Childcare Leave In Singapore: 11 Things Every Working Parent Should Know

by 4 December 2024Knowledge & Insights

childcare leave singapore

All employers must ensure they comply with regulations regarding childcare leave in Singapore. Their policies must be geared towards maintaining a healthy work-life balance, especially for working parents.

Clear and comprehensive childcare leave policies are crucial for working parents to balance work and home life responsibilities. They must be able to take time off from work to accompany their children in important childhood events and milestones.

Similarly, parents must be informed about such policies. It is their right to make a living that does not clash with their responsibilities at home.

This guide briefly discusses childcare leave and extended childcare leave in Singapore. We’ll also discuss childcare leave entitlements, eligibility, and Government Paid Childcare Leave (GCPL). Read on.

Table of Contents

1. To Whom Does Childcare Leave Apply To In Singapore?

The Child Development Co Savings Act (CDCA) sets out the framework for childcare leave in Singapore. It states that an employee will generally qualify for Government Paid Childcare Leave as long as they satisfy these requirements:

  • Have a child who is under 7 years old; or
  • Their youngest child must be 7 to 12 years old (for extended childcare leave).
  • The child must be a citizen of Singapore.
  • The child’s biological parents are legally married according to Singapore law.
  • (For employees) The working parent must have been employed for at least three consecutive months.
  • (For self employed working parents) They must have been working continuously for three months. They must also have significantly lost income after taking childcare leave.

The Government-Paid Leave Schemes under the Marriage and Parenthood Package (M&P) aim to foster a pro-family environment in Singapore. These leave schemes support parents in having and raising children.

Working parents can take 6 days of Government Paid Childcare Leave annually, as agreed upon with their employer. If there is no such agreement, the annual period will begin from 1 January until 31 December that year.

Childcare leave entitlements in Singapore apply, regardless of how many children the parent has. Similarly, the entitlements will not increase or decrease based on the number of children.

If both working parents are employed in the same company, each can still take six days of childcare leave. Two additional days of extended childcare leave may also apply if they satisfy the eligibility requirements.

 

2. Types Of Childcare Leave In Singapore

Childcare leave in Singapore is mandated by the Ministry of Manpower (MOM) and is categorised into several types, all aimed at supporting working parents. The three primary categories are the following:

  • Paid Childcare Leave: This leave is available to parents of children under seven years old. Eligible working parents are entitled to 6 days of government-paid childcare leave per calendar year.
  • Extended Childcare Leave: This type is for parents of children between 7 and 12 years old. They are provided with 2 days of extended childcare leave per calendar year.
  • Unpaid Infant Care Leave: This category of leave caters specifically to parents of children under 2 years of age. These parents can take up to six days of unpaid annual infant care leave.

Each type of leave serves a specific purpose, enabling parents to effectively juggle their work responsibilities with the crucial role of child development. They have been thoughtfully designed to address the differing needs of parents based on their child’s age.

 

3. Childcare Leave Entitlements Based On The Childcare Development Co-Savings Act

extended childcare leave singapore

In Singapore, the Child Development Co-Savings Act provides specific entitlements for childcare leave to support working parents. Understanding these entitlements can help parents plan and utilise their leave benefits effectively.

Eligible working parents of a Singapore Citizen child aged below seven are entitled to six days of paid childcare leave per year.

This entitlement is part of the broader Marriage And Parenthood Package, which aims to encourage a supportive environment for child development and family bonding.

The six days of childcare leave granted are divided in terms of payment responsibility:

  • The employer pays for the first three days.
  • The government covers the remaining three days under the Government-paid childcare leave (GPCL) schemes, with payment capped at $500 per day, including CPF contributions.

To qualify for this leave, parents must meet the following criteria:

  • For Employees: Must have been employed by the employer for a continuous period of at least three months.
  • For Self-Employed: Must have been engaged in a business, trade, profession, or vocation for at least three continuous months and must have lost income due to taking the leave.

