Understanding Singapore’s New Parental Leave Enhancement: What It Means for Parents & Employers

New Parental Leave Enhancement in Singapore

Following Prime Minister Lawrence Wong’s announcement during his 2024 National Day Rally speech, the parental leave landscape in Singapore has undergone a significant change. As of 1 April 2025, eligible would-be parents in Singapore are entitled to the New Parental Leave Enhancement, which includes the expanded Government-Paid Paternity Leave (“GPPL”) and Shared Parental Leave (“SPL”).

This policy shift underscores Singapore’s commitment to supporting working families, promoting shared caregiving responsibilities, and encouraging better work-life balance. The New Parental Leave Enhancement not only provides fathers with more time to bond with their newborns but also empowers couples with flexibility in how they allocate leave between parents. Businesses, meanwhile, are encouraged to adapt HR practices to align with these reforms, ensuring compliance while supporting family-friendly workplace cultures.

In this article, we unpack the changes to GPPL and introduction of the SPL.

Government-Paid Paternity Leave
The four-week GPPL mandate is now officially in effect. As of 1 April 2025, all employers must provide a total of four (4) weeks of paternity leave to eligible fathers¹ whose children are born on or after 1 April 2025.² As the name suggests, the government continues to reimburse or pay for the salaries of eligible fathers at their gross rate of pay (up to a limit of $2,500 per week) during their GPPL.

To support better planning and operations, employees who intend to take GPPL in a continuous block must give their employers four (4) weeks’ notice (i.e. the prescribed notice period).³

Like the existing framework of GPML, it is unlawful for employers to dismiss or issue a notice of dismissal to fathers on GPPL.⁴ Employers who breach this rule may face penalties, and affected employees can file claims to recover unused leave entitlements lost due to dismissal.

Shared Parental Leave Scheme
The SPL scheme is being rolled out in two stages based on the date of the child’s birth. If the child’s birth date falls between 1 April 2025 and 1 April 2026, eligible parents⁵ will be entitled to 6 weeks of SPL. If the child’s birth date falls after 1 April 2026, this entitlement increases to 10 weeks. The SPL is separate from and in addition to GPML and GPPL. SPL is also applicable to adoptive parents, and the relevant date for assessment is the eligibility date of the application to adopt the child.⁶

The prescribed notice period for employees who intend to take SPL in a continuous block is four (4) weeks.⁷ Eligible parents should commence SPL in one continuous block after their maternity and paternity leaves are fully consumed, within 26 weeks from the child’s birth date.⁸ However, parents may reach an alternative arrangement with their employers to take SPL in a number of tranches and within 12 months from the child’s date of birth.⁹

The default position is that SPL is split equally between both parents. Parents can change this sharing arrangement in LifeSG freely within 4 weeks of the child’s birth date. Beyond that, the parents must obtain their respective employers’ consent for any changes.¹⁰

As with GPPL and GPML, eligible parents will continue to be paid their gross rate of pay (up to a limit of $2,500 per week, inclusive of any Central Provident Fund contributions payable by the employer and employee) during their SPL.¹¹ Employers may then submit their claim for reimbursement on the Government-Paid Leave Portal after the parent has taken their SPL.¹²

Unlike GPPL and GPML, parents on SPL are not protected from dismissal, or from being issued a notice of dismissal. However, employees who believe they were wrongfully dismissed while on SPL can still seek recourse under the Employment Act. The upcoming Workplace Fairness Legislation will further strengthen protections against unfair dismissal and discrimination, offering greater support across all parental leave schemes in due course. For more information, please refer to our legal update on the Workplace Fairness Act at https://www.linkedin.com/feed/update/urn:li:activity:7335145640349286401.

If you have any questions about how the impending legislation will impact your business, please do not hesitate to contact us:

Matthew Teo: matthew.teo@helmsmanlaw.com

Irvin Ho: irvin.ho@helmsmanlaw.com

This publication is provided for general information purposes only and does not constitute legal or professional advice. It does not purport to be comprehensive or address every aspect of the matters discussed. While we strive to ensure the accuracy of the information at the time of publication, we make no representations or warranties as to its accuracy, completeness, or suitability for any particular purpose. You should seek specific legal or professional advice before taking any action based on the contents of this publication. We do not accept any liability for any loss or damage arising from any reliance placed on this publication or its contents. No lawyer-client relationship is created by this publication.

¹ The eligibility of a father to GPPL is prescribed under s 12I of the Child Development Co-Savings Act 2001 (the “Act”).

² Section 12H of the Act.

³ Section 4A of the Child Development Co-Savings (Leave and Benefits) Regulations 2017.

⁴ Section 12H(6) of the Act.

⁵ The eligibility of parents to SPL is prescribed under Section 12DA(1) of the Act.

⁶ Section 12DA(7) of the Act.

⁷ Section 4A of the Child Development Co-Savings (Leave and Benefits) Regulations 2017.

⁸ Section 12DA(2)(a)(i) of the Act.

⁹ Section 12DA(2)(a)(ii) of the Act.

¹⁰ https://www.profamilyleave.msf.gov.sg/schemes/shared-parental-leave

¹¹ Section 12DB(1) of the Act.

¹² https://www.profamilyleave.msf.gov.sg/schemes/shared-parental-leave