OUTLINE
Sick leave in Singapore
Parental leave in Singapore
Adoption leave in Singapore
Other employee leave entitlement in Singapore
Public holidays in Singapore
Protect your employees and your business
Annual leave in Singapore
Crafting a clear and comprehensive annual leave policy is essential for employers in Singapore to meet legal requirements and enhance employee satisfaction and retention. A well-structured leave policy ensures compliance with local regulations while demonstrating the company’s commitment to supporting employee well-being.
Minimum annual leave in Singapore
Under the Employment Act, employees who have worked for at least three months are entitled to a minimum of seven days of annual leave in their first year of service. For each additional year of service, one extra day is added to their entitlement. This means an employee with five years of service would have at least 11 days of leave. While the minimum annual leave in Singapore is set by law, many employers choose to offer more generous leave policies, typically ranging from 14 to 20 days annually after the first year.
Annual leave entitlement in Singapore
When crafting an annual leave policy in Singapore, employers should consider factors such as work-life balance and competitiveness in their industry. Many organisations also provide flexibility for employees to carry forward unused leave or opt for annual leave encashment, the latter of which should be calculated based on the employee’s daily gross salary.
In addition to annual leave, employees in Singapore benefit from 11 public holidays annually. If a public holiday falls on a Sunday, the following Monday is typically given as a day off. For holidays that fall on a Saturday, employers may offer either a replacement day off or pay the employee for the extra day.
Annual leave encashment in Singapore
Employers may include provisions for leave encashment in their annual leave policy. This allows employees to receive monetary compensation for unused leave when they leave the company. Typically, encashment is calculated based on the employee’s gross salary. Ensuring accurate and fair calculations helps maintain compliance and builds trust with employees.
In addition to annual leave, employers in Singapore should familiarise themselves with other types of leave, such as sick leave, parental leave, maternity leave, and childcare leave. This way, employers can create a supportive work environment that meets both legal obligations and employee needs.
Sick leave in Singapore
Paid sick leave is another important entitlement for employees under the Employment Act. The entitlement increases with the length of service:
- Up to three months: Five days of outpatient sick leave, or 15 days if hospitalisationhospitalization is necessary.
- Four months: Eight days of outpatient leave, or 45 days if hospitalisation is necessary.
- Five months: 11 days of outpatient leave, or 45 days if hospitalisation is necessary.
- Six months: 14 days of outpatient leave, or 60 days if hospitalisation is necessary.
Once an employee has completed six months of service, they are fully entitled to paid sick leave in Singapore at their regular gross salary. To qualify, employees must inform their employer of their inability to work within 48 hours and provide a valid medical certificate. This ensures that employers can plan workloads while upholding employee rights.
Sick leave during probation period in Singapore
Employees in Singapore may still qualify for a prorated amount of sick leave during their probation period, depending on their length of service. This entitlement ensures fair treatment and complies with the requirements under the Employment Act.
For instance, if an employee has worked for less than six months, their entitlement will be proportionate to the duration of their service. Employers should communicate these details to their employees and must be clearly written in employment contracts to avoid misunderstandings.
Extended sick leave in Singapore
In cases where employees require extended sick leave, employers are encouraged to evaluate each situation individually. This involves considering the employee’s medical condition, your organisation’s policies, and legal requirements.
Employers should also consult the Employment Act and any collective agreements (if applicable) to ensure compliance. Providing reasonable support during such situations demonstrates your organisation’s commitment to employee well-being and fosters a positive workplace culture.
Best practices for managing leave entitlements
Employers can enhance their workforce management by aligning their policies with common practices. For instance, while the average annual leave in Singapore may hover around 14 days, offering additional time off can help attract and retain top talent. Clear communication about leave policies and procedures, including how to apply for leave and the criteria for encashment, also fosters transparency.
Adhering to the Employment Act’s guidelines on annual leave and sick leave entitlements in Singapore demonstrates your organisation’s commitment to compliance and employee well-being. A proactive approach to leave management not only helps maintain productivity but also builds a positive workplace culture.
