Paternity Leave Singapore 2026: Eligibility, Pay & Shared Parental Leave Rules
Updated on 06 January 2026 in Business | Suki Bajaj
Balancing work and family priorities can be a challenge for working fathers. To help them maintain a healthy work-life balance, the Singapore government established comprehensive paternity leave policies, giving them an opportunity to take time off to care for their newborns, bond with their children, and support their partners.
To help HR leaders foster a family-friendly work culture, we’ve curated a guide that covers everything you need to know about paternity leave in Singapore.
Key Takeaways:
- Eligible working fathers are entitled to 4 weeks of mandatory Government-Paid Paternity Leave (GPPL) for children born or adopted on or after 1 April 2025.
- Starting 1 April 2026, the Shared Parental Leave (SPL) entitlement increases to 10 weeks to be shared between both parents.
- The government reimburses employers for the 4 weeks of GPPL, with the total claim capped at $10,000 per child ($2,500 per week).
- Fathers must utilize their leave within 12 months of the child’s birth and are required to provide at least 4 weeks' notice to their employer.
By the end of this guide, you'll have a clear understanding of:
What Is the Paternity Leave Policy in Singapore?
The Government-Paid Paternity Leave (GPPL) scheme in Singapore supports eligible working fathers (including self-employed fathers) in caring for their newborn children and encourages shared parental responsibility.
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Get Started Today!Who Is Eligible for the Government-Paid Paternity Leave in Singapore?
Working fathers are eligible for Government-Paid Paternity Leave (GPPL) for all births, provided that they meet the following requirements:
- The child is a Singapore citizen.
- The employee is or had been lawfully married to the child’s mother between conception and birth.
- For employees: Have served their employer for a continuous period of at least 3 months before the birth of their child.
- For self-employed: Have been engaged in their work for a continuous period of at least 3 months before the birth of their child and have lost income during the paternity leave period.
Adoptive fathers who meet the following criteria are also eligible for the Government-Paid Paternity Leave (GPPL) for all births:
- The child is a Singapore citizen.
- For employees: Have served their employer for a continuous period of at least 3 months before the date of their formal intent to adopt.
- For self-employed: Have been engaged in their work for a continuous period of at least 3 months before the date of their formal intent to adopt and have lost income during the paternity leave period.
Paternity Leave for Foreigners in Singapore
Foreigners and/or permanent residents are eligible for the government-paid paternity leave as long as their child is a Singapore citizen, and they meet the other eligibility criteria.
If the child is not a Singapore citizen, they may check with their employer on whether they provide company-paid paternity leave.
It is highly encouraged that employers implement family-friendly company policies, such as paternity leave, to help their employees fulfil their work and family commitments. This will lead to an overall increase in productivity and job satisfaction.
Important Notes:
- GPPL cannot be used to offset the notice period when an employee resigns from their job.
- Employees will NOT be eligible for the unconsumed portions of their GPPL upon the termination of their employment, nor will they be entitled to any payment from their employer in lieu of that leave.
- They are NOT allowed to carry over any unconsumed GPPL to their next place of employment.
- Employees who are terminated due to contract expiry or retrenchment may be eligible for Government-Paid Paternity Benefit (GPPB), provided that they meet the requirements.
How Much Paternity Leave Are Fathers in Singapore Entitled to in 2026?
For children born or adopted on or after 1 April 2025, the entitlement is now 4 weeks of mandatory Government-Paid Paternity Leave. Employers are legally required to grant all 4 weeks to eligible employees.
For children born between 1 Jan 2024 and 31 March 2025, the mandatory entitlement is 2 weeks, with an additional 2 weeks provided on a voluntary basis. As of April 2025, the full 4 weeks are mandatory.
If the child's date of birth, estimated delivery date or date of formal intent to adopt is before 1 April 2025, an employee is entitled to 2 weeks of GPPL.
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Fathers have 12 months from the child's birth to utilize the 4 weeks of leave.
| Arrangement | Timeline/Condition |
|---|---|
| Default (Continuous) | Taken as a single 4-week block within 16 weeks of birth. |
| Flexible (Non-continuous) | Can be split into working days, but only if there is a mutual agreement between the employer and employee. |
| Notice Period | Employees are required to provide at least 4 weeks' notice before taking leave to allow for manpower planning. |
From 1 April 2025, employment protection has been extended to fathers. It is now an offence for an employer to dismiss or give notice of dismissal to an employee while they are on GPPL.
How to Calculate Your Paternity Leave Entitlement?
The GPPL entitlement per week depends on the number of working days in a week.
For instance, if an employee works for 6 days a week, then they will get 24 days of GPPL, if their child was born on or after 1 April 2025.
How Much Is the Paternity Leave Pay in Singapore?
