Employee Leave in Singapore: Statutory Entitlements for 2026

Employees covered by Singapore’s Employment Act are entitled to 11 paid public holidays each year. Employers and employees may mutually agree to substitute a public holiday with another working day. 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With recent enhancements to parental leave and a busier 2026 public holiday schedule, companies can’t afford outdated policies.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 or hiring in Singapore.

Employee Leave Entitlements in Singapore at a Glance

The main statutory leave entitlements in Singapore include:

1. Public holidays: 11 paid public holidays each year
2. Annual leave: 7 to 14 days, depending on the employee’s length of service
3. Outpatient sick leave: Up to 14 days per year
4. Hospitalisation leave: Up to 60 days per year, inclusive of outpatient sick leave
5. Maternity leave: 16 weeks or 12 weeks, depending on eligibility
6. Paternity leave: 4 weeks for eligible working fathers
7. Shared parental leave: 10 weeks shared between eligible parents for children born or adopted from 1 April 2026
8. Adoption leave: 12 weeks for eligible adoptive mothers
9. Childcare leave: 6 days for parents of eligible Singapore citizen children or 2 days for parents of eligible non citizen children
10. Extended childcare leave: 2 days for eligible parents whose youngest Singapore citizen child is between 7 and 12 years old
11. Unpaid infant care leave: 12 days for each eligible parent
12. National Service leave: Leave of absence when an eligible employee is called to perform National Service duties

The exact entitlement depends on factors such as the employee’s length of service, the child’s age and citizenship, the employee’s work arrangement and the legislation covering the leave.

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

• The employee must be certified unfit for work by a doctor registered under the Medical Registration Act or a dentist registered under the Dental Registration Act. The employee must also inform or attempt to inform the employer within 48 hours of the absence.
• 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: by default, 16 weeks of maternity leave are taken continuously, beginning four weeks before the expected delivery date. By mutual agreement, the employee may start within four weeks before delivery, take the first eight weeks continuously and use the remaining eight weeks flexibly within 12 months after the child’s birth.

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

Are Compassionate Leave and Marriage Leave Mandatory?

There is no statutory entitlement to compassionate leave or marriage leave in Singapore.

These benefits depend on:

1. The employment contract
2. The employee handbook
3. A collective agreement
4. Mutual agreement between the employer and employee

When no dedicated entitlement is available, an employee may request annual leave or unpaid leave.

Although these benefits are optional, a clear compassionate leave policy can support employees during difficult personal circumstances and reduce inconsistent decisions by individual managers.

The policy should define:

1. Which family relationships are covered
2. The number of paid or unpaid leave days available
3. Whether travel days may be granted
4. Which supