In Singapore, adhering to childcare leave regulations is a legal requirement for employers. This article serves as a guide to help employers understand their obligations and avoid penalties related to childcare leave.
Understanding Childcare Leave Entitlements
Childcare leave in Singapore is provided under Part 3 of the Child Development Co-Savings Act for Singapore citizen children, and under Part 9 of the Employment Act for children who are not citizens. Employees who have served their employer for at least 3 continuous months are entitled to paid childcare leave each year until the year their child turns 7. Eligibility depends on the citizenship of the child, and each parent has their own entitlement.
Criteria for Childcare Leave
- Singapore citizen child under 7 years: 6 days per parent per year, regardless of the number of children.
- Child under 7 years who is not a Singapore citizen: 2 days per parent per year, paid by the employer.
- Cap for a Singapore citizen child: 42 days in total for each child under the Child Development Co-Savings Act (not per parent).
- Cap for a child who is not a Singapore citizen: 14 days in total for each child under the Employment Act.
Childcare Leave vs Infant Care Leave
Unpaid infant care leave is a separate entitlement from childcare leave. Parents of a Singapore citizen child below 2 years old can take 12 days of unpaid infant care leave per parent per year (raised from 6 days on 1 January 2024), up to 24 days for any one child, once they have served the employer for at least 3 continuous months. The employer does not have to pay for it. Eligible parents can take it in addition to the 6 days of paid childcare leave.
Employer's Role in Childcare Leave
For Singapore citizen children, the employer pays the first 3 days of childcare leave at the employee's gross rate of pay, and the Government reimburses the employer for days 4 to 6, capped at $500 per day (including CPF contributions) and $1,500 a year. For a child who is not a Singapore citizen, the employer pays for both days of childcare leave.
Extended Childcare Leave
If an employee's youngest child is a Singapore citizen aged 7 to 12 years (inclusive), the employee is entitled to 2 days of Extended Childcare Leave (ECL) per year, subject to the same 3-month service requirement. The Government reimburses the employer for both days, capped at $500 per day. For parents with children in both age groups, the total paid childcare leave for each parent is a maximum of 6 days per year.
Pro-Rating Childcare Leave
If an employee is entitled to 6 days a year but has worked for less than a year, the employer may pro-rate the leave by completed months of service, with a minimum of 2 days. Employees need at least 3 completed months of service to qualify, and the leave rises from 2 days at 3 months to the full 6 days at 11 months. The same pro-rating applies by completed months in the year of resignation or termination if the employee has worked at least 3 months before leaving. Extended childcare leave is not pro-rated.
| Completed months of service | Days of childcare leave |
|---|---|
| Less than 3 months | Not eligible |
| 3 to 4 months | 2 days |
| 5 to 6 months | 3 days |
| 7 to 8 months | 4 days |
| 9 to 10 months | 5 days |
| 11 months or more | 6 days |
Compliance with Childcare Leave Regulations
Employers must adhere to the following guidelines to ensure compliance:
- Granting Leave: Employers must grant childcare leave to employees who are entitled to it and request it, and must pay for it. Failing to grant childcare leave without reasonable cause, or failing to pay the employee in accordance with the Act, is an offence that can lead to a fine of up to $5,000, imprisonment for up to 6 months, or both (section 12B of the Child Development Co-Savings Act).
- Verifying Eligibility: Before the leave starts, employers should collect a declaration from the employee, either the MSF declaration form (Form GPCD1) or the employer's own form or system, together with supporting documents such as the child's birth certificate and citizenship certificate. The declaration does not need to be submitted with the reimbursement claim.
- Claim Submission: Employers claim reimbursement for the Government-paid days (days 4 to 6 of childcare leave and both days of extended childcare leave) through the Government-Paid Leave (GPL) portal, no later than 3 months after the last day of the leave year (the calendar year by default). Multiple claims for the same employee are allowed.
Restrictions on Childcare Leave Usage
Employees cannot transfer childcare leave to a spouse or encash unused leave. Unused leave lapses at the end of each 12-month leave year and cannot be carried forward or brought to a new employer. Childcare leave cannot be used to shorten the notice period: an employee can take it while serving notice, but the official last day does not change. The yearly limit is 6 days per parent regardless of the number of children, covering all types of childcare leave. If an employee changes jobs during the year, the new employer can grant pro-rated leave, but the Government reimburses days 4 to 6 only once per calendar year.
Special Considerations
- Part-Time Employees: Part-time employees who have served at least 3 continuous months can be eligible. Entitlement follows the work schedule, for example an employee working 4 hours a day gets 2 days of extended childcare leave as 2 x 4 = 8 hours.
- Probation: Being on probation does not remove the entitlement, as long as the employee meets the other criteria. (See Guide to Probation Periods in Singapore)
- Fathers: Fathers are eligible if they are married to the child's mother. Divorced fathers remain eligible.
- Adopted Children: Employees with adopted children are eligible for Government-Paid Childcare Leave only after the Adoption Order is passed.
Other Parental Leave Changes Employers Should Know
Childcare leave sits alongside other family leave that has changed recently:
- Paternity leave: Eligible fathers of children born, or with an estimated delivery date, on or after 1 April 2025 are entitled to 4 weeks of Government-Paid Paternity Leave, up from 2 weeks. (See Paternity Leave in Singapore)
- Shared parental leave: Parents are entitled to 6 weeks of shared parental leave for children born from 1 April 2025 to 31 March 2026, and 10 weeks for children born from 1 April 2026 onwards.
- Maternity leave: See Singapore Maternity Leave 101 for current entitlements.
The Government has also announced, at the 2026 National Day Rally, that childcare leave will increase and that employer reimbursement will be enhanced, including full reimbursement of childcare leave for parents of Singapore citizen children up to the reimbursement limit. MOM has not yet published the implementation date or eligibility criteria, so the figures in this article remain the current rules.
Conclusion: Ensuring Compliance for a Supportive Work Environment
As an employer in Singapore, understanding and complying with childcare leave regulations is crucial. This not only avoids legal penalties but also fosters a supportive and family-friendly work environment.
Related Posts
Paternity Leave in Singapore: A Comprehensive Guide
Singapore Maternity Leave 101: What Employers Need to Know
Complete Guide to Singapore's Annual Leave Rules
Guide to Sick Leave Entitlement and Eligibility in Singapore
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