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Paternity Leave Singapore 2026: Complete Guide for Every Dad-To-Be
Paternity Leave Singapore 2026 offers fathers 4 weeks of Government-Paid Paternity Leave (GPPL) plus access to an additional 10 weeks of Shared Parental Leave (SPL) from 1 April 2026. Combined with 16 weeks of maternity leave, eligible families can access up to 30 weeks of paid parental leave in their child’s first year.
This guide covers every rule, payment figure, and step you need to claim it. Everything you need to claim your 4-week GPPL + up to 10-week SPL — eligibility, pay, notice rules, and how to apply.
What Changed in Singapore Paternity Leave (2025–2026)
The Paternity Leave framework in Singapore has been updated twice recently. Here’s exactly what changed and when:
Changes From 1 April 2025
- GPPL doubled from 2 to 4 weeks — now fully mandatory (no employer discretion)
- New SPL scheme launched — 6 weeks for parents to share (Phase 1)
- 4-week notice rule introduced for all government-paid leave types
- Criminal offence for employers to dismiss staff while on GPPL
Changes From 1 April 2026
- SPL rises from 6 → 10 weeks total
- Default SPL split: 5 weeks per parent (up from 3)
- Families can now access up to 30 weeks of paid parental leave combined
Leave Type Summary
Leave Type | Who | Duration | Paid By | Status |
GPPL (Paternity) | Father | 4 weeks | Government | Live Now |
GPML (Maternity) | Mother | 16 weeks | Government | Live Now |
SPL Phase 1 | Both | 6 weeks total | Government | Live Now |
SPL Phase 2 | Both | 10 weeks total | Government | From Apr 2026 |
Family Total | — | Up to 30 weeks | Government | Combined |
What Is Paternity Leave in Singapore?
Paternity Leave in Singapore is a statutory right for working fathers to take paid time off after the birth of their child. It is administered by the Ministry of Social and Family Development (MSF) and paid by the Singapore Government through employer reimbursement, it does not come out of the employer’s budget directly.
For HR teams managing leave compliance and tracking eligibility, structured leave and attendance workflows are essential. Many organisations rely on systems explained in this guide on employee leave management to avoid calculation errors and missed claims.
Types of Paternity Leave Available
1. Government-Paid Paternity Leave (GPPL)
The main paternity leave entitlement; 4 weeks, mandatory for all eligible fathers of Singapore Citizen children. Cannot be withheld by employers.
2. Government-Paid Paternity Benefit (GPPB)
A direct government payment for fathers whose employment ended (contract expiry, retrenchment) before using all their GPPL. Applied for directly via MSF; not through an employer.
Key Fact About Paternity Leave Singapore
The computation of leave is done in working days and not in calendar weeks. A 5-day work week = 20 days. A 6-day week = 24 days. Part-time entitlement is prorated.
Note on Multiple Births
Twins, triplets, or more? GPPL stays at 4 weeks total, no extra allocation per child.
Paternity Leave Singapore Eligibility Criteria
To qualify for Paternity Leave in Singapore, you must meet all of the following at the same time:
Core Requirements
Requirement | Details |
Child’s Citizenship | Must be a Singapore Citizen at birth — or acquire citizenship within 12 months |
Marriage | Lawfully married to child’s mother anytime between conception and 12 months after birth |
Employment | Minimum 3 months’ continuous service with same employer before birth date |
Active on Birth Date | Must be actively employed (not on unpaid leave) on the day of birth |
Self-Employed | 3 months’ continuous business activity + must prove actual income loss during leave |
Special Eligibility Cases
1. Permanent Residents & Foreigners
Your citizenship doesn’t disqualify you. If your child is a Singapore Citizen and other criteria are met, you are fully eligible for Paternity Leave Singapore regardless of your own nationality.
2. Adoptive Fathers
Eligible if the Formal Intent to Adopt (FIA) date falls on or after 1 April 2025. The 3-month employment criterion is measured from the FIA date. The child should be a Singapore citizen who is below 12 months.
3. Stillbirth
Fathers of a stillborn child are entitled to 2 weeks of GPPL, provided the stillbirth date is on or after 1 November 2021 and other criteria are met.
