Singaporean parents, rejoice! Prime Minister Lawrence Wong has announced a significant enhancement to parental leave policies during the National Day Rally 2024. This move aims to provide parents with more time to care for and bond with their newborns, reflecting the government’s commitment to supporting families during the crucial early stages of a child’s life.
So how will these changes benefit your family?
A Boost in Paternity Leave
Starting April 1, 2025, eligible working fathers will see their Government-Paid Paternity Leave (GPPL) increase from two to four weeks. Previously, the additional two weeks were optional, depending on employer approval, but they will soon become mandatory. This change underscores the government’s encouragement for fathers to take an active role in caregiving, allowing more time to support their partners and bond with their newborns.
Source: theAsianparent
Introducing the New Shared Parental Leave Scheme
The current Shared Parental Leave (SPL) scheme, which allows mothers to share up to four weeks of their maternity leave with fathers, will be replaced by a new SPL scheme. This new scheme, effective from April 1, 2025, introduces 10 weeks of paid parental leave to be shared between both parents. The implementation will occur in two phases to ease the transition for employers:
Phase 1: From April 1, 2025, parents will be entitled to six weeks of SPL.
Phase 2: From April 1, 2026, this entitlement increases to 10 weeks.
This scheme is designed to promote shared parental responsibility and flexibility, allowing parents to distribute the leave according to their family’s needs. The leave must be used within the first 12 months of the child’s birth, ensuring that parents can be present during the most formative period of their child’s life.
Enhanced Parental Leave: A Comparative Look at Paternity and Shared Parental Leave Schemes
|
|---|
| Aspect |
Current Scheme |
Improved Scheme |
| Government-Paid Paternity Leave (GPPL) |
Eligible fathers receive two weeks of GPPL, with an optional additional two weeks if employers allow. Employers granting additional leave are reimbursed by the Government. |
Starting April 1, 2025, the additional two weeks become mandatory, granting a total of four weeks of GPPL to fathers of Singaporean children born on or after this date. |
| Shared Parental Leave (SPL) |
Mothers can transfer up to four weeks of their 16 weeks of Government-Paid Maternity Leave (GPML) to their husbands. |
The new SPL scheme offers 10 weeks of paid leave shared between parents, effective April 1, 2025. It rolls out in two phases: 6 weeks from April 1, 2025, and 10 weeks from April 1, 2026. This is in addition to existing GPML and GPPL entitlements. |
Source: National Population and Talent Division
Flexibility and Support for All Parents
Source: iStock
The enhanced parental leave policies also cater to parents with irregular employment arrangements, such as contract workers. Under the new Shared Parental Leave Benefit scheme, these parents can claim reimbursement from the government for time taken off work to care for their infants. This inclusive approach ensures that all parents, regardless of their work situation, can participate in caregiving.
Balancing Family and Work Needs
While these enhancements are a boon for families, the government has also considered the impact on employers. To manage this, a minimum four-week notice period will be required before taking parental leave. This allows employers to adjust their operations accordingly, ensuring a smooth transition for both employees and businesses.
Moreover, the government is working closely with Tripartite Partners to provide resources and support for employers, helping them adapt to these changes. This collaborative effort aims to create a family-friendly work environment that benefits everyone involved.
Frequently Asked Questions About Enhanced Parental Leave
Q: Will parents qualify for the enhancements if their baby’s estimated date of delivery (EDD) is on or after April 1, 2025, but the baby is born before that date?
Absolutely! If your baby is fashionably early but had an EDD on or after April 1, 2025, you’re still in luck. You’ll qualify for all the fabulous enhancements, so get ready to enjoy those extra weeks of bonding time.
Q: What if we don’t give the required four-week notice before taking parental leave?
Oops! If you forget to give the four-week heads-up, your employer might not be able to grant your leave if they can’t make the necessary arrangements. For GPPL, Adoption Leave, and the new SPL, they might ask you to adjust your plans.For maternity leave, since it must start by the baby’s birth date, not giving notice means you’ll only get half of your pay during leave—unless there’s a good reason, like a surprise early arrival!
Q: How can we change our SPL sharing arrangement, and is there a deadline?
Flexibility is the name of the game! You can view and tweak your SPL allocation on the LifeSG website or app. Make sure to submit any changes within the first four weeks of your child’s birth. After that, you’ll need your employer’s blessing to make any further adjustments.
Q: How can employers verify their employee’s leave entitlement? Is there a system for checking leave sharing arrangements?
Yes, indeed! Starting April 1, 2025, employers can verify leave sharing arrangements through the Ministry of Social and Family Development’s (MSF) Government-Paid Leave Schemes (GPLS) portal. This system ensures that leave sharing adds up to 6 weeks (from April 1, 2025, to March 31, 2026) or 10 weeks (from April 1, 2026, onwards). Employers should chat with their employees and double-check arrangements on the portal to keep everything running smoothly.
Now that you’re armed with all the info, get ready to embrace the joys of enhanced parental leave and make the most of those precious moments with your new bundle of joy!
Singapore’s latest enhanced parental leave is a bold step toward a more family-first society, bringing big wins for parents, kids, and the community. With mandatory paternity leave and beefed-up shared leave, it’s not just about time off—it’s about levelling the playing field and empowering families.
This isn’t just policy. It’s a societal shake-up.
We’re not just ticking boxes—we’re rewriting the rulebook on what it means to support families. And as we roll out the red carpet for these changes, let’s ask ourselves…
Are we truly ready to embrace a more inclusive, family-focused future?
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