Expanding into Singapore gives global companies access to a highly skilled workforce and a business-friendly regulatory environment. However, leave compliance often becomes a challenge, especially for startups and fast-growing companies.
The Leave Policy in Singapore is a legally enforceable employment requirement governed by the Employment Act and regulated by the Ministry of Manpower (MOM). Even small errors in leave calculation or record-keeping can lead to disputes, audits, or penalties. This guide explains employee leave in Singapore, outlines statutory and optional leave types, highlights common compliance risks, and shows how global companies particularly those expanding from India can manage leave policies effectively through technology or Employer of Record (EOR) services.
Overview of Leave Policy in Singapore Under the Employment Act
The Employment Act is the primary legislation governing employment conditions in Singapore, including leave. It establishes baseline protections while allowing employers flexibility to offer more generous terms.
One key feature of Singapore’s system is contractual supremacy above the minimum employers can enhance benefits, but they cannot offer less than what the law mandates.
Another defining factor is enforcement. MOM actively investigates complaints, conducts audits, and penalizes employers who fail to comply with leave provisions, especially for sick leave, maternity leave, and public holidays.
Employees Covered Under Singapore Leave Laws
Most employees in Singapore are covered by the Employment Act, including:
- Local employees
- Foreign employees on Employment Pass (EP), S Pass, or Work Permit
- Full-time and part-time employees
While certain senior executives may be excluded from specific provisions, leave entitlements generally apply broadly, including to foreign nationals. This is particularly relevant for global companies hiring remote or expatriate talent in Singapore.
What Is Leave for Employees? Understanding Leave Entitlements in Singapore
At its core, leave refers to approved time away from work that employees are entitled to under law, contract, or company policy. In Singapore, leave is treated as a statutory right, not a discretionary benefit, once eligibility conditions are met.
Unlike some countries where leave policies are largely employer-driven, Singapore’s framework is rule-based and tightly regulated. The Employment Act sets minimum standards for various leave types, and employers must incorporate these standards into their HR leave policy and employment contracts.
For employees, leave ensures rest, recovery, and family support without loss of income. For employers, leave policies are a compliance obligation that also influences retention, employer branding, and productivity.
Statutory Leave vs Company Leave in Singapore
Singapore distinguishes clearly between:
- Statutory leave, which employers must provide by law
- Company or discretionary leave, which employers may offer beyond the statutory minimum
Statutory leave applies once eligibility thresholds such as length of service are met. Company leave, while optional, becomes legally binding once documented in contracts or employee handbooks. This means poorly drafted policies can expose employers to disputes even if the leave was intended as a “benefit.”
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 (2026) |
| 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
Singapore’s statutory leave policy includes minimum annual leave, sick leave, maternity and paternity leave, childcare leave, and public holidays as defined under the Employment Act.
Eligible employees are entitled to a minimum of 7 days in their first year, increasing annually up to at least 14 days.
Yes, paid sick leave is mandatory once eligibility conditions are met and supported by a valid medical certificate.
Foreign employees are generally eligible if they meet service requirements, though government-paid portions may depend on citizenship criteria.
Employers may face fines, back payments, audits, and reputational damage for failing to comply.
Yes, employers may offer more generous leave, but not less than statutory minimums.
The best system integrates leave tracking with payroll, supports statutory rules, and maintains audit-ready records often paired with local compliance expertise.
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.