Employers are required to pay their portion directly to the employees and can claim reimbursement from the Government for the government-paid days, subject to certain conditions:

  • Reimbursement for one day of leave if four days were granted by the employer.
  • Two days’ reimbursement for five days of leave granted.
  • Full three days’ reimbursement for the full six days of leave granted.

The reimbursement cap is set at $500 per day, not exceeding $1,500 annually. For example, if the child was born in January 2022, the working parents’ childcare leave will begin that same year. They can use up the rest of their childcare leave credits in 2028.

Unused childcare leave cannot be carried over to the following year. It’s essential for parents to plan their leave within the current calendar year to maximise their entitlement.

 

4. Childcare Leave Entitlements Based On The Employment Act

A non-Singapore citizen is also entitled to childcare leave in Singapore. According to the Employment Act, they can take 2 days of childcare leave until their child turns 7.

Probationary, temporary, contract or part-time employees will also be entitled to childcare leave. However, the number of credits will be based on their working hours.

 

5. Extended Childcare Leave In Singapore

In Singapore, Extended Childcare Leave provides additional support for parents with school-going children.

This initiative is part of the Government’s commitment to foster family-friendly work environments and help parents balance work and family responsibilities effectively.

Extended childcare leave is available to parents whose youngest child is a Singapore Citizen and is between the ages of 7 and 12 years. Eligible working parents can benefit from this provision, which is designed to facilitate active involvement in their children’s early schooling years.

Eligible parents are entitled to two days of extended childcare leave annually. This leave allows parents to attend to the needs of their primary school-aged children, be it attending school events, managing sudden sickness, or simply spending quality time with them.

Government Support

The Government funds these two days of leave, with compensation capped at $500 per day. This includes contributions to the Central Provident Fund (CPF), ensuring that parents do not face a financial burden while taking time off work.

Employers initially pay the salary for these leave days and can later claim reimbursement from the Government. The reimbursement claim is strictly capped at the following:

  • $500 for each day of extended childcare leave taken.
  • A total of $1,000 per calendar year per employee.

For example, if your child was born in January 2022, you can take childcare leave 6 times annually until 2028. The last 2 days of extended childcare leave can be used until 2034 or when the child turns 12.

Conditions For Reimbursement:

  • The employer can claim for days within the same calendar year or, if the leave spans two years, in the year the leave was predominantly taken.
  • Reimbursements may be declined if the employer has already claimed a total of two days of extended childcare leave in a given calendar year for any employee.

Considerations For Multiple Children

Parents with children in both the below-seven and seven-to-twelve age brackets are still limited to a total of six days of government-paid childcare and extended childcare leave combined per year. This ensures that all eligible children receive parental attention without disproportionate leave allocations.

Part-timers can take 2 days of extended childcare leave, depending on their work schedule. For instance, if a self employed parent works 5 hours daily, they will be entitled to 10 hours of extended childcare leave based on the following computation:

2 (extended childcare leave days) x 5 (hours of work daily) = 10 hours

 

6. Can Employees Claim Childcare Leave If They’ve Worked Less Than A Year?

how many days of childcare leave in singapore

New-hire working parents are still entitled to childcare leave, even if they have worked for less than 12 months or have plans on resigning from the company.

However, their entitlements will be prorated based on how many months they’ve been employed.

Here is a quick guide on the number of eligible childcare leave days based on months of employment:

  • 0 to 2 months – Ineligible
  • 3 to 4 months – 2 days
  • 5 to 6 months – 3 days
  • 7 to 8 months – 4 days
  • 9 to 10 months – 5 days
  • 11 to 12 months – 6 days

Working parents/employees who have rendered at least 3 months of work for the same employer, but are planning to resign in the same year, will be entitled to pro-rated childcare leave in Singapore.

Their allowable number of childcare leaves will be based on the months they’ve rendered in the same year of their resignation.

Below is a quick guide for better illustration:

  • 0 to 2 months – 2 days
  • 3 to 4 months – 2 days
  • 5 to 6 months – 3 days
  • 7 to 8 months – 4 days
  • 9 to 10 months – 5 days
  • 11 to 12 months – 6 days

Singapore’s Ministry of Manpower has a childcare leave calculator which you can use to calculate your annual entitlements.

