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Updated on 9 Nov 2023 in Business | Suki Bajaj
Establishing a family-friendly environment within workplaces is important to maintain a healthy work-life balance. According to Mercer, initiatives like family care leave don’t only give both genders the ability to
care for their families but are also valuable tools for attracting and retaining talent. [1]
To help the working parents to manage their priorities between work and family, the Singapore Government has established extensive policies on family care leave, giving an opportunity for all families to stay together when it matters most.
To help the working parents to manage their priorities between work and family, the Singapore Government has established extensive policies on family care leave, giving an opportunity for all families to stay together when it matters most.
Singapore's family care leave is in accordance with the Child Development Co-Savings Act, depending on specific criterias. To know more about these criterias, here are the terms and conditions that fall under the family care leave entitlement in Singapore.
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Employees can apply for childcare leave or parental leave when the need arises to look after their children. For instance, when their child gets sick or if they need to bring their children to the first day of school, and other situations.
The Child Development Co-Savings Act covers all parents who are Singapore citizens in which they're entitled to 6 days of paid childcare leave per year. Take note that employees may be entitled to 2 days of extended childcare leave per year if their youngest child is in primary school.
On the other hand, eligible working fathers (including self-employed) are entitled to 2 weeks of paid paternity leave. The Government Paid Parental Leave (GPPL) entitlement per week depends on the number of the employee's working days in a week.
Eligibility for childcare leave and paternity leave can be granted if all of the following statements are met:
Here are some important reminders about childcare leave and parental leave:
Employees may also use this childcare leave calculator to check how much leave they're entitled to.
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Shared parental leave is important to help employees take care of their families without sacrificing their job, eliminating the struggle of choosing between family and work.
A working father can apply to share up to 4 weeks of his wife’s 16 weeks of Government-Paid Maternity Leave (GPML), subject to the wife’s agreement.
If the citizen child is born or has an estimated delivery date (EDD) on or after July 1, 2017, the employee is entitled to take up to 4 weeks of shared parental leave.
If the citizen child is born or has an EDD before July 1, 2017, the employee will be entitled to 1 week of shared parental leave.
Here are some of the recent amendments to the Child Development Co-Savings Act:
There were also some changes made for working fathers and adoptive mothers who previously didn’t qualify for paternity leave or adoption leave due to their employment arrangements. [3]
This will also be allowed for retrenched parents who didn’t manage to take their leave.
The generous changes are made to recognise the value of having "progressive employers" in helping the working parents, especially those who are new to their companies.
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Working mothers (including self-employed) can enjoy maternity leave benefits under the Government Paid Maternity Leave (GPML) scheme. This will help provide sufficient time to recover from childbirth and to take care of newborns.
Working mothers will be entitled to either 16 weeks of GMPL or 12 weeks of maternity leave, depending on the following criteria:
Here are some important reminders about maternity leave:
Employees may also use this maternity leave calculator to better plan for their maternity leave dates.
To apply for family care leave, employees may download and fill in the application form from the Government-Paid Leave Portal, before submitting it along with the required supporting documents. Those who are self-employed may submit their claim directly via the portal.
Supervising leave applications are made easier with QuickHR’s fool-proof leave management system where appropriate managers will have a multi-tiered approval system. They'll automatically get notified of leave requests and approve or decline them in an instant.
QuickHR’s leave management system is interconnected with multiple HR modules such as payroll, attendance and timesheets, claims, and performance evaluation, helping businesses to build solid HR strategy with automated, streamlined, and accurate HR processes.
A simple and easy-to-use solution, QuickHR ensures that leave applications are processed accordingly along with accurate calculation of wages, based on varied shift plans as well as flexible overtime computation and automated incentives for punctuality.
QuickHR also simplifies multiple paid leave distributions for full-time, part-time, and freelance employees with different pay periods.
Moreover, annual/monthly leave reports are presented in analytical graphs or on spreadsheets, making it easier to keep track of the employee's leave status.
With flexible and multi-functional settings, QuickHR will be fully compatible with the early business needs and the long-term demands of an organisation. If you want to know more about it, you may request a free demo with absolutely no terms and conditions!
Once again, we hope that you've enjoyed a good read. And remember, Think Now, Think Far, Think QuickHR.
* Get in touch with us at quickhr.co/contact-us to find out more about our state-of-the-art HRMS solution!
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