Parental leave in Singapore
Maternity leave in Singapore
Female employees who are pregnant are entitled to paid maternity leave in Singapore, provided they have been employed for at least three months before the due date and their child is a Singapore citizen. Eligible employees are entitled to 16 weeks of paid maternity leave. This time off is typically divided into two periods:
- Up to eight weeks before the expected due date (with at least 28 days taken post-delivery).
- The remaining weeks after the baby’s birth.
If the child is not a citizen of the country, maternity leave is reduced to 12 weeks. For the first and second child, the employer pays the first eight weeks at the employee’s regular gross salary, while the government reimburses the additional eight weeks (capped at 10,000 SGD per four weeks, up to 20,000 SGD per child). From the third child onward, the government reimburses the entire 16 weeks, subject to the same cap.
Maternity leave in Singapore for foreigners
Foreign employees in Singapore may also qualify for maternity leave, but eligibility often depends on their employment contracts, company policies, and work pass type.
Under the Employment Act, a foreign employee may be entitled to paid maternity leave if they meet specific criteria, such as having worked for their employer for at least three months before the child’s birth and meeting other conditions set by the employer or government regulations.
In addition, companies may offer extended maternity benefits as part of their internal policies to attract and retain talent. Employers should ensure that these policies are clearly communicated and comply with legal requirements, fostering a supportive work environment for all employees.
Paternity leave in Singapore
Fathers play a vital role in caregiving, and Singapore’s laws recognise this through paternity leave entitlements. Male employees with at least three months of service are entitled to two weeks of paid paternity leave, which must be taken within 16 weeks of the child’s birth. This leave is funded by the Government-Paid Paternity Leave (GPPL) scheme and is capped at 2,500 SGD per week (up to 5,000 SGD in total). The leave can be taken consecutively or flexibly within 12 months of the child’s birth, subject to agreement with the employer.
Paternity leave for shift workers in Singapore
Shift workers in Singapore are entitled to the same paternity leave benefits as other employees, provided they meet the eligibility criteria under the Child Development Co-Savings Act (CDCA). Paternity leave pay for shift workers is calculated based on their average gross monthly salary, which includes allowances and bonuses.
Employers are encouraged to communicate clearly with shift workers to accommodate their schedules and ensure a smooth transition during the leave period. Pro-rated entitlements apply for part-time shift workers, ensuring fair treatment across all employment types.
Parental leave policy in Singapore
Beyond maternity and paternity leave, Singapore offers various forms of paid parental leave to support families. Fathers can apply for shared parental leave, which allows them to take up to four weeks of their spouse’s 16-week maternity leave entitlement. This scheme, part of the Singapore parental leave policy, is funded by the government and capped at 2,500 SGD per week.
Moreover, both parents with at least three months of service are eligible for six days of childcare leave per year until the child turns seven, regardless of the number of children. Employers cover the first three days, while the government reimburses the remaining three days, capped at 500 SGD per day (including CPF contributions).
Parents with children aged seven to 12 years are entitled to two days of extended childcare leave annually, reimbursed by the government under similar conditions.
Adoption leave in Singapore
In Singapore, adoption leave entitlement is available to adoptive parents who meet specific criteria. Eligible adoptive mothers are entitled to 12 weeks of adoption leave in Singapore, provided the following conditions are met:
- The child is below 12 months of age at the time of adoption.
- The adoption order is applied for or granted under Singapore’s Adoption of Children Act.
- The adoptive mother has been employed for at least three months before the adoption leave starts.
Eligible adoptive fathers are entitled to one week of adoption leave for fathers in Singapore under similar conditions. This leave is crucial for providing fathers the opportunity to bond with their new child and support their family during the transition.
Adoption leave pay in Singapore
Adoption leave in Singapore is designed to support families during the critical early stages of caregiving. The first four weeks of leave for adoptive mothers are paid by the employer, with the remaining eight weeks reimbursed by the Government-Paid Adoption Leave (GPAL) scheme. Payments are capped at SGD 10,000 per four weeks, up to a maximum of SGD 20,000.
For adoptive fathers, the adoption leave pay in Singapore is fully funded by the government, capped at 2,500 SGD for the week of leave.
Employers in Singapore can also consider offering flexibility through a shared adoption leave entitlement, allowing parents to divide caregiving responsibilities. While shared adoption leave is not a statutory requirement, it aligns with family-friendly practices that can enhance employee satisfaction and retention.
