Navigating employee leave in Singapore can quickly become overwhelming, especially for HR teams managing diverse leave types, shifting regulations, and frequent policy updates. Misinterpreting statutory requirements doesn’t just lead to compliance risks; it can disrupt workforce planning, approval workflows, and even employee satisfaction.

For companies expanding into Singapore or those operating through an Employer of Record provider, understanding local leave entitlements is even more crucial to ensure smooth onboarding and compliance across markets.

With recent enhancements to parental leave and a busier 2026 public holiday schedule, companies can’t afford outdated policies. This guide provides a clear, updated breakdown of the main types of employee leave in Singapore, what counts as statutory versus company-provided, and the latest changes you need to know to stay fully compliant.

Overview of Employee Leave in Singapore

Most leave entitlements in Singapore are regulated by the Employment Act, along with specific schemes administered by the Ministry of Manpower (MOM) and the Ministry of Social and Family Development (MSF). Here’s how employees leave in Singapore:

1. Public Holidays in Singapore in 2026

All employees are entitled to 11 paid public holidays a year, or a substituted day/compensation if they are required to work. For 2026, the gazetted public holidays are:

• New Year’s Day – 1 January, Thursday
• Chinese New Year – 17 and 18 February, Tuesday and Wednesday
• Hari Raya Puasa – 21 March, Saturday
• Good Friday – 3 April, Friday
• Labour Day – 1 May, Friday
• Hari Raya Haji – 27 May, Wednesday
• Vesak Day – 31 May, Sunday (with 1 June Monday as a holiday if Sunday is a rest day)
• National Day – 9 August, Sunday (with 10 August Monday as a holiday if Sunday is a rest day)
• Deepavali – 8 November, Sunday (with 9 November Monday as a holiday if Sunday is a rest day)
• Christmas Day – 25 December, Friday

2. Annual Leave Entitlements in 2026

Under the Employment Act, an employee who has worked for at least three months is entitled to paid annual leave, which increases with each year of service. Typical statutory minimums:

• 1st year of service Minimum 7 days of paid annual leave after 12 months of service, pro rated in the first year.
• Each additional year Entitlement increases by 1 extra day per year, up to a minimum of 14 days (maximum annual increase up to 8 years of service)

Key practical points

• Employees can only start taking annual leave after three months of service.
• Leave is usually calculated based on completed months of service in the first year.
• Many companies offer more than the statutory minimum (for example 18 to 21 days) to stay competitive.

3. Sick Leave and Hospitalisation Leave

If an employee is covered by the Employment Act and has worked at least three months, they are entitled to both paid outpatient sick leave and paid hospitalisation leave, subject to a medical certificate.

Maximum statutory entitlements after six months of service

• 14 days paid outpatient sick leave per year
• 60 days paid hospitalisation leave per year, inclusive of the 14 days outpatient leave

From three to six months of service, sick leave is pro rated. A common schedule is

• 3 months completed – 5 days outpatient, 15 days hospitalisation
• 4 months – 8 days outpatient, 30 days hospitalisation
• 5 months – 11 days outpatient, 45 days hospitalisation

You also need to ensure that

• Employees see an approved doctor
• They inform the company within your required timeframe (MOM’s guideline is within 48 hours)

4. Maternity Leave in Singapore in 2026

Working mothers are generally entitled to either Government Paid Maternity Leave (GPML) or maternity leave under the Employment Act, depending on the child’s citizenship and other criteria.

For eligible working mothers of Singapore citizen children

• Up to 16 weeks of paid maternity leave, usually taken as
  • 8 weeks immediately after delivery
  • The remaining 8 weeks flexibly before or after birth, subject to agreement

For non-citizen children who still meet the Employment Act criteria

• 12 weeks of maternity leave, with a different payment structure.

From an employer’s perspective, planning rosters around a 16 week maternity period is now standard practice in Singapore.

5. Childcare Leave, Extended Childcare Leave, and Unpaid Infant Care Leave

Government Paid Childcare Leave (GPCL)

For eligible working parents of Singapore citizen children under 7 years old

• 6 days of paid childcare leave per parent per year
• Capped at 42 days per parent over the child’s eligible years

For parents of non-citizen children who are covered by the Employment Act

• 2 days of paid childcare leave per year

Extended Childcare Leave (ECL)

For parents of Singapore citizen children aged 7 to 12 (primary school years)

• 2 days of extended childcare leave per year per parent, subject to eligibility criteria

Unpaid Infant Care Leave

For eligible working parents of Singapore citizen children under 2 years old

• Up to 12 days of unpaid infant care leave per year, on top of paid childcare leave

How an EOR or Workforce Partner can Help

Managing leave across Singapore and the wider region can feel complicated when every market has its own rules, payroll requirements, and reimbursement processes. Glints TalentHub EOR can help you simplify all of this by setting up a compliant leave framework, keeping payroll and statutory submissions accurate, and maintaining consistent policies for your regional teams.

This gives your managers the freedom to focus on supporting their people instead of worrying about calculations or regulatory changes, and helps your business scale more confidently across Southeast Asia.

This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.

Glints TalentHub offers an end-to-end, tech-enabled talent solution that encompasses talent acquisition, EOR, and talent development. We empower businesses to leverage the strengths of regional talent efficiently to build high-performing, cost-efficient teams.

Schedule a no-obligation consultation with our experts to receive a tailored proposal today!