Singapore, a leading financial hub and gateway to Asia, is one of the most attractive destinations for global companies expanding into the region. With a strong legal framework, world-class infrastructure, and a highly skilled workforce, it remains a prime location for hiring in Singapore and building cross-border teams. However, compliance with Singapore’s labor laws is essential for companies entering the market.
One of the most important aspects of compliance is the leave policy in Singapore, which ensures employee welfare, fair workplace practices, and alignment with global standards. Governed by the Employment Act and supplemented by contractual agreements, Singapore’s leave framework is both structured and adaptable to business needs.
This guide provides employers, HR managers, and employees with a detailed overview of leave entitlements in Singapore, including annual leave, maternity and paternity benefits, childcare leave, sick leave, public holidays, and other special leave types.
Table of Contents
- Adoption Leave in Singapore
- Earned Leave (Annual Leave) in Singapore
- Maternity Leave in Singapore
- Parental Leave in Singapore
- Paternity Leave in Singapore
- Public Holidays in Singapore
- Sick Leave Policy in Singapore
- Casual Leave in Singapore
- Unpaid Leave in Singapore
- Other Special Leave Types in Singapore
- Digital Leave Management in Singapore with Asanify AI
- FAQs on Leave Policy in Singapore
Adoption Leave in Singapore
Adoption leave in Singapore is granted to adoptive mothers or fathers, supporting them in caring for their child during the early adjustment period.
- Duration: Eligible working mothers (including self-employed) who adopt a child below 12 years old are entitled to 12 weeks of paid adoption leave.
- Eligibility: The adoptive parent must be a Singapore citizen or have a Singapore citizen child.
- Payment: Funded by the government, capped at prevailing salary limits.
- Employer responsibility: Employers must process applications fairly and ensure timely payroll processing for leave entitlements.
Earned Leave (Annual Leave) in Singapore
Annual leave in Singapore depends on the employee’s length of service and is governed by the Employment Act.
- Employees are entitled to a minimum of 7 days of paid annual leave after completing one year of service.
- Entitlement increases by 1 additional day per year, up to a maximum of 14 days.
- Many companies provide more than the statutory minimum under contractual agreements, especially for senior roles.
- Employers must ensure proper recording and calculation of leave balances to remain compliant.
Payroll management plays a critical role in ensuring correct payouts when employees encash unused leave upon resignation or termination.
Suggested Read: EOR Singapore: A Detailed Guide on Employer of Record 2025
Maternity Leave in Singapore
Maternity leave in Singapore safeguards working mothers and supports family well-being.
| Feature | Details |
| Maternity Leave | 16 weeks (paid), extendable under specific conditions |
| Eligibility | Child must be a Singapore citizen, and mother must have served employer for at least 3 months before birth |
| Payment | Funded jointly by employer (first 8 weeks) and government (subsequent 8 weeks) |
| Notice Requirement | Employee must inform employer at least 1 week before leave starts |
Employers must ensure compliance by submitting claims on time and integrating Employer of Record Services Singapore to handle statutory requirements.
Parental Leave in Singapore
Parental leave provisions encourage shared caregiving between both parents.
| Type of Parental Leave | Duration | Details |
| Government-Paid Paternity Leave (GPPL) | 2 weeks | For fathers of Singapore citizen children |
| Shared Parental Leave (SPL) | Up to 4 weeks | Transferable from mother’s entitlement to father |
| Childcare Leave | 6 days | For parents with children under 7 years |
| Extended Childcare Leave | 2 days | For parents with children aged 7–12 years |
Global Contractor Management solutions often help international employers align their benefits with Singapore’s statutory framework, ensuring global parity.
Paternity Leave in Singapore
Fathers in Singapore are entitled to 2 weeks of paid Government-Paid Paternity Leave (GPPL).
- Must be taken within 12 months of the child’s birth.
- Funded by the government, capped at salary thresholds.
- Employers must process claims and update internal payroll systems accordingly.
Public Holidays in Singapore
Singapore observes 11 gazetted public holidays annually.
| Holiday | Date (2025) |
| New Year’s Day | 1 January |
| Chinese New Year | 29–30 January |
| Good Friday | 18 April |
| Hari Raya Puasa | 31 March |
| Labour Day | 1 May |
| Vesak Day | 12 May |
| Hari Raya Haji | 7 June |
| National Day | 9 August |
| Deepavali | 20 October |
| Christmas Day | 25 December |
Note: If a holiday falls on a rest day, the following working day is treated as a paid holiday. Employers must adjust schedules and payroll accordingly.
Sick Leave Policy in Singapore
Sick leave entitlements depend on service length and medical certification.
| Type | Entitlement |
| Paid Outpatient Sick Leave | Up to 14 days per year |
| Hospitalisation Leave | Up to 60 days (inclusive of 14 outpatient days) |
Employees must produce a valid medical certificate (MC) from an approved doctor. Employers must integrate leave records into payroll systems to avoid disputes.
Casual Leave in Singapore
Casual leave is not a statutory entitlement but is often included in company policies. Employees may request short-term leave for personal or urgent matters.
- Typically 1–2 days per request.
- Granted at employer’s discretion.
- Usually unpaid unless provided under company HR policies.
Unpaid Leave in Singapore
Unpaid leave is commonly granted for extended personal, educational, or family reasons.
- Employees may request unpaid leave for studies, travel, or caregiving.
- Approval rests with the employer, but practices must remain non-discriminatory.
- Extended unpaid leave must be documented to ensure proper compliance with the Employment Act.
Other Special Leave Types in Singapore
Singapore provides additional leave types under various schemes:
- Marriage Leave: Often 1–3 days, depending on company policy.
- Bereavement Leave: Typically 2–5 days for immediate family members.
- Maternity Protection: Flexible arrangements for premature births or complications.
- National Service Leave: For employees called up for reservist duties under the Enlistment Act.
Suggested Read: Labour Laws in Singapore: A Complete 2025 Guide
Digital Leave Management in Singapore with Asanify AI
Managing leave in Singapore can be complex due to multiple statutory schemes, government reimbursements, and company-specific benefits. Manual management risks errors in payroll and compliance. Asanify AI offers automated solutions designed for Singaporean and global teams.
Here’s how Asanify simplifies leave management:
- Real-time leave tracking for managers and employees.
- Slack and mobile-based approvals, reducing HR bottlenecks.
- Integrated payroll processing to handle statutory leave payouts, government reimbursements, and encashments.
- Audit-ready compliance reports aligned with Singapore’s Employment Act.
- Automation for parental and childcare leave schemes, ensuring no errors in complex eligibility cases.
By partnering with EOR in Singapore through Asanify, global companies ensure compliance with local laws while offering employees a seamless experience. Employer of Record Services Singapore further reduce risk by handling statutory filings and payroll processing end-to-end.
FAQs
At least 7 days, increasing up to 14 days depending on years of service.
Eligible mothers receive 16 weeks of paid maternity leave, funded by employer and government.
Yes, 2 weeks of Government-Paid Paternity Leave.
The following working day becomes a paid holiday.
Yes, childcare leave is government-paid (partially or fully depending on eligibility).
14 days outpatient and up to 60 days hospitalization leave per year.
By partnering with Asanify for EOR in Singapore and Global Contractor Management, ensuring error-free payroll processing and leave compliance.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