 

7. Unpaid Infant Care Leave In Singapore

Unpaid Infant Care Leave (UICL) is a crucial provision under Singapore’s family support legislation to assist working parents with infants. This leave enables parents to dedicate time to the care and development of their young children without the stress of work commitments.

What Unpaid Infant Care Leave Entails

Unpaid Infant Care Leave is designed for parents of Singapore Citizen children below the age of two. Starting from January 1, 2024, eligible parents are entitled to 12 days of UICL per calendar year or agreed relevant period.

This entitlement supports the nurturing needs of the child during the early and formative months of life.

Key Conditions:

  • UICL is strictly for parents with a child who is a Singapore citizen.
  • The leave is applicable until the child turns two years old.
  • The entitlement of 12 days cannot be transferred to a spouse and must be utilised within the designated period without carryover to the next.

Eligibility Criteria

To qualify for UICL, the following conditions must be met:

  • Employment Duration: The parent must have been employed for at least three continuous months by the current employer.
  • For Adoptive Parents: Eligibility starts only after the Adoption Order is passed, affirming the legal parental status.
  • Exclusions: Natural fathers are not eligible for UICL if there are complexities in marital status at the time of the child’s conception that are not resolved by lawful marriage subsequently.

The UICL allows for 12 days of leave per relevant period, which can be taken anytime within that period as long as the child is below two years old. This leave is designed to be flexible to accommodate the varied needs of infant care, such as:

  • Attending medical appointments,
  • Day-to-day care when childcare arrangements are unavailable,
  • Bonding and early development activities.

Restrictions And Limitations

  • Non-transferability: UICL cannot be shared or transferred between parents.
  • No Accumulation: Unused days of UICL cannot be carried over to the next period.
  • Employment Termination: If employment ends, any unused UICL for that period is forfeited.

Non-applicability for Notice Period: UICL cannot be used to offset the notice period when resigning or being terminated from a job.

 

8. Adoption Leave For Mothers

Adoption Leave in Singapore is designed to support adoptive mothers in the critical initial months of bonding and caring for their newly adopted infants. This provision is part of the broader Marriage And Parenthood Package to facilitate a nurturing environment for young families.

Eligibility For Adoption Leave

Adoptive mothers are entitled to a 12-week paid Adoption Leave if they meet the following criteria:

  • The child being adopted is younger than 12 months at the date of the Formal Intent to Adopt.
  • An application for the adoption of the child has been made in accordance with Singapore’s adoption laws.
  • The adopted child must either be a Singapore Citizen or, if not, a Dependant’s Pass must have been issued by the Ministry of Social and Family Development in respect of the child.

Also, the adoptive mother must have been:

  • Employed for at least three continuous months before the Formal Intent to Adopt date if an employee.
  • Engaged in business, trade, profession, or vocation for a continuous period of at least three months prior to the Formal Intent to Adopt date if self-employed.
  • Either the female employee or her spouse (who is a joint applicant to the adoption) has been a Singapore Citizen since the date on which the dependant’s pass was issued.

Benefits Of Adoption Leave

The 12 weeks of paid leave are structured to provide maximum flexibility and support:

  • The first four weeks are typically employer-paid, while the Government covers the last eight weeks.
  • For the first and second child, the payment is capped at $10,000 every four weeks, including CPF contributions.
  • From the third child onwards, the entire 12 weeks are funded by the Government, with the same cap applied.

This leave must be taken within 12 months from the child’s date of birth and can start anytime between the Formal Intent to Adopt and the date the adoption order is granted. The final segment of the leave, from weeks 9 to 12, can be taken flexibly from your child’s date of birth (inclusive of date of birth).