Other employee leave entitlement in Singapore
Aside from statutory entitlements like annual and maternity leave, there are various other types of employee leave entitlements in Singapore that employers should consider offering. These additional leave types demonstrate care for employees’ personal and professional needs.
Singapore’s bereavement leave
While bereavement or compassionate leave is not mandated by law in Singapore, many employers offer this benefit as part of their company policies. Typically, employees are granted two to three days of paid bereavement leave in the event of the death of an immediate family member. This provides employees with time to grieve and attend to necessary arrangements during a difficult period.
Marriage leave in Singapore
Although not a statutory requirement, marriage leave is a common perk offered by employers in Singapore. Employees can take up to five days of leave to celebrate their wedding. Adding this to your company’s policy reflects a commitment to work-life balance and employee well-being.
Voting leave in Singapore
In Singapore, voting day is designated as a public holiday, ensuring employees have time to fulfil their civic duty without impacting their work schedules. This aligns with Singapore’s broader employee leave laws, recognising the importance of civic participation.
Military leave in Singapore
Under the law, male employees who are reservists in the Singapore Armed Forces are entitled to paid military leave when they receive an official Notification of National Service Call-Up (SAF 100). This ensures they can fulfil their obligations without financial loss. Employers are reimbursed by the government for the duration of this employee paid leave in Singapore, making it a seamless process for both parties.
Other non-statutory leave types in Singapore
Many companies go beyond statutory requirements to offer additional leave types tailored to employee needs. Some examples include:
- Childcare leave: On top of the statutory entitlement, some employers provide extra days to support working parents.
- Volunteer leave: Encourages employees to participate in community service by offering paid time off.
- Study leave: Supports employees pursuing further education or professional development.
Having these benefits in your organisation’s employee leave entitlements in Singapore can enhance job satisfaction and loyalty.
Public holidays in Singapore
Overview of Public Holidays in Singapore
Public holidays play an important role in Singapore’s multicultural and multireligious society, enabling employees to observe key cultural, religious, and national events. For employers, a clear understanding of public holiday entitlements is essential to ensure compliance with employment legislation, accurate payroll processing, and effective workforce planning. Singapore applies a stable and well-defined statutory framework for public holidays each year, reflecting the country’s commitment to inclusivity and cultural diversity.
Number of Public Holidays in Singapore
Singapore recognises eleven (11) official public holidays each calendar year. Employees are entitled to paid time off on these public holidays in accordance with the Employment Act.
The public holidays observed each year generally include:
New Year’s Day – 1 January
Chinese New Year (two days) – 17 February – 18 February
Good Friday – 3 April
Hari Raya Puasa – 21 March
Labour Day – 1 May
Vesak Day – 31 May
Hari Raya Haji – 27 May
National Day – 9 August
Deepavali – 8 November
Christmas Day – 25 December
1 January
New Year’s Day
17 February - 18 February
Chinese New Year
3 April
Good Friday
21 March
Hari Raya Puasa
1 May
Labour Day
31 May
Vesak Day
27 May
Hari Raya Haji
9 August
National Day
8 November
Deepavali
25 December
Christmas Day
While the number and type of public holidays remain consistent, the exact dates for each year, including 2026, are officially published by the Ministry of Manpower. Dates for Islamic holidays (Hari Raya Puasa and Hari Raya Haji) are subject to confirmation, as they depend on the Islamic lunar calendar.
This statutory framework ensures that employees have regular opportunities throughout the year to rest and participate in significant cultural, religious, and national observances.
Additional Holiday Practices and Statutory Protections in Singapore
All eleven public holidays are nationally recognised and apply across sectors. However, some employers may choose to grant additional leave benefits for other cultural or religious occasions based on internal company policies or workforce demographics. Such additional leave is discretionary and not a statutory requirement.
If a public holiday falls on an employee’s rest day, the employee is entitled to one day off in lieu, in accordance with Singapore’s employment legislation.
For employees who are required to work on a public holiday, employers must provide either:
- An extra day’s salary, or
- A replacement day off,
as stipulated under the Employment Act. This applies particularly to industries that must continue operations during public holidays, such as healthcare, hospitality, security, and transportation.
