As paternity leave Singapore rules have changed twice in the last 2 years HR teams often still have policies that reflect the previous 2 weeks. Today, fathers will be entitled to 4 weeks Government Paid Paternity Leave and a shared leave pot. As HR are responsible for ensuring staff are given the correct entitlement, this could result in a cost to your company if you make mistakes with the notice periods and claiming reimbursement. This paternity leave compliance guide provides the information needed, starting from the basics.
Paternity Leave Singapore 2027: What Has Changed?
● Government Paid Paternity Leave (GPPL) became mandatory for 4 weeks from the 1st April 2025 (previously 2 weeks mandatory and 2 weeks voluntary)
● Shared Parental Leave (SPL) became available from the 1st April 2025 for 6 weeks
● SPL increased to 10 weeks from the 1st April 2026
● No further changes to GPPL or SPL have been announced for paternity leave Singapore 2027, so the paternity leave Singapore 2026 update (SPL moving to 10 weeks) continues to apply
● Entitlements are based on child’s date of birth, this means that two employees could have different entitlements if they apply on the same day.
Paternity Leave Singapore for Father: Entitlements
Under paternity leave Singapore for father rules, eligible fathers will receive 4 weeks GPPL. Conditions to qualify are:
● Child is a Singapore Citizen
● Father is legally married to the mother of the child (Other conditions apply for adoption and legitimation cases. Please check MOM)
● Father has worked for the same employer/self-employed for at least 3 months prior to birth
● At least 4 week notice is given (unless agreed with employer)
Leave has to be taken within 12 months of birth and must be taken in one block or in instalments. During the leave the employer should pay the employee their salary and claim reimbursement from the portal. There is a maximum limit to claim of S10,000 per child including CPF.
Paternity Leave Singapore for Parents: Shared Parental Leave
For paternity leave Singapore for parents, there is a shared leave pot of 10 weeks that can be split between parents. By default will have 5 weeks each. Parents could choose to switch how they split their leave pot. This leave is taken after maternity/paternity leave and is on-top of the maternity/paternity leave entitlement. The same 12 month rule applies here as maternity/paternity leave and there is a 4 week notice period. There is a maximum amount to claim for reimbursement of S$2,500 per week.
A search for paternity leave Singapore for women will often come up, however the statutory 4 weeks leave is for fathers. Mothers of Singapore Citizen children will take 16 weeks Government Paid Maternity Leave Singapore. Shared leave will be split between the father and mother.
This means 2 employees at the same company could be out of the office for a total of 30 weeks (16 maternity + 4 paternity + 10 shared). Ensure you have cover in place.
Paternity Leave Compliance Guide: What Employers Need to Do
Use this paternity leave compliance guide checklist to keep your policy aligned with the rules:
● Provide leave with no adverse impact on pay, appraisals or roles
● Check all entitlements are in place (Citizenship, Marriage, Tenure, Date of Birth)
● Salary is paid during leave and claims submitted on time attendance system singapore
● Maintain full records of notice periods, leave taken and claims
● Ensure handbooks and leave systems are updated to reflect entitlements for 10 weeks SPL
Pros and Cons for Employers
Pros
● Government will reimburse up to S$2500 per week for GPPL/SPL
● Statutory rules are clear to ensure consistency
● Fathers who are supported are likely to stay in their role longer reducing replacement costs
Cons
● Employer will pay initially and wait for reimbursement
● 3 different leave entitlements could be confusing
● If an employee earns more than S$2500 per week there will be a cost to you
● Long periods of absence require planning in cover. If claims are missed there will be a loss
Best Practices for Paternity Leave Singapore
The best paternity leave singapore compliance guide Singapore employers will offer more than the statutory 4 weeks, and the top paternity leave Singapore employers treat that as a floor. Some common practices are:
● Pay more than the maximum claim
● Have a clear policy in place in your handbook. Clearly state how notice periods will work
● Train managers to easily approve the leave
● Ensure the policy applies to adoptive fathers and non-traditional families
Back to Work After Paternity Leave in Singapore
Back to work after paternity leave in Singapore is an important part of compliance and retaining staff. Have a conversation with the employee to agree a handover plan. You should remember that SPL can be taken after GPPL within the 12-month window. The father may return to work and then go on leave.
Employers must have a process in place to consider flexible working arrangements. Under the Tripartite Guidelines on Flexible Work Arrangement Requests they must respond within 2 months. A common example would be where the father wants to change their hours after their paternity leave. Ensure the leave does not impact on their appraisal.
Paternity Leave Singapore 2028
Currently no change has been announced for Paternity Leave Singapore 2028 births, and the rules show 4 weeks GPPL and 10 weeks SPL. There was no indication of an increase in the sources we looked at. However the trend is moving to shared leave so we recommend checking MOM every year when reviewing your policy.
How an HRMS Can Help Reduce Administration
As entitlements depend on birth date, notice periods and shared leave it can become very complicated to track manually. Using an HRMS like Voyon Folks allows HR teams to:
● Set different leave types for maternity/paternity/shared parental leave
● Automatically apply the correct SPL entitlement (6 weeks or 10 weeks) based on the child’s date of birth
● Track notice periods and approvals with an audit trail
● Generate reports to support claims
You will still be responsible for making the claims and ensuring they are eligible. Find out more here www.voyonfolks.com/regional-home/asia.
Conclusion
Best paternity leave singapore has become a complex entitlement. If employers understand the dates, qualify and claims process this will help avoid any issues with cashflow and building trust with your employees. Use the statutory rules as a base and focus on creating a smooth return to work.
Frequently Asked Questions
1. How much paternity leave do fathers get in Singapore in 2027?
Eligible fathers of Singapore citizen children get 4 weeks of GPPL. They also share a 10 week SPL pool with the mother for births from 1 April 2026.
2. Who pays for paternity leave?
The employer pays salary during leave, then claims reimbursement. The cap is S10,000 per child for GPPL, inclusive of CPF.
3. How much notice must a father give?
At least 4 weeks, unless the employer agrees to shorter notice.
4. Does shared parental leave replace paternity leave?
No. SPL is additional and is used after maternity or paternity leave, within 12 months of the birth.
5. Can paternity leave be split?
Yes, within the 12 month window, subject to agreement with the employer on timing.
