Shared Parental Leave in Singapore: MOM Rules, Eligibility, and Claim Guide (2025–2026 Update)

What Is Shared Parental Leave in Singapore? (Simple MOM Definition)

Shared Parental Leave (SPL) grants an eligible working father the right to take a portion of the mother's Government-Paid Maternity Leave (GPML.) This time off is paid for by the Government, up to a capped amount, allowing more time for both parents to be more present during the child's first year.

How Many Weeks of Shared Parental Leave Are Allowed? (2025/2026 Update)

The expansion of Shared Parental Leave is rolling out in phases to give employers time to adjust to the new entitlements.

The Government will pay up to $2,500 per week of SPL taken, based on the sharing arrangement.

It is important to note that if an employee has multiple employment, the reimbursement limit applies across all jobs.

This enhanced scheme will replace the prior 2013 Shared Parental Leave for children born from 1 April 2025 onwards.

The increased duration in Shared Parental Leave 2026 provides greater flexibility for families planning their leave.

Eligibility for Shared Parental Leave (Parents & Employers)

Eligibility for Shared Parental Leave depends on the child's profile, the parents' marital status, and their employment history.

Biological Parent Eligibility

1. Your Child's Profile:

1. Born on, or has an Estimated Date of Delivery (EDD), on or after 1 April 2025.
2. Is a Singapore Citizen (SC) at birth, or becomes an SC within 12 months from their date of birth (inclusive of date of birth).
   

   Note: SPL can only start on or after the child obtains Singapore citizenship.

2. Marital Status:

1. The father must be married to the child's mother at some point between conception and birth, or married within 12 months from birth (inclusive of date of birth).
   

   Note: SPL can only start on or after the date of marriage.

2. All mothers are eligible to share their leave, including widowed and single mothers.

3. Employment Status:

1. Must have served the employer for at least 3 continuous months before and on the child's date of birth. If an employee worked for less than 3 months, they may still qualify if the employer permits to grant leave.

If your employee does not qualify for Shared Parental Leave in Singapore due to employment arrangements, they may still qualify for the Shared Parental Leave Benefit (SPB) scheme.

Shared Parental Leave for Adoption Cases (Adoption Leave Rules)

For adoptive parents, the eligibility criteria align with the child's Formal Intent to Adopt (FIA) date.

Adoptive Parent Eligibility

1. Adoption Details:

1. The Formal Intent to Adopt (FIA) date must be on or after 1 April 2025.
2. Not the biological parent of the child.

2. Your Child's Profile:

1. Is below 12 months old on the FIA date.
2. Is a Singapore Citizen (SC). If not an SC, either the adoptive mother or father must have been a SC since the date on which the dependant’s pass (DP) was issued.

3. Employment Status:

1. Must have served the employer for at least 3 continuous months before and on the child's date of birth. If an employee worked for less than 3 months, they may still qualify if the employer permits to grant leave.

How Shared Parental Leave Works (Step-by-Step Guide)

Managing Shared Parental Leave requires coordination between the employee, the spouse, and the employer.

When and How SPL Can Be Taken

SPL can only be taken after any initial leave (Maternity Leave / Paternity Leave / Adoption Leave) is fully consumed.

The SPL must be utilised within 12 months from the child's date of birth (inclusive of the date of birth). Both parents can take SPL concurrently.

Employees should discuss and agree with their employer as early as possible on their leave plans, including:

• Whether leave will be taken in one continuous block or non-continuously in separate smaller blocks (e.g., full day, half day, or weeks).
• The agreed-upon start and end date(s).
• The notice period required for the leave.

If an agreement cannot be reached, the SPL should be taken in one continuous block, within 26 weeks of the birth, with a minimum of 4 weeks' notice to the employer.

SPL can be used to serve a notice period for termination of employment, but the employee cannot bring forward their official last day of employment.

Shared Parental Leave vs Paternity Leave vs Maternity Leave

Here are the current entitlements for all the parental leave schemes in Singapore:

Example Scenario:

A working father submitted a request to take 4 weeks of GPPL, followed by 6 weeks of SPL continuously, starting from the child's date of birth (DOB). In the 3rd week after his child’s DOB, he updates his SPL sharing arrangement via LifeSG from the default 3 weeks to the full 6 weeks.

• The change in the sharing arrangement is valid because it was made within 4 weeks of the child's birth (or FIA date), so there’s no employers’ agreement required for the change in weeks.
• However, to take the longer 6 weeks of SPL immediately after GPPL, he still needs his employer’s agreement, as he did not provide the minimum 4 weeks' notice for the start date of the 6-week block.
• If the employer agrees, they can waive or shorten the notice. If not, the employee must take the 6 weeks of SPL later, ensuring he provides 4 weeks' notice and takes it in a continuous block within 26 weeks of the child's birth.

Smart Tip: QuickHR Leave Management System helps you easily manage Shared Parental Leave, allowing you to instantly identify eligibility, track consumed weeks, and provide an accurate estimation of the entitlement.

When and How Employers Should Submit SPL Claims

The Government-Paid Leave (GPL) Portal is the primary platform for employers to manage and submit the Shared Parental Leave Claim.

1. Verify Employee’s Eligibility & Notice

1. Confirm if the employee qualifies for the GPL schemes before their leave starts. You may use the MSF declaration forms to determine their eligibility.
2. Employees should provide 4 weeks' notice, unless the employer agrees to a shorter period.

2. Verify Sharing Arrangement

1. 4 weeks after birth (or FIA date), check the employee’s SPL sharing arrangement on the GPL Portal. Employees can freely change the split within this 4-week window without employer agreement.
2. If a change is requested after 4 weeks, the employer must discuss and agree, provide documentation (SPL agreement), and verify the updated arrangement on the GPL Portal after the employee's LifeSG submission.

3. Submit Reimbursement Claim:

1. Claim government reimbursement via the GPL Portal after the employee has taken the SPL. The employer can submit claims for leave already taken, there’s no need to wait for an employee to finish all their SPL.
2. All claims must be submitted within 3 months after the last day of the SPL period.

4. Check Status:

Track the application status on the GPL Portal. Both the employer and employee will receive a notification upon processing.

Streamline Your Shared Parental Leave Management

The complexity of tracking eligibility, managing multiple leave types, and adhering to strict claim deadlines can be tough and demanding. A robust HR software solution can eliminate this administrative load. QuickHR can help you:

• Simplifies Eligibility Tracking: Instantly determines if an employee meets the 3 continuous months service requirement for Shared Parental Leave in Singapore.
• Tracks Consumed Weeks: Automatically tracks the SPL taken to prevent over-allocation.
• Auto-Calculates Leave Entitlements: Provides accurate calculations for all GPL claims.
• Record-Keeping: Ensures all necessary documentation for audits is maintained.

Want to see how it works? Book a free demo today.