Pregnancy Leave in Singapore: Complete 2026 Guide for Employees & Employers

Key Takeaways:

• Working mothers of Singaporean children are entitled to 16 weeks of leave, while those with non-citizen children generally receive 12 weeks.
• The Shared Parental Leave scheme will increase to 10 weeks in April 2026, allowing fathers to utilize a larger portion of the total parental leave quota.
• To qualify for paid leave, employees must have served their employer for at least 3 continuous months and provide at least 1 week of notice before starting leave.
• For Singaporean children, the government reimburses employers for the final 8 weeks (1st and 2nd child) or all 16 weeks (3rd child onwards), capped at S$10,000 per 4-week block.

Maternity Leave in Singapore for Foreigners

For foreign employees (and PRs) who do not qualify for the government-paid scheme, maternity leave in Singapore is regulated under the Employment Act.

While the total entitlement is 12 weeks, the payment obligations differ significantly from the citizen-based scheme.

Key Payment and Eligibility Rules:

• Employers must pay the gross salary for the first 8 weeks.
• The employee must have served at least 3 continuous months before delivery.
• Paid leave applies only if the employee has fewer than 2 living children at the time of delivery.
• Employees must provide at least 1 week’s notice before starting leave. Failure to do so (without a valid reason) may result in only receiving half the payment during the leave period.
• The last 4 weeks are typically unpaid unless the specific employment contract states otherwise.

They may qualify for 16 weeks of Government-Paid Maternity Leave (GPML) if their child is a Singapore citizen and they meet the eligibility criteria.

Can An Employee Take Maternity Leave Before the Baby Is Born

Yes, they can start their pregnancy leave in Singapore up to 4 weeks before the expected delivery date.

The first 8 weeks must be taken in one continuous block. Then, the remaining weeks (for those entitled to 16 weeks) can be taken flexibly within 12 months of the birth, subject to mutual agreement between the employer and employee.

Paid Pregnancy Leave in Singapore: Who Pays and How to Calculate

Knowing exactly when financial responsibility shifts from the employer to the Government ensures your organization remains compliant while accurately claiming reimbursements for paid pregnancy leave in Singapore.

Key Areas HR Should Track:

• Expected Delivery Date (EDD): The baseline for the entire leave timeline.
• Leave Start Date: Factoring in if the employee starts early (no earlier than 28 days before EDD) or on the date of birth.
• The Pay Entitlement Duration: Clearly identifying when the employer-paid period ends and government-reimbursed weeks begin.
• Payment Caps: Flagging the reimbursement limit of S$10,000 per 4-week block.

For eligible employees, the employer will process the salary payments, then claim reimbursement from the Government according to the following schedule:

How the Daily Rate is Calculated

Government reimbursement/payment is capped at a daily rate of:

Additionally, employers must continue to process payroll even for the weeks that will eventually be reimbursed by the Government.

Can a Company Lay Off a Pregnant Employee?

In Singapore, terminating an employee specifically due to pregnancy is a serious violation of the Employment Act. To remain compliant and maintain fair employment practices, HR must keep these in mind:

• Merit-Based Assessment: Any dismissal or retrenchment must be supported by documented, objective performance criteria or genuine business restructuring. A thorough inquiry is necessary to prove the decision is unrelated to the pregnancy.
• The 3-Month Rule: If a pregnant employee has served at least 3 months with the company, she qualifies for Maternity Protection.
• Mandatory Benefits: If a protected employee is retrenched or dismissed without "sufficient cause" (gross misconduct), the employer is legally obligated to pay her full maternity benefits as if she had worked until her delivery date.

HR Checklist: Processing GPML Claims in 2026

Phase 1: Pre-Leave Documentation

Before the employee commences leave, ensure you have the following "audit-ready" documents:

• GPMD1 Declaration Form: Obtain the completed and signed declaration form from the employee. (You can use the official MSF form or your internal system if it captures the same data).

• Proof of Eligibility: Verify the child’s Singapore Citizenship status and that the employee has served at least 3 continuous months.
• Planned Leave Dates: Confirm the 16-week schedule (checking if the last 8 weeks will be taken in a block or flexibly).

Phase 2: Payroll Processing

Even for government-paid weeks, the employer must pay the salary upfront:

• Upfront Payment: Pay the employee’s gross salary during their leave according to your usual payroll cycle.
• CPF Contributions: Continue to pay the employer's share of CPF contributions for the entire 16 weeks.
• Itemized Payslips: Ensure payslips clearly reflect the maternity leave period for record-keeping.

Phase 3: GPL Portal Submission

You can only submit claims after the leave has been taken.

• Log in to GPL Portal: Use your company's CorpPass to log in.
• Submit Claim:
  • 1st & 2nd Child: Submit after the 9th week has commenced.
  • 3rd Child & Subsequent: Submit once the 1st week of leave has been taken
• Verify Bank Details: For first-time claims, ensure your company’s bank account is linked to the portal for reimbursement.

Phase 4: Deadlines and Follow-up

• 3-Month Deadline: Ensure the claim is submitted no later than 3 months after the employee's last day of maternity leave.
• Processing Time: Expect a processing window of about 10 working days for standard claims (though complex cases can take longer).
• Retention: Keep all declaration forms and supporting documents for 5 years for MOM/MSF audit purposes.

Streamline Your Maternity Leave Management

QuickHR, an award-winning all-in-one HRMS, simplifies the entire process where you can:

• Automatically track and monitor the eligible maternity leave duration to ensure every employee receives their full entitlement.
• Maintain real-time compliance with the latest regulatory updates
• Sync all parental leave allowances directly with your monthly payroll cycle for smooth and accurate disbursements.
• Instantly verify if an employee qualifies for paid maternity leave based on their length of service and current number of children.
• Generate audit-ready reports that meet all legal documentation requirements with a single click.

Ready to streamline your leave management? Book a free demo today to see how we can help.