Process For Applying For Adoption Leave

To apply for Adoption Leave, adoptive mothers should follow these steps:

  • Formal Intent to Adopt: Identify the relevant date, which is either when the Court application was made for a Singapore Citizen child or when the Dependant’s Pass was issued by the Ministry of Social and Family Development for a non-citizen child indicating the application for the Dependant’s Pass has been approved.
  • Documentation: Prepare all necessary documents including the adoption application approval, child’s birth certificate, and Dependant’s Pass if applicable.
  • Notification: Inform your employer of your intention to take Adoption Leave as soon as possible, providing all required documents to facilitate the leave application.
  • Agreement on Leave Dates: Coordinate with your employer to determine the specific start and end dates for your leave, ensuring compliance with the legal timeframe and your personal needs.

Conditions And Recovery Of Leave Payments

Payments for Adoption Leave may be reimbursed under certain conditions:

  • If the adoption is not finalised within 12 months of the Formal Intent to Adopt.
  • If a non-Singapore Citizen child does not obtain Singapore citizenship within six months following the adoption.

 

9. How To Apply For Childcare Leave?

Applying for childcare leave in Singapore is a streamlined process designed to support eligible working parents, foster parents, legal guardians, and self-employed individuals. Here’s a step-by-step guide on how to apply for both Government-Paid Childcare Leave (GPCL) and Extended Childcare Leave (ECL).

Step-By-Step Guide For Employees And Guardians

  1. Check Eligibility and Entitlements: Ensure that you have not exceeded the maximum number of days of Government-Paid Childcare Leave (GPCL) or Extended Childcare Leave (ECL) you are entitled to. You should ensure the child is a Singapore citizen or meets the criteria specified for non-citizens.
  2. Early Notification: Inform your employer about your intention to take childcare leave well in advance. This allows them to verify your eligibility and make necessary work arrangements during your absence.
  3. Submit Declaration Form: Download and fill out the declaration form (GPCL1). Attach all necessary supporting documents. These may include your child’s birth certificate for parent applicants. Your employer may also provide their own form or system for this declaration.
  4. Apply According to Employer Procedures: Follow your employer’s specific leave application procedures to formally request your childcare leave.

Special Instructions For Foster Parents And Legal Guardians Employees

  • Foster Parents: In addition to the standard process, provide your Letter of Identity to prove a foster child has been placed under your care under the Children and Young Persons Act. Your employer can write in to the MSF Fostering Service at fostering@msf.gov.sg to verify your eligibility for GPCL/ECL. You are only required to declare your foster child’s date of birth (i.e. you should not reveal confidential details about your foster child’s name or birth certificate number).
  • For Legal Guardians: Provide a Legal Guardianship document (Order of Court) to verify your eligibility.

For Self-Employed Individuals

  1. Record Leave Dates: Keep a detailed record of the GPCL/ECL dates that you take.
  2. Submit Your Claim: Use the Government-Paid Leave (GPL) Portal to submit your claim for the government-paid portion of your leave. Remember, claims must be submitted no later than three months after the last day of the calendar year in which the leave was taken.* You do not need to fully complete the Government-paid portion of GPCL/ECL before you submit a claim for payment.You may submit a claim for payment for any part of the Government-paid portion of GPCL/ECL that you have taken after leave commencement. For GPCL, the Government-paid portion is the 4th to 6th day, and for ECL, all 2 days are Government-paid.
  3. Check Application Status: You can view the status of your application on the GPL Portal. Notifications will be sent once your application has been processed.

For Employers

  1. Collect and Verify Documentation: Obtain the completed GPCL1 form and all relevant documents from your employee. Ensure all information is correct and that the employee is eligible for the leave they are applying for.
  2. Record Keeping: Maintain records of the declaration form and supporting documents for five years from the last GPCL/ECL date for audit purposes.
  3. Submit Claims for Reimbursement: Submit your claim for reimbursement online through the GPL Portal of the government-paid portion of the leave. This must be done within three months after the last day of the 12-month period in which the leave was taken. As with employees, you do not need to wait for the completion of all leave days to file this claim.
  4. Check Application Status: Regularly check the status of your submission on the GPL Portal. Notifications will be sent once the processing is complete.

 

10. Is Childcare Leave Mandatory In Singapore?

Childcare leave in Singapore is a legal requirement, enforced by the MOM to ensure that all eligible working parents can take necessary time off to care for their children.