4. Non-Citizen Children
No Entitlement
If the child is not a Singapore Citizen, there is no statutory GPPL or SPL entitlement. Check with your employer for company-paid alternatives.
How Much Leave & Pay Do You Get from Paternity Leave in Singapore?
Leave Duration
- 4 full weeks of GPPL for all eligible fathers
- Must be used within 12 months of the child’s birth
- Default: one continuous block in the first 16 weeks (if no employer agreement)
- Flexible: split into days/blocks over 12 months — requires employer agreement
Payment Cap & Reimbursement
GPPL Payment Cap (2026)
S$2,500 per week (inclusive of CPF) · S$10,000 total cap for 4 weeks
Salary above cap = not reimbursed unless employer tops up voluntarily
For Employees
- Employer pays your full normal salary during GPPL
- Employer claims reimbursement via GPL Portal — up to the weekly cap
- CPF contributions included within the S$2,500/week cap
For Self-Employed Fathers
- Claim directly at profamilyleave.msf.gov.sg
- Based on average income over prior 3 months, capped at S$2,500/week
- Must prove income loss; claims filed within 3 months of leave ending
GPPL Cannot Be Encashed
Paternity Leave in Singapore cannot be converted to cash, paid in lieu, or carried to a new employer. Unused leave after 12 months is forfeited.
Leave & Pay Reference Table
Scenario | Weekly Salary | Govt Pays | You Receive |
Below cap | S$2,000/wk | S$2,000 (full) | S$2,000/wk |
At cap | S$2,500/wk | S$2,500 (full) | S$2,500/wk |
Above cap | S$4,000/wk | S$2,500 (cap) | S$4,000 (if employer tops up) |
Shared Parental Leave (SPL) Singapore 2026
SPL is a separate, additional entitlement on top of GPPL and maternity leave. It is fully flexible, either parent can take all of it, or it can be split any way the couple chooses.
Phase 1 vs Phase 2 Comparison
Feature | Phase 1 (Apr 2025–Mar 2026) | Phase 2 (From Apr 2026) |
Total SPL | 6 weeks | 10 weeks |
Default per parent | 3 weeks each | 5 weeks each |
Fully realloctable? | ✅ Yes | ✅ Yes |
Concurrent use? | ✅ With employer agreement | ✅ With employer agreement |
Pay cap | S$2,500/wk | S$2,500/wk |
Key SPL Rules to Know
SPL Must Follow Other Leave
SPL can only start after GPPL and maternity leave are fully used. It cannot run at the same time as GPPL or GPML.
Changing the SPL Split
- Changes to the default split must be made via LifeSG within 4 weeks of birth
- After 4 weeks, changes require agreement from both parents and both employers
- A father can take all 10 weeks if the mother transfers her full share
SPL Dismissal Protection
Unlike GPPL, dismissal during SPL is not a criminal offence, but wrongful dismissal is still actionable through the Tripartite Alliance for Dispute Management (TADM).
How to Apply for Paternity Leave in Singapore?
For Employees: Step-by-Step
1.Give 4 weeks’ written notice
to your employer with your planned leave dates
2. Prepare documents:
child’s birth certificate + marriage certificate
3. Employer submits claim
via the GPL Portal at profamilyleave.msf.gov.sg
4. Take your leave.
Employer pays your full salary and is reimbursed by the government
For Self-Employed Fathers: Step-by-Step
1. Record all leave dates
and income lost during the period
2. Gather:
birth certificate, marriage certificate, IRAS NOA, evidence of loss of income
3. Claim directly
at profamilyleave.msf.gov.sg, within 3 months of leave ending
4. Government pays
Opt to pay back directly to your bank account
Notice Period Rules
- Minimum: 4 weeks’ written notice before leave starts
- Employer can agree to a shorter period
- If no agreement: leave defaults to one block within the first 16 weeks of birth
Accurate payroll and reimbursement tracking is critical. Many HR teams follow structured workflows similar to those described in payroll processing to ensure claims match salary caps and CPF calculations.
