Effective births: Children born on or after April 1 will qualify under the new parameters, aligning leave entitlements with the baby’s birth date rather than application date.
The enhancement also brings Singapore closer to parental leave norms in other advanced economies, even as the Government continues to emphasise shared caregiving responsibilities as part of its long‑term response to low fertility and workforce ageing.[Strategy D]
What MSF told parents and employers
The ministry said the shared parental leave must be consumed within a year of birth, after government‑paid maternity or paternity leave has been fully used. If parents cannot reach agreement on how to split the shared weeks, MSF said they may take the leave in one continuous block within the first 26 weeks, with at least four weeks’ notice to employers to allow rosters and workflows to be adjusted.
MSF has encouraged parents to plan early, discuss caregiving arrangements jointly and clarify with their human resources departments how the statutory provisions will interact with any additional employer‑provided benefits. The ministry also reiterated that the costs of the shared leave, up to the prevailing income cap, will be borne by the Government, with employers able to submit claims under the Government‑Paid Leave framework.
Parents can refer to this guide for more information, while employers can visit this link for operational details on claims and compliance.