This mandate is part of Singapore’s broader commitment to family-friendly workplace practices, aimed at fostering an inclusive and supportive working environment.

Legal Mandates

The law requires employers to provide statutory childcare leave as per the guidelines set by the MOM. Failure to comply can result in legal consequences for employers, including fines and reputational damage.

Monitoring and Compliance

Compliance with these mandates is strictly monitored through a combination of employer self-reporting and random checks by government authorities.

Employers must maintain accurate records of leave taken and are required to submit these records if requested by MOM. This ensures that all parents have fair and equal access to their entitled leave.

 

11. What Happens If My Employer Denies Me Childcare Leave?

In Singapore, the law protects working parents by ensuring they have the right to Government-Paid Childcare Leave (GPCL), facilitating the balance between their professional duties and family responsibilities.

The Employment Act underpins these protections, ensuring employees can rightfully claim their leave. However, if an employer denies this leave, there are several steps you can take.

Talk To Your Employer

Initially, it is crucial to approach your employer to discuss the denial of your childcare leave. Often, such issues stem from misunderstandings or miscommunications that can be resolved internally. Here’s how you can address this:

  1. Initiate a Dialogue: Open a conversation with your employer or HR department to clarify why your leave was denied. This could provide you with insights into any company-specific procedures you might not be aware of.
  2. Clarify Your Entitlement: Ensure that both you and your employer clearly understand the entitlements under the law. It’s beneficial to discuss your leave plans well in advance to give your employer sufficient time to arrange for your absence, which can prevent last-minute disputes.
  3. Documentation and Records: During discussions, refer to any written requests or previous communications regarding your childcare leave. This documentation can support your case and demonstrate your proactive approach in notifying your employer.

Childcare leave is not only a benefit but a government-mandated right in Singapore. Should these discussions not lead to a satisfactory resolution, and if you believe your rights are being unreasonably denied, it’s important to know that your employer can face significant penalties.

These can include a fine of up to $5,000, up to six months of imprisonment, or both, for denying an employee their lawful entitlement. Thus, it is in every employer’s interest to comply with the legislation and support their employees’ rights to childcare leave.

Review Your Employment Contract And Company’s Leave Policy

If initial discussions with your employer about denied childcare leave do not yield a resolution, it’s advisable to carefully review your employment contract and the company’s leave policy.

These documents are crucial as they outline your rights and entitlements, including those related to Government-Paid Childcare Leave (GPCL). Here are some steps to follow:

  1. Examine the Contract Details: Look at the specific terms mentioned in your contract related to leave entitlements. Ensure these terms comply with the Employment Act and that your eligibility for childcare leave is clearly supported by the contract.
  2. Check Company Policies: Sometimes, company policies might provide additional details or clarify procedures not fully described in your employment contract. Understanding these can give you a clearer picture of your rights and the process for claiming your leave.
  3. Document Discrepancies: If you find discrepancies between what is practised by your employer and what is stipulated in your contract or the Employment Act, document these points as they will be useful in any further discussions or disputes.

Get Advice From Singapore’s Tripartite Alliance For Fair And Progressive Employment Practices (TAFEP)

If you need further assistance or if the issue escalates, contacting Singapore’s Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) can be a beneficial next step.

TAFEP assists in mediating employment disputes and can offer guidance on how to proceed with complaints about childcare leave issues. Here’s how you can engage with TAFEP:

  1. Contact TAFEP: You can reach out through their hotline or website. TAFEP provides resources and advice for employees who feel their rights under fair employment practices, including childcare leave, are being infringed.
  2. Prepare Your Documentation: Before contacting TAFEP, prepare all relevant documents, including your employment contract, any correspondence with your employer about the leave, and notes from any discussions or meetings regarding the issue.
  3. Seek Mediation: TAFEP can mediate discussions between you and your employer to find an amicable solution. Their involvement often encourages employers to adhere more closely to legal requirements and fair practices.