Employer Obligations & Your Rights Under Paternity Leave Singapore
What Employers Must Do
- Grant GPPL to all eligible employees — no exceptions without legal cause
- Continue paying full normal salary during GPPL
- Submit government reimbursement claims accurately via GPL Portal
Legal Penalties for Non-Compliance
Violation | Penalty |
Denying GPPL (1st offence) | Fine up to S$5,000 and/or 6 months’ imprisonment |
Denying GPPL (repeat) | Fine up to S$10,000 and/or 12 months’ imprisonment |
Dismissal while on GPPL | Criminal offence from 1 April 2025 — prosecution possible |
How to Report a Violation
- Portal: mom.gov.sg
- Hotline: 1800-221-9922 (Mon–Fri, 8:30am–5:30pm)
✅ Document Everything in Writing
If your employer denies leave verbally, follow up by email and ask them to confirm in writing. A paper trail is essential if the matter escalates.
Special Situations for Paternity Leave in Singapore
Common Edge Cases
1. Changed Jobs Recently
If you have fewer than 3 months with your new employer before the birth, you don’t qualify from that employer. Unused entitlement does not transfer. Check eligibility for GPPB if your previous contract ended involuntarily.
2. On Probation
Probation doesn’t disqualify you, only the 3-month continuous service rule matters. Check your exact start date against the birth date carefully.
3. Serving Resignation Notice
GPPL can be taken during notice, but it won’t move your last day forward. Unconsumed GPPL at termination is forfeited — not paid out.
4. Salary Above the Government Cap
You’re still fully entitled to take leave. The government covers up to S$2,500/week; the rest is only paid if your employer tops up voluntarily. Check your employment contract.
Part-Time & Contract Workers
Fully eligible for paternity leave Singapore — entitlement is prorated based on contracted working days. The 3-month service rule still applies.
For organizations managing complex headcounts, structured HRMS Singapore workflows help track eligibility, notice periods, and reimbursement timelines without manual errors.
Planning Tips to Maximise Your Paternity Leave in Singapore
Your Pre-Birth Checklist
- Check eligibility using the simulator on profamilyleave.msf.gov.sg
- Notify your employer in writing as early as possible; well before the 4-week minimum
- Discuss SPL split with your partner now — changes must be made via LifeSG within 4 weeks of birth
- Stack GPPL + annual leave for longer continuous bonding time
- Budget for any salary gap if you earn above the S$2,500/week government cap
- Keep birth certificate + marriage certificate on hand; needed for every leave claim
Self-Employed Reminder
Claims must be filed within 3 months of the leave period ending, not the birth date. Set a calendar reminder before the baby arrives.
Final Thoughts
Paternity Leave Singapore (2026) will provide four weeks of GPPL and can provide ten weeks of shared SPL, which will give new dads sufficient time to participate in early parenting. The policy offers paid leave, flexibility, and legal protection. It helps fathers support their family without harming their career. Planning early ensures that you are eligible by official means and accept this special chapter; the Singapore system indeed helps the dad to step up on behalf of his family.
Understanding your eligibility, the application procedures, and your entitlements will give you confidence that you can take the leave you deserve. Early planning, Organizing with your partner and utilizing HRMS tools, such as the Hajir HRMS, are important steps to ensure that your transition into fatherhood is easy, painless, and well-managed. All details are based on official MSF and MOM sources, as of late 2025. For the latest information or personal advice, visit pro family official site for more.
FAQ
Eligible fathers receive 4 weeks of GPPL for children born from 1 April 2025. From 1 April 2026, up to 10 additional weeks of SPL can be shared between parents. A father could take up to 14 weeks total if the mother transfers her SPL share. Combined with maternity leave, the family total is up to 30 weeks.
Yes, Part-time and contract workers are fully eligible as long as the 3-month service rule is met.Leave duration and pay are prorated based on contracted working days per week.
This is illegal. Report immediately to MOM at mom.gov.sg or call 1800-221-9922.The employer faces a fine up to S$5,000 and/or 6 months' imprisonment for a first offence.
No, Paternity Leave Singapore cannot be converted to cash, paid in lieu of taking leave, or transferred to a new employer.Unused leave after 12 months is forfeited.
Yes, Fathers on GPPL and mothers on GPML can take leave simultaneously. SPL can also be taken concurrently with mutual employer agreement.
A minimum of 4 weeks' written notice must be given to your employer before taking GPPL or SPL. Your employer may agree to accept shorter notice.
