Managing employee leave entitlements is a crucial aspect of workforce management in Singapore. The country's robust labor laws, primarily governed by the Employment Act, set out clear guidelines for various types of leave, ensuring fair treatment and work-life balance for employees. Understanding these statutory requirements is essential for employers to remain compliant and foster a positive working environment. While the Employment Act provides minimum standards, many companies choose to offer more generous leave benefits as part of their employee value proposition.
Navigating the specifics of annual leave, public holidays, sick leave, and parental leave requires careful attention to detail, especially as entitlements can vary based on factors like length of service and employee type. For companies operating in Singapore, whether local or international, adhering to these regulations is not just a legal obligation but also key to effective talent management and operational efficiency.
Annual Vacation Leave
Employees covered by the Employment Act are entitled to a minimum number of days of paid annual leave. This entitlement increases with the employee's length of service with the same employer.
| Years of Service | Minimum Annual Leave Entitlement (Days) |
|---|---|
| 1 | 7 |
| 2 | 8 |
| 3 | 9 |
| 4 | 10 |
| 5 | 11 |
| 6 | 12 |
| 7 | 13 |
| 8 or more | 14 |
Annual leave entitlements are pro-rated for employees who have not completed a full year of service. Employers and employees should agree on when leave is to be taken. Unused annual leave can typically be carried forward or encashed based on company policy or mutual agreement, subject to the Employment Act's provisions on forfeiture if not taken within a specified period (usually 12 months after the end of the year in which the leave is earned).
Public Holidays
Singapore observes 11 gazetted public holidays each year. Employees are entitled to a paid day off on these holidays. If a public holiday falls on a rest day, the following working day is a paid holiday. If an employee is required to work on a public holiday, the employer must pay them an extra day's salary or grant them a day off in lieu, depending on the agreement or collective agreement.
Here are the public holidays for 2025:
| Date | Day of the Week | Holiday Name |
|---|---|---|
| January 1 | Wednesday | New Year's Day |
| January 29 | Wednesday | Chinese New Year |
| January 30 | Thursday | Chinese New Year |
| April 18 | Friday | Good Friday |
| May 1 | Thursday | Labour Day |
| May 12 | Monday | Hari Raya Puasa |
| June 9 | Monday | Vesak Day |
| July 7 | Monday | Hari Raya Haji |
| August 9 | Saturday | National Day |
| October 31 | Friday | Deepavali |
| December 25 | Thursday | Christmas Day |
Note: If National Day (August 9) falls on a Saturday in 2025, the following Monday (August 11) will be a public holiday.
Sick Leave Policies
Employees are entitled to paid sick leave if they have served the employer for at least three months and have obtained a medical certificate from a registered doctor or dentist. The number of paid sick leave days an employee is entitled to depends on their length of service.
| Years of Service | Paid Sick Leave (Non-hospitalisation) | Paid Sick Leave (Hospitalisation) |
|---|---|---|
| 3 - 6 months | 5 days | 15 days |
| 6 months - 1 year | 8 days | 30 days |
| 1 year or more | 14 days | 60 days |
The entitlement for paid sick leave (hospitalisation) includes the entitlement for paid sick leave (non-hospitalisation). For example, an employee with one year of service is entitled to a total of 60 days of paid sick leave, of which up to 14 days can be for non-hospitalisation.
Parental Leave
Singapore provides various types of parental leave to support working parents.
Government-Paid Maternity Leave (GPML)
Eligible mothers are entitled to 16 weeks of GPML if their child is a Singapore citizen and they meet eligibility criteria (e.g., employed for a continuous period before birth). The government co-funds the maternity leave pay, with the employer paying the employee their gross rate of pay during the leave period and then claiming reimbursement from the government. For the first two confinements, the government pays for the 9th to 16th week, capped at a certain amount per week. For the third and subsequent confinements, the government pays for all 16 weeks, also capped.
Government-Paid Paternity Leave (GPPL)
Eligible fathers are entitled to 2 weeks of GPPL if their child is a Singapore citizen and they meet eligibility criteria (e.g., married to the child's mother, employed for a continuous period before birth). This leave is fully paid by the government, capped at a certain amount per week. Fathers can take this leave within 12 months from the child's birth.
Government-Paid Shared Parental Leave (GPSPL)
Eligible fathers can share up to 4 weeks of the mother's 16 weeks of GPML, subject to the mother's agreement. This leave is also fully paid by the government, capped at a certain amount per week.
Government-Paid Adoption Leave (GPAL)
Eligible adoptive mothers are entitled to 12 weeks of GPAL if they adopt a Singapore citizen child below 12 years old (or below 18 if the child has special needs) and meet eligibility criteria. The government co-funds the adoption leave pay for the 9th to 12th week for the first two adoptions, capped at a certain amount per week. For the third and subsequent adoptions, the government pays for all 12 weeks, also capped.
Other Types of Leave
Beyond the statutory entitlements, employers in Singapore may offer additional types of leave based on company policy or collective agreements. These can include:
- Bereavement Leave: Provided to employees upon the death of a family member. The duration varies by company.
- Study Leave: Offered to employees pursuing further education or training relevant to their job.
- Sabbatical Leave: Longer periods of leave, often unpaid, granted to employees after a significant tenure with the company.
- Marriage Leave: Provided to employees getting married.
- Childcare Leave: Parents of Singapore citizen children below 7 years old are entitled to 6 days of paid childcare leave per year per parent, capped at a certain number of days depending on the child's age and the parent's length of service. This is a statutory entitlement.
- Extended Childcare Leave: Parents of Singapore citizen children aged 7 to 12 years old are entitled to 2 days of paid extended childcare leave per year per parent, subject to eligibility. This is also a statutory entitlement.
- National Service (NS) Leave: Employers are required to grant leave to male employees for National Service duties, such as In-Camp Training (ICT). Employees receive their usual salary from the employer during ICT, and the employer can claim reimbursement from the government. This is a statutory requirement.
While some of these, like childcare and NS leave, have statutory backing, others like bereavement, study, marriage, and sabbatical leave are typically discretionary benefits offered by employers.