Report Your Employer To The Ministry Of Manpower

If you have exhausted all internal company avenues and mediation attempts through TAFEP without resolving your childcare leave dispute, the next step is to report your employer to the Ministry of Manpower (MOM).

The MOM is responsible for enforcing Singapore’s Employment Act, including provisions related to childcare leave. Here’s how you can go about filing a formal complaint:

  1. Gather Evidence: Before filing a complaint, gather all relevant documentation that supports your claim. This includes copies of your employment contract, any communication with your employer regarding the leave, records of leave denied, and any responses from TAFEP or other advisory bodies.
  2. File a Complaint Online: Visit the MOM website to file your complaint online. The portal is designed to guide you through submitting a formal complaint against your employer. You’ll need to provide detailed information about your case and upload any supporting documents.
  3. Follow Up on Your Complaint: Once your complaint is filed, MOM will typically contact you for further information or clarification. It’s important to respond promptly to any requests from MOM to ensure your case is processed efficiently.
  4. Understand the Investigation Process: After reviewing your complaint, MOM may initiate an investigation if they find sufficient grounds. This process can involve inspections, interviews, and reviews of workplace practices.
  5. Seek Legal Advice: While the MOM can provide regulatory enforcement, understanding the specifics of your rights under the Employment Act can sometimes be complex, especially if your employment terms are unique. Consulting with a legal professional might provide clarity and help you prepare for potential outcomes from the MOM investigation.
  6. Know Your Rights: Remember, Government-Paid Childcare Leave (GPCL) is a statutory right in Singapore intended to support working parents. If you are eligible but denied this benefit, the MOM has the authority to enforce compliance and can take legal action against employers who fail to meet their obligations under the law.

 

Conclusion About Childcare Leave Entitlement In Singapore

Children deserve to grow up in a healthy home environment with their primary caretakers: parents. Likewise, employers must extend benefits that give parents ample time to spend with their children whenever possible.

Although childcare leave is mandated in Singapore law, there may be instances wherein disputes arise between employer and employee. This could be stressful for both parties and lead to a communication breakdown.

Fortunately, there are legal remedies for parents who believe they’ve been wrongfully denied childcare leave benefits in Singapore.

If you’re in this situation, it’s best to seek advice from an experienced divorce lawyer in Singapore to help navigate the complexities of family-related legal matters. For other legal issues, including criminal matters, our criminal lawyers in Singapore are also available to provide expert guidance.

Tembusu Law is a law firm in Singapore dedicated to providing clients with professional legal advice to sort out their cases. Our experienced team of lawyers has deep expertise in various legal areas covering childcare leave entitlements.

If you need legal advice or services, Tembusu Law can provide the clarity and strategic guidance necessary to ensure compliance and protect your interests.

Get your free 30-minute consultation now and find out how we can solve the most pressing legal issues you may be dealing with.

 

Frequently Asked Questions About The Singapore Childcare Leave

What Happens If I Don’t Use My Childcare Leave Entitlement?

You cannot carry over any unused childcare leave credits to the following year. You also cannot cash them out or claim the allowance.

What Can I Do If I Can’t Take Paid Childcare Leave In Singapore?

If you can’t take paid childcare leave under any valid circumstances, you’re advised to find other childcare alternatives. For example, you may entrust your relatives or a domestic helper to care for your children. Or you may also place your children at a daycare centre.

Does The Government Pay For Childcare Leave?

Yes. Both childcare and extended childcare leave in Singapore are Government paid, with a limit of $500 daily, plus CPF disbursements.

Am I Eligible For Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave If I Have A Foster Child?

You are eligible if you meet all criteria, are a foster parent registered with the Ministry of Social and Family Development and are caring for a foster child under the Children and Young Persons Act.

Do note that you can take the Government-Paid Childcare Leave/Extended Childcare Leave/Unpaid Infant Care Leave in respect of your foster child only when the foster child is under your care.

About the author

About the author

Jonathan Wong

Jonathan is the Founder and Managing Director of Tembusu Law. He is also the founder of LawGuide Singapore, a prominent legaltech startup which successfully created and launched Singapore’s first legal chatbot in 2017.

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