Paternity Leave Singapore 2026: Complete Guide for Every Dad-To-Be

The Paternity Leave Singapore policies offer necessary options for new fathers, as they could spend time with their newborn, help their partner during the recovery process, and provide equal family support. These benefits will be very strong in 2026, with major improvements made until April 1, 2025. Qualified fathers are allowed to receive the required paid leave, flexibility, and robust legal protections. This step-by-step guide will tell you everything you need to know about maternity leave in Singapore, such as rules on eligibility, the level of leave you get, payment policies, rules on how to apply, and tips on planning to maximize your entitlement.

Recent Changes Shaping Paternity Leave Singapore in 2026

Singapore has prioritized supporting families by making advancements in parental leave. Beginning 1 April 2025, Paternity Leave Singapore will be more generous by introducing mandatory Government-Paid Paternity Leave (GPPL) of four weeks to eligible fathers of children of Singapore Citizens. This change replaces the old system, which provided two mandatory weekly holidays and two optional holidays at the employer’s discretion.

In conjunction with that, a new Shared Parental Leave (SPL) scheme was also introduced in stages to make both parents share their caregiving responsibility. Parents are permitted to share up to six weeks of SPL with children born between April 1, 2025, and March 31, 2026. From 1 April 2026 onward, for births or estimated delivery dates on or after that date, the entitlement rises to ten weeks total. These changes build on existing maternity leave (up to 16 weeks) and GPPL, potentially giving families up to 30 weeks of paid parental leave in the child’s first year.

Further protection was also introduced beginning in April 2025, in which case it is an offense that employers dismiss or serve dismissal notices to employees during GPPL, and the penalty may include fines or imprisonment that may be imposed on conviction. These reforms indicate the current desire of Singapore to improve the balance between work and life and have shared parental responsibility.

Understanding Government-Paid Paternity Leave (GPPL) in Singapore

The essence of the Paternity Leave Singapore benefits is composed of GPPL. This statutory right, which MSF implements, gives working fathers (both employees and self-employed) a right to paid time off specially designed to take care of their newborn and to support their partner without a tort. The leave is fully paid by the government based on reimbursement and no financial strain is imposed either on employers or individuals throughout the leave period, which is granted.

This leave is favorable to early father-child bonding, which has been found to be helpful in child development, family and long-term parental relations. GPPL does not have an annual leave since it cannot be encashed and cannot be carried forward after the permitted window.

Who Qualifies for Paternity Leave in Singapore?

To be eligible to receive Paternity Leave in Singapore (GPPL), there are numerous criteria that are considered to guarantee that the entitlement goes to true families.

Core Requirements

The child should either be born a Singapore Citizen or should acquire citizenship within 12 months (including the date of birth).
The father must be or have been lawfully married to the child’s mother: either between conception and birth or within 12 months after birth.

For Employed Fathers

Continuous service with the same employer for at least three months immediately before the child’s birth (or formal intent to adopt for adoptive cases).
Fathers must be actively employed on the date of the child’s birth.

For Self-Employed Fathers

Continuous engagement in self-employment for at least three months before birth.
Must demonstrate actual income loss during the leave period.

Adoptive and Special Cases

Adoptive fathers qualify under similar rules, with the three-month period measured from the formal intent to adopt date, and the child must be a Singapore Citizen under 12 months old at that point. Permanent residents or foreign workers in Singapore are eligible if the child is a Singapore Citizen. For stillborn children, two weeks of GPPL may apply if other criteria are met. No statutory entitlement exists for non-Singapore Citizen children, though employers might offer company-paid alternatives.

How Much Paternity Leave Can You Take in Singapore?

For children born on or after 1 April 2025 (covering all 2026 births), Paternity Leave Singapore entitles eligible fathers to four full weeks of GPPL. The duration is based on your normal working days per week, with a maximum of six days counted per week (e.g., a five-day workweek yields 20 days; a six-day workweek yields 24 days).

You can take the leave:

Mostly immediately after birth as one continuous block so as to support continuously.
Non-continuously (split into days or shorter periods) if your employer agrees.

The entire entitlement must be used within 12 months of the child’s birth. For multiple births like twins, the total remains four weeks; no extra allocation applies.

