Employment Law in Singapore Series Part 3: Benefits for Working Parents in Singapore 新加坡雇佣法系列 (第三章):新加坡在职父母所享福利

22 December 2022|In Legal Updates

The Singapore Government has introduced several incentives for working parents to foster a pro-family environment in Singapore by supporting parents in having and raising children. Benefits for working parents are provided for under the Child Development Co-Savings Act 2001 (“CDCA”) and maternity protection granted by the Employment Act 1968 (“EA”).
新加坡政府为在职父母推出了几项激励措施,以鼓励在职父母组建家庭营造有利于家庭的环境。《儿童发展共同储蓄法案2001》 (“CDCA”) 为在职父母提供了一系列的福利,《雇佣法案1968》 (“EA”)则为在职母亲提供了生育产假的法律保护。

Leave Entitlement under the CDCA 《儿童发展共同储蓄法案2001》下提供的休假权利

Under the CDCA, “employee” is defined as any person who has entered into or works under a contract of service with an employer in Singapore, and includes a workman (as defined in the EA) and any officer or employee of the Singapore Government.

Maternity Leave 产假

“Employees” under the CDCA are eligible for sixteen (16) weeks of paid maternity leave if:

  1. the employee’s child is a Singapore citizen;
  2. she has served her employer for a continuous period of at least three (3) months before the birth of her child, or if self-employed, she has been engaging in her work for at least three (3) continuous months and has lost income during the maternity leave period; and
    在孩子出生前,有关员工已连续为雇主工作至少三个月,或如属自雇人士,该女性自雇人士已连续从事有关工作至少三 个月,并且在产假期间失去了收入;
  3. she has given her employer at least one (1) weeks’ notice before going on maternity leave, and informed her employer as soon as possible of her delivery.

Employers may claim reimbursement from the Singapore Government in accordance with the Singapore Government-Paid Maternity Leave.

Shared Parental Leave 共享育儿假

A working father who qualifies as an “employee” under the CDCA can also apply to share up to four (4) weeks of his wife’s sixteen (16) weeks of Maternity Leave, subject to his wife’s agreement, if his child is a Singapore citizen and he is lawfully married to the child’s mother.

Paternity Leave 陪产假

A working father who is an “employee” under the CDCA is entitled to Government-Paid Paternity Leave (“GPPL”) for all births if:

  1. his child is a Singapore citizen;
  2. he is or had been lawfully married to the child’s mother between conception and birth; and
  3. he has served his employer for a continuous period of at least three (3) months before the birth of his child or, if self-employed, has been engaged in his work for a continuous period of at least three (3) months before the birth of his child, and has lost income during the paternity leave period.

A working father who meets the criteria set out above is entitled to two (2) weeks of GPPL, with each week of GPPL capped at S$2,500.

Childcare Leave 育儿假

A parent who qualifies as an “employee” under the CDCA is eligible for Government-Paid Childcare Leave if he or she meets the following requirements:

  1. his / her child is below seven (7) years old;
  2. his / her child is a Singapore citizen; and
  3. he / she has served his / her employer for at least three (3) continuous months or, if self-employed, he / she has been engaging in his / her work for at least three (3) continuous months and has lost income during the childcare leave period.

A parent and his / her spouse are each entitled to six (6) days per year of childcare leave until his / her child turns seven (7) years old, regardless of the number of children he / she has. Payments are capped at S$500 per day, including Central Provident Fund contributions.

Maternity Protection under the EA 新加坡的《雇佣法案1968》下的生育保障

For employees covered under the EA, maternity protection is also provided to ensure that pregnant employees will not lose their job simply because of pregnancy or maternity leave. All employees (local and foreign) are covered under the EA if they are working in Singapore under a contract of service with an employer, unless he or she is a: (a) seafarer; (b) domestic worker; or (c) statutory board employee or civil servant.
《雇佣法案1968》为有关员工提供了生育保障,以确保怀孕的员工不会因为怀孕或需要休产假而失去工作。所有员工(包括本地与外籍员工)若根据与雇主签订的雇佣合同在新加坡工作,均受《雇佣法案1968》的保障。当然:(a) 海员;(b) 家庭佣工;或 (c) 法定委员会员工或公务员则不在《雇佣法案1968》的保护范围内。

It is an offence for an employer to dismiss an employee while she is on maternity leave.

IMPORTANT NOTICE: This memorandum is only intended as a guide and does not purport to be an exhaustive or conclusive discussion of the matters set out herein and should not be relied on as a substitute for definitive legal advice. Reference should always be made to the applicable statutes, the relevant subsidiary legislations and other applicable guidelines. This memorandum is not to be transmitted to any other person nor is it to be relied upon by any other person or for any other purpose or quoted or referred to in any public document or filed with any governmental or other authorities without our consent in writing. This memorandum is limited to the laws of Singapore. In issuing this memorandum, we do not assume any obligation to notify or inform you of any developments subsequent to its date that might render its contents untrue or inaccurate in whole or in part at such later time. If you would like to discuss the implications of these legal developments on your business or obtain advice, please do not hesitate to approach your usual contact at Insights Law LLC or you may direct the inquiry to our key contacts stated above.