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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

Public holidays are an essential aspect of Singapore’s multicultural society, offering employees time to celebrate cultural traditions, religious events, and national milestones. As an employer, understanding these public holidays in Singapore helps you manage operations effectively while ensuring employees enjoy their entitlements.

How many public holidays are there in Singapore?

There are 11 official public holidays in Singapore, reflecting the nation’s cultural diversity. These holidays provide employees with paid time off to observe important occasions. Below is the list of all public holidays in Singapore for 2025:

1 January
New Year’s Day
29 January
30 January
Chinese New Year
31 March *
Hari Raya Puasa
18 April
Good Friday
1 May
Labour Day
12 May
Vesak Day
7 June
Hari Raya Haji
9 August
National Day
20 October
Deepavali Day
25 December
Christmas Day

(*Dates marked with an asterisk are subject to confirmation by the Islamic calendar.)

The average number of 11 public holidays in Singapore provides employees with many opportunities to rest and celebrate.

Other holidays in Singapore

While all 11 public holidays are widely recognised, some organisations provide additional time off for other occasions. Employers may also grant leave for significant cultural or religious events not included in the official list.

Moreover, if a public holiday falls on a rest day (such as a Sunday), employees are entitled to a day off in lieu, in accordance with employee leave laws in Singapore. For industries that operate during public holidays, such as hospitality and healthcare, employees working on these days are entitled to either an extra day’s salary or a replacement day off.

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.

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