These protections ensure that employees who work on public holidays receive fair compensation and that employers remain compliant with Singapore’s statutory leave and pay requirements.
Protect your employees and your business
As an employer in Singapore, you need to understand your employees' rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we will ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they are entitled to, and your business will be protected from risk.
FAQ's
1. What leave entitlements do employees have in Singapore?
Employees in Singapore are entitled to annual leave, sick leave, public holidays, maternity leave, paternity leave, childcare leave and other statutory leave, depending on their eligibility and length of service.
Some leave entitlements are provided under the Employment Act, while others are governed by legislation such as the Child Development Co-Savings Act (CDCA). Employers in Singapore can also provide additional leave through their own leave policy, provided employees receive at least the statutory minimum where applicable.
The main leave entitlements available in Singapore include:
- Annual leave.
- Outpatient and hospitalisation sick leave.
- Paid public holidays.
- Maternity leave.
- Paternity leave.
- Shared parental leave.
- Childcare leave.
- Adoption leave
- Unpaid infant care leave.
The exact leave entitlement depends on factors such as the employee’s length of service, employment status and whether they meet the qualifying conditions for each type of leave.
Every employer should have a clear leave policy in Singapore that explains both the statutory leave entitlements and any additional company leave benefits.
The policy should distinguish paid leave from unpaid leave, explain documentary and notice requirements and identify whether unused leave can be carried forward, forfeited or encashed. Contractual leave benefits that exceed the statutory minimum may not be reduced unilaterally without employee consent.
2. What is the main statutory leave entitlement in Singapore?
Singapore’s statutory leave entitlement includes annual leave, sick leave, public holidays and a range of family-related leave. The amount of leave an employee receives depends on factors such as their length of service and whether they meet the eligibility requirements for each entitlement.
The table below summarises the minimum statutory leave available to eligible employees.
Leave type in Singapore | Minimum entitlement |
Annual leave | Employees covered by the Employment Act qualify after three months of service. Entitlement is seven days in the first year and increases by one day for each additional year, up to 14 days from the eighth year. Leave is prorated for incomplete years of service. |
Outpatient sick leave | Up to 14 days each year |
Hospitalisation leave | Up to 60 days each year, including outpatient sick leave |
Paid public holidays | 11 paid public holidays each year |
Maternity leave | Sixteen weeks of Government-Paid Maternity Leave for eligible employees whose child is a Singapore citizen and who meet the statutory requirements. Employees covered by the Employment Act who do not qualify for the 16-week scheme may qualify for 12 weeks of maternity leave, with payment depending on the applicable conditions. |
Paternity leave | Four weeks of Government-Paid Paternity Leave for eligible fathers of qualifying Singapore-citizen children born, adopted or with an estimated delivery date on or after 1 April 2025. |
Shared parental leave | Ten weeks to be shared between eligible parents for qualifying children born or adopted from 1 April 2026. Six weeks applies to qualifying children born or adopted between 1 April 2025 and 31 March 2026. The child must be a Singapore citizen, and other eligibility requirements apply. |
Childcare leave | Six days of paid childcare leave each year for eligible parents whose youngest Singapore-citizen child is below seven. Eligible parents of a non-Singapore-citizen child below seven may receive two days under the Employment Act. At least three months’ service is required. |
Extended childcare leave | Two days each year for eligible parents whose youngest Singapore-citizen child is aged 7 to 12, subject to the applicable service requirement. |
Adoption leave | Twelve weeks of paid adoption leave for eligible adoptive mothers, subject to the child’s age, citizenship and other statutory conditions. Leave must generally be taken before the child’s first birthday. |
Unpaid infant-care leave | Twelve days of unpaid leave per eligible parent each year where the child is a Singapore citizen and below two years old and the parent has at least three months’ continuous service. This is in addition to applicable paid childcare leave. |
The statutory leave entitlements are the minimum employers in Singapore must provide where employees qualify. Many organisations in Singapore offer additional annual leave, family leave or wellbeing benefits through their leave policy in Singapore to remain competitive when hiring and retaining employees.