Timing and Notice Requirements for Paternity Leave in Singapore

Paternity Leave in Singapore can begin any time after the birth but must conclude within the 12-month window. Default: It is anticipated to be a continuous block within the first 16 weeks after birth in order to support the family to the fullest extent possible.

Since April 2025 you should provide your employer with the written notice of your planned working leave at least four weeks before (unless your employer will accept a shorter time). Early communication assists the employer in setting up the coverage and also minimizing disruption at the workplace. Arrange your absence with your partner’s maternity leave so that your partner can be able to support you throughout the critical early months.

Step-by-Step Application Process for Paternity Leave Singapore

The application process is simple using the Government-Paid Leave (GPL) Portal.

For Employees

Give at least four weeks’ notice to your employer, providing dates.
Provide supporting documents such as the child’s birth certificate and proof of marriage.
The portal verifies eligibility and reimbursement claims are made by your employer.

For Self-Employed Fathers

Keep proper records of the date of leave.
Claims can be done directly on profamilyleave within 3 months of the end of the leave.
Prepare necessary papers: birth and marriage certificates, the most recent IRAS Notice of Assessment and proof of lost income.
Direct reimbursement is paid by the government to your bank account.

Use the portal’s simulator tool to preview your entitlement and plan effectively.

Payment and Reimbursement Under Paternity Leave in Singapore

Paternity Leave Singapore is fully paid by the government:

Employees receive their normal salary from the employer during leave.
Employers are reimbursed up to $2,500 per week (or prorated), with a total cap of $10,000 for four weeks.
Self-employed fathers receive direct payment based on their average income over the prior three months, also capped at $2,500 weekly.

If your salary exceeds the cap, the government covers only up to the limit: the remainder is not reimbursed unless your employer chooses to top it up voluntarily. Encashment is not allowed, and this leave is purely meant to have a bond with the family.

Boosting Your Options: Shared Parental Leave (SPL) in 2026

Paternity Leave Singapore works hand-in-hand with Shared Parental Leave (SPL), an additional paid scheme on top of GPPL and maternity leave. For eligible parents with children born on or after 1 April 2026, SPL provides up to ten weeks total to share flexibly between mother and father (default five weeks each, but fully reallocable; even one parent can take all ten).

SPL follows similar eligibility, notice (four weeks minimum), payment cap ($2,500/week), and timing rules (within 12 months of birth, typically after GPPL/maternity is used). It may be taken continuously, in blocks, by mutual consent and simultaneously in case both parents desire. The flexibility accommodates various family requirements, like when one of the parents is concentrated on full-time care and the other one is back to work.

Employer Liabilities and Your Rights

This requires employers to allow eligible Paternity Leave Singapore without any discrimination, payment during the leave and reimbursement by the government. Since April 2025, the termination of an employee in GPPL is a criminal offense. In the case of SPL, the process of unfair dismissals could still be carried out in the usual avenues, like the Tripartite Alliance of Dispute Management.

In case of a denial of your leave, you may refer to MOM at Mom Portal or call the hotline at 1800-221-9922; otherwise, the non-observance of the law may result in employer punishment.

Special Situations in Paternity Leave in Singapore

Part-time, contract, or shift workers: Fully eligible for payment based on contracted arrangements.
Probation or job changes: Qualify if three months’ service is met; unused leave doesn’t transfer to new employers.
Adoption: GPPL and SPL can be adopted provided that a formal intention to adopt is practiced.
Non-citizen child: No GPPL/SPL entitlement.

Special Situations in Paternity Leave in Singapore

Talk to your employer and your partner about scheduling arrangements to make them match.
Use the Government Pay Line (GPL) Portal to simulate benefits and verify relevant information.
Think about combining GPPL and annual leave to have more family time.
Budget for any salary shortages that exceed the reimbursement limit.
Pay attention to bonding things; this is a critical time that many dads use to establish strong family bases.

Final Thoughts on Paternity Leave Singapore in 2026

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. These policies ensure the family gets first priority without setbacks in careers; they provide capped but sure payments, flexible usage and solid protections, making it easier to prioritize families when combined with career setbacks. 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.