For children born or adopted on or after 1 April 2025 and between 1 Jan 2024 and 31 March 2025, the government reimburses employers for all 4 weeks of leave, capped at $2,500 per week (total of S$10,000 per child).
If the child's date of birth, estimated delivery date or date of formal intent to adopt is before 1 April 2025, The Government will reimburse for all 2 weeks of GPPL, capped at $2,500 per week or a total of S$5,000.
Government reimbursement/payment is capped at a daily rate of:
S$2,500
Working days a week
If the parent has multiple employment, the reimbursement limit applies across all employments.
Employers can estimate the amount of reimbursement using the Government-Paid Leave (GPL) Calculator.
Shared Parental Leave vs Paternity Leave vs Maternity Leave
Here are the current entitlements for all the parental leave schemes in Singapore:
| Parental Leave Scheme | Current (Up to 31 March 2025) | New (from 1 April 2025) | New (from 1 April 2026) |
|---|---|---|---|
| Shared Parental Leave (SPL) | Up to 4 weeks (shared from GPML) | 6 weeks shared between both parents (Default 3 weeks each) | 10 weeks shared between both parents (Default 5 weeks each) |
| Government-Paid Paternity Leave (GPPL) | 2 weeks mandatory + 2 weeks voluntary (employer-agreed) | 4 weeks mandatory | 4 weeks mandatory (unchanged) |
| Government-Paid Maternity Leave (GPML) | 16 weeks | 16 weeks (unchanged) | 16 weeks (unchanged) |
Read our latest guide on Shared Parental Leave in Singapore to learn more about the updated eligibility criteria, enhanced entitlements, and the process for claim filing and submissions.
How to Apply for and Claim Paternity Leave in Singapore
For employers
- 1. Obtain the declaration form (GPPL1) and supporting documents from your employee and verify their eligibility for GPPL.
You can also use your own form or system to capture your employee’s declaration. Please note that the information requested should be similar to those in the declaration form.
The declaration form or records must be kept for 5 years from the last leave date for audit purposes.
- 2. Submit your claim for reimbursement online via the Government-Paid Leave (GPL) Portal no later than 3 months after the last date of your employee’s GPPL taken.
If you wish to grant GPPL to employees who fulfil all GPPL criteria (and eligibility criteria 4a to 4c above) except eligibility criterion 4, you may grant GPPL as per usual and submit your claim via the GPL portal in the same manner.
- 3. Check your application status on the GPL Portal. A notification will be sent to you and your employee once your application is processed.
Please refer to our service standards for the processing time.
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Frequently Asked Questions
Eligible fathers in Singapore are entitled to 4 weeks of Government-Paid Paternity Leave (GPPL) for children born or adopted on or after 1 April 2025. The government reimburses employers for the full entitlement, subject to weekly and overall claim caps.
In 2026, paternity leave in Singapore is 4 weeks of mandatory Government-Paid Paternity Leave for eligible fathers. The leave must be taken within 12 months of the child’s birth and can be taken continuously or flexibly with employer agreement.
From 1 April 2026, Shared Parental Leave (SPL) increases to 10 weeks, shared between both parents. This enhancement supports greater caregiving flexibility while maintaining existing maternity and paternity leave entitlements under Singapore’s family-friendly employment framework.
Paternity leave in Singapore is approximately one month, as eligible fathers receive 4 weeks of Government-Paid Paternity Leave. The leave can be taken as a continuous block or split into working days, subject to mutual agreement with the employer.
An employer cannot reject paternity leave if the employee meets all eligibility requirements under the Government-Paid Paternity Leave scheme. Employers are legally required to grant the full entitlement, and dismissal during paternity leave is prohibited under employment protection rules.
Some fathers do not take paternity leave due to workplace culture, fear of career impact, or lack of awareness about their entitlements. However, enhanced policies and employment protections aim to encourage fathers to utilise paternity leave and support shared caregiving.
Paid paternity leave is available to fathers who are lawfully married to the child’s mother, whose child is a Singapore citizen, and who have worked continuously for at least three months before the child’s birth or adoption, including self-employed fathers.
Yes. Foreigners and permanent residents working in Singapore are eligible for Government-Paid Paternity Leave if their child is a Singapore citizen and all other eligibility conditions are met. Otherwise, paternity leave depends on company policy.
Self-employed fathers in Singapore are eligible for Government-Paid Paternity Leave if they have been engaged in their work for at least three continuous months and have lost income during the leave period, subject to meeting citizenship and marriage requirements.
Paternity leave pay is reimbursed by the government, capped at S$2,500 per week, with a maximum of S$10,000 per child. The payout depends on the employee’s working days per week and must be claimed through the official government portal.