Singapore does not generally prescribe statutory bereavement, marriage or birthday leave. These benefits apply only were provided contractually, through a collective agreement or under company policy.
In summary, Singapore’s statutory leave entitlements set the minimum leave employers must provide. Employment contracts and company policies can offer more generous benefits, but they cannot provide less than the statutory minimum where it applies.
3. How many days of annual leave are employees entitled to in Singapore?
Employees covered by the Employment Act become entitled to paid annual leave after completing three months of service. The statutory entitlement is seven days for the first year of service and increases by one day for each additional year, up to 14 days from the eighth year. For an incomplete year of service, annual leave is prorated according to the number of completed months of service.Annual leave is commonly referred to as vacation days in Singapore employers provide under the Employment Act. Many organisations choose to offer more than the statutory minimum, particularly for professional and managerial roles.
The table below shows the minimum entitlement.
Years of service | Minimum annual leave |
At least 3 months but less than 1 completed year | Prorated portion of 7 days |
1 year | 7 days |
2 years | 8 days |
3 years | 9 days |
4 years | 10 days |
5 years | 11 days |
6 years | 12 days |
7 years | 13 days |
8 years or more | 14 days |
Employment contracts or company policies should also explain when annual leave can be taken, how leave requests are approved, whether unused leave can be carried forward, and how unused leave is treated when employment ends.
For employees covered by Part IV of the Employment Act, an employer must generally allow unused statutory annual leave to be carried forward to the next 12 months. For employees outside Part IV, carry-forward and forfeiture are generally governed by the employment contract or policy.
On termination, accrued but unused annual leave is generally encashed at the employee’s gross rate of pay, except where the employee is dismissed for misconduct following due inquiry. The employee and employer may instead agree for leave to be taken during the notice period, but the employer cannot unilaterally use annual leave to shorten the notice period.
Many employers offer more annual leave or vacation days in Singapore than the statutory minimum as part of their overall benefits package.
4. How does sick leave work in Singapore?
Eligible employees in Singapore can receive up to 14 days of paid outpatient sick leave and up to 60 days of paid hospitalisation leave each year, provided they meet the qualifying conditions under the Employment Act.
To qualify for sick leave in Singapore, employees must generally:
- Have worked for the employer for at least three months.
- Inform their employer within the required timeframe.
- Provide a medical certificate from a registered medical practitioner or an approved healthcare provider where required.
Employees in Singapore who have worked for less than six months may receive a proportion of the full entitlement, depending on their length of service.
Hospitalisation leave covers periods when an employee is admitted to hospital or certified by a doctor as requiring hospitalisation leave.
The employee does not necessarily have to be physically warded. It may include circumstances where a registered medical practitioner determines that hospital care is required but the employee is not admitted for reasons such as lack of available beds.
Subject to the statutory conditions, employers must also reimburse qualifying medical consultation fees where the medical certificate is issued by a public medical institution or an employer-appointed doctor or dentist.
Employers in Singapore may choose to provide more generous sick leave benefits than the statutory minimum through their employment contracts or company policies.
In summary, the amount of sick leave an employee receives in Singapore depends on their length of service and whether they meet the eligibility requirements under the Employment Act.
5. What maternity leave are employees entitled to in Singapore?
Eligible employees are entitled to up to 16 weeks of paid maternity leave in Singapore under the Child Development Co-Savings Act (CDCA).
To receive the full 16 weeks of maternity leave in Singapore, the employee must:
- Have worked for the employer for at least three continuous months before the child’s birth.
- Have a child who is a Singapore citizen and satisfy the applicable citizenship requirements.
- Provide the employer with at least four weeks’ notice before starting GPML or notify the employer as soon as reasonably possible after delivery. Failure to give the required notice without sufficient reason may reduce the employee’s maternity-leave payment.
Marriage is not a general eligibility requirement for maternity leave. A single or unmarried mother may qualify for the full 16 weeks if the other statutory conditions are met.
Employees in Singapore who do not meet the CDCA requirements may still qualify for maternity leave under the Employment Act. In that case, the entitlement is generally 12 weeks, provided they have worked for their employer for at least three continuous months before childbirth.
