Expanded Leave That Sets Singapore Apart
From 1 April 2025, Singapore raises Government‑Paid Paternity Leave (GPPL) from two to four weeks, fully funded by the state. This mandatory entitlement moves Singapore well clear of many OECD peers where paternity leave tends to be optional or much shorter, and often underutilised. At 100% pay, it aligns with pay practices in countries like Spain and the Netherlands but exceeds the standard two-week provisions in many advanced economies including Australia, the UK, and New Zealand .
Singapore’s parental leave support is further enhanced by Shared Parental Leave (SPL)—initially announcing six weeks in 2025, rising to 10 weeks by April 2026. These weeks are paid in full by the government, not employers, providing both financial certainty and flexibility for families. By contrast, while Nordic countries like Sweden offer generous parental leave, much of that is unpaid or shared across long timeframes. Singapore’s approach combines both length and high payment rate, giving parents real choice and parity.
Leave Flexibility Designed Around the Modern Family
The SPL scheme allows parents to share the leave—some or all—within the child’s first year, taking it in blocks or separately. This adaptable design respects different family structures and caregiving schedules, including those of gig-economy and contract workers who are covered under government reimbursement schemes for SPL .
A mandatory four-week notice period, minimal notice for flexible leave-taking, and strengthened employment protection for fathers and adoptive parents ensure workplaces can plan while parents retain job security. These practical safeguards outmatch many countries where leave rights exist but lack firm legal protection or require negotiation on a case-by-case basis.
Global Context: Singapore’s Advantage
Whereas Singapore now offers up to 30 weeks of fully paid parental leave when combining GPML, GPPL, and SPL, many developed countries provide far less. OECD countries average only 18.5 weeks of paid maternity leave, and paternity leave is typically short and unpaid—particularly in economies like the US, which mandates none at the federal level .
Even Europe’s Nordic nations—widely praised for family-friendly policies—often include parental leave that is partially unpaid or very long but less flexible. Singapore’s mix of shorter duration with high payment rates and flexibility offers practical and accessible support, especially for dual-career families.
Why This Matters for Families and Employers
For families, the enhanced leave scheme encourages shared caregiving, deeper bonding, and a healthier work‑life balance—reducing the common “motherhood penalty” and encouraging equal participation from both parents. Empirical studies show that paid leave correlates with better maternal and child health outcomes, lower infant mortality, and higher paternal involvement .
For employers, the shift signals a move toward long-term retention, bigger morale levers, and national alignment in caregiving culture. With government reimbursement for leave, employers face fewer financial burdens while still benefiting from more motivated, supportive take-up across the workforce.
SG60 Reflection
Within Singapore’s 60-year journey, enhanced parental leave marks another step forward—towards a nation that not only grows economically, but invests in family, equity, and shared caregiving. By ensuring time and protection for both parents, Singapore now matches or exceeds many advanced economies, reinforcing its social policies as a model for the region.
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