Compassionate Leave in Singapore: Meaning, MOM Rules & How It Works (2026 Guide)

What Is Compassionate Leave?

Compassionate leave, often known as bereavement leave, is a time off granted to employees when a close family member passes away or faces a critical, life-altering emergency.

It provides the necessary time and space for an employee to grieve the loss of a loved one and attend to critical and time-sensitive responsibilities, such as memorials and legal or financial arrangements.

Compassionate Leave vs Bereavement Leave — What’s the Difference?

In Singapore, the terms bereavement leave and compassionate leave are often used interchangeably.

Bereavement leave is typically the formal, clinical HR term used in policy documents. While compassionate leave is often favoured as it reflects the emotional and empathetic aspect of the time off, covering a potentially broader range of urgent family crises beyond just death.

Is Compassionate Leave Covered by MOM in Singapore?

The Ministry of Manpower (MOM) does not legally require employers to offer compassionate leave or bereavement leave to employees.

However, offering it is strongly encouraged as a best practice for prioritising employee welfare and fostering a supportive workplace culture.

Policies for compassionate leave in Singapore are typically set out in the employment contract or the company’s internal HR policies.

Who Qualifies for Compassionate Leave?

The eligibility for compassionate leave in Singapore typically applies to confirmed full-time employees, though some progressive companies extend it to contract or probationary staff.

The definition of immediate family usually includes:

• Spouse
• Parents
• Children
• Grandparents
• Siblings

Progressive policies, especially in Singapore, often extend eligibility to parents-in-law or grandparents-in-law, acknowledging strong cultural family ties.

How Many Days of Compassionate Leave Are Commonly Given?

While the number of days is determined by the employer, the typical duration is influenced by the employee's relationship with the affected family member.

The number of days an employer grants often depends on: 

• Closeness of relationship to the employee
• Cultural and religious mourning practices
• Travel needs (especially for out-of-state or overseas funerals)
• Whether the leave is paid, unpaid, or deducted from annual leave

Always keep in mind to define "immediate family" clearly in your leave policy to minimise confusion and prevent disputes during a time of emotional distress.

Examples of Compassionate Leave Situations

While primarily associated with a death, a comprehensive policy can cover other critical events.

• Death of an immediate family member
• Family funeral arrangements that require time away
• A life-threatening or critical illness/accident involving a close relative or dependent

For extended compassionate leave, employees may request it as a form of sabbatical leave if the company policy permits it for personal emergencies and if other applicable leaves have been exhausted.

Is Compassionate Leave Paid or Unpaid in Singapore?

In Singapore, most organisations choose to grant paid compassionate leave as part of their internal HR policy and employee benefits package.

The Employment Act does not mandate compensation, but it does allow companies to define these terms.

MOM encourages employers to show flexibility and empathy by granting paid time off in such circumstances, recognising the high emotional and practical burden on the employee.

How to Apply for Compassionate Leave (Step-by-Step)

For a smooth process and clear documentation, employees should follow these steps when they need to apply:

1. Notify the manager or HR department immediately upon the event.
2. State the relationship to the affected family member (e.g., parent, grandparent).
3. Submit a compassionate leave application through the required channel (HRMS, email, etc.).
4. Attach supporting documentation if available (e.g., death certificate, obituary) to validate the request.
5. Confirm the exact leave duration and expected return date to facilitate workforce planning.

How Employers Should Manage Compassionate Leave

Managing compassionate leave efficiently ensures your HR provides seamless support while maintaining compliance.

• Policy: Create a clear, easily accessible, and written compassionate leave policy.
• Automation: Automate leave tracking using an HRMS Leave Management System to reduce manual workload and eliminate risks of errors.
• Support: Provide emotional support resources, such as an Employee Assistance Programme (EAP) or HR check-ins.
• Payroll: Ensure paid leave days are automatically and accurately reflected in payroll.

Sample Compassionate Leave Email Template

Providing a ready-to-use template facilitates the application process during a stressful time:

Subject: Compassionate Leave Application: [Your Name]

Dear [Manager’s Name],

I am writing to inform you of the passing of my [relation, e.g., mother/grandfather]. I would like to request compassionate leave from [start date] to [end date], for a total of [Number] days, to attend the funeral and support my family.

Please let me know if any additional information or documentation is required, such as the death certificate, for this compassionate leave application.

Thank you for your understanding and support during this difficult time.

Best regards,

[Your Name]

Compassionate Leave in the Singapore Armed Forces (SAF)

Compassionate leave for SAF personnel in Singapore adheres to internal Ministry of Defence (MINDEF) regulations.

In the Singapore Armed Forces (SAF), compassionate leave provides up to 3 working days for serious family circumstances like death or terminal illness.

Additional days may be granted, but the total is capped at 7 working days per calendar year. This leave is approved by a Unit Commanding Officer or Head of Department and is separate from regular vacation or medical leave.

Reference: https://www.cmpb.gov.sg/life-in-ns/saf/service-benefits-and-welfare/taking-leave/

Cultural Context: Compassionate Leave in Singapore

Singapore is a multi-cultural nation, and good HR policies recognise this. Many employers allow flexibility in the timing of the leave to accommodate different cultures including Chinese, Malay, and Indian mourning traditions, religious obligations, or funeral arrangements.

When implementing a compassionate leave policy, organisations must respect these cultural norms and prioritise the employees’ needs during these difficult times.