During maternity leave in Singapore, eligible employees continue to receive maternity benefits in line with the applicable legislation.
Employers must comply with statutory maternity protections. An employer must not dismiss an employee while she is on maternity leave. Employees with at least three months’ service also have protection against dismissal without sufficient cause or retrenchment during pregnancy, including applicable maternity-benefit payment obligations.
A clear leave policy in Singapore should explain how employees apply for maternity leave, what documentation is required, and how the leave interacts with annual leave, childcare leave, and other family-related benefits.
Key takeaway: The standard maternity leave entitlement in Singapore is either 16 weeks for eligible employees under the CDCA or 12 weeks under the Employment Act, depending on eligibility. HR teams should confirm eligibility based on the employee’s length of service, the child’s citizenship, and the applicable legal requirements before approving leave.
6. What paternity and shared parental leave apply in Singapore?
Eligible fathers are entitled to four weeks of Government-Paid Paternity Leave (GPPL) in Singapore for qualifying children born, with an estimated delivery date, or formally intended to be adopted on or after 1 April 2025.
To qualify for paternity leave in Singapore, the employee must generally:
- Be the child’s father, including adoptive fathers where the statutory requirements are met.
- Have worked for the employer for at least three continuous months before the child’s birth.
- Have a child who is a Singapore citizen at birth or becomes a Singapore citizen within the period allowed under the legislation.
Meanwhile, Shared Parental Leave in Singapore allows eligible parents to share up to 10 weeks of leave by transferring part of the mother’s leave entitlement to the father. The leave is available only if both parents meet the applicable eligibility requirements and the child qualifies under the statutory scheme.
Employers should have clear procedures for requesting leave, explain how shared parental leave is allocated, and let employees know what supporting documents may be required.
Many employers include both paternity leave and parental leave in their leave policy in Singapore, so employees understand their entitlements before the leave is needed.
In summary, eligible fathers can receive up to four weeks of Government-Paid Paternity Leave. Eligible parents may also share up to 10 weeks of Shared Parental Leave, provided they meet the statutory employment and child eligibility requirements.
7. What other statutory leave types exist in Singapore?
In addition to annual leave, sick leave and parental leave, employees in Singapore may also be entitled to adoption leave, childcare leave, extended childcare leave and infant care leave if they meet the relevant eligibility requirements.
These statutory leave entitlements are set out under Singapore employment laws and apply only where the employee satisfies the applicable conditions, such as the child’s age, citizenship and the employee’s length of service. Compassionate leave, marriage leave and study leave are not statutory entitlements and are offered only if provided by the employer.
Leave type | Statutory entitlement |
Adoption leave | 12 weeks of paid leave for eligible adoptive mothers, subject to the child’s age, citizenship, formal-intent-to-adopt and service requirements. |
Childcare leave | 6 days each year for eligible parents whose youngest Singapore-citizen child is below 7. Eligible parents of a non-Singapore-citizen child below 7 may receive 2 days under the Employment Act. |
Extended childcare leave | 2 days each year for eligible parents whose youngest Singapore-citizen child is aged 7 to 12. |
Unpaid infant-care leave | 12 days of unpaid leave each year for each eligible parent whose Singapore-citizen child is below 2. The parent must have at least 3 months’ continuous service. |
Compassionate leave | Not required by law. Employers may provide it through company policy or the employment contract. |
Marriage leave | Not required by law. Employers may choose to offer it as an employee benefit. |
Study or examination leave | Not required by law. Employers may provide it at their discretion. |
A leave policy in Singapore should clearly distinguish between statutory leave that employers must provide and additional leave benefits offered as part of the organisation’s employee benefits package.
Key summary: Singapore’s statutory leave framework includes adoption leave, childcare leave, extended childcare leave and infant care leave for eligible employees. Leave such as compassionate, marriage and study leave is optional unless the employer provides it through company policy.
8. How do public holidays work in Singapore?
Employees covered by the Employment Act are entitled to 11 paid public holidays each year in Singapore.
If a public holiday falls on an employee’s rest day, the next working day becomes a paid public holiday. If it falls on a non-working day, the employee is entitled to another day off or one additional day’s salary at the gross rate of pay. Rest days and non-working days should not be treated as interchangeable. Employees who are required to work on a public holiday are also entitled to compensation under the Employment Act.By default, an employee required to work on a public holiday that falls on a working day receives an additional day’s salary at the basic rate of pay, in addition to the holiday pay already included in the monthly salary. Overtime pay may also apply for hours exceeding normal working hours.
By mutual agreement, the employer and employee may substitute another public holiday. Time off in lieu may be agreed only for employees who are not covered by Part IV of the Employment Act.
Employers should clearly explain how public holidays are managed, particularly for shift workers, employees on alternative work schedules and businesses operating every day of the week. This helps employees understand when they are entitled to paid time off and how compensation is calculated if they work on a public holiday.
Many employers include a public holiday section within their leave policy in Singapore, so employees have a single reference for all leave and time off arrangements.
In summary, employees in Singapore are entitled to 11 paid public holidays each year, and employers must provide the appropriate time off or compensation where employees are required to work on those days.
9. What leave entitlements apply during the probation period in Singapore?
Employees on probation are generally entitled to the same statutory leave benefits as other employees, although some leave entitlements depend on their length of service or whether they meet the qualifying requirements.
There is no separate set of statutory leave rules for probationary employees in Singapore under the Employment Act. If an employee qualifies for annual leave, sick leave Singapore, maternity leave or other statutory leave, being on probation does not remove those rights.
For example, paid annual leave and paid sick leave generally become available after three months of service, while paid sick leave is available once the employee has met the minimum service requirement and satisfies the eligibility conditions. Company policies may also provide additional leave benefits during probation.
Probationary employees covered by the Employment Act are entitled to paid public holidays without having to complete three months of service. Employees on probation may also qualify for maternity, paternity, shared parental, childcare or adoption leave once they meet the requirements applicable to that leave.
Employers in Singapore should clearly explain how leave is accrued, when employees become eligible for different leave types and whether any company benefits apply after probation has been completed.
An employer cannot defer a statutory entitlement until “confirmation” merely because its internal policy provides fewer benefits during probation. Any contractual distinction between probationary and confirmed employees must remain subject to statutory minimum rights.
In summary, probationary employees in Singapore are generally covered by the same statutory leave framework as confirmed employees. The amount of leave they receive depends on the eligibility rules for each leave entitlement rather than their probation status.
10. How can CXC streamline employee leave and time off management in Singapore?
CXC helps businesses manage employee leave in Singapore by administering statutory leave, maintaining accurate leave records and supporting compliance with local employment requirements.
Managing leave involves tracking different leave types, apply the correct eligibility rules, maintain accurate records and ensure statutory entitlements are administered consistently across the workforce.
CXC supports these day-to-day responsibilities by managing:
- Annual leave and leave balance tracking.
- Sick leave and supporting documentation.
- Maternity, paternity and other statutory family leave.
- Public holiday administration.
- Payroll adjustments linked to employee leave.
- Leave record management.
- Guidance on Singapore leave requirements.
For businesses using CXC’s Employer of Record (EOR) service, we also administer statutory leave as the legal employer, ensuring leave entitlements are managed alongside payroll, employment contracts and ongoing compliance. This gives you a single partner to support the employee lifecycle while reducing the administrative workload on your HR teams.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
DISCLAIMER: The information contained on this website is provided for general informational purposes only and should not be construed as legal, tax, or other professional advice on any subject matter. While we endeavor to ensure that the content is accurate and up to date, we make no warranties or representations of any kind regarding the completeness, accuracy, reliability, suitability, or availability of the information contained herein. The content on this site is not intended to be a substitute for professional advice. Users should not act or refrain from acting based on any information on this website without seeking the appropriate legal, tax, or other professional advice tailored to their specific circumstances from qualified professionals. We expressly disclaim all liability in respect to actions taken or not taken based on any or all of the contents of this website. Use of the information on this site does not create an attorney-client, tax advisor-client, or any other professional-client relationship between the user and the website or its authors.
Australia/New Zealand Head Office
Asia Head Office
EMEA Head Office
North America Head Office
Latin America Head Office
Level 3, 99 Walker Street
North Sydney, NSW 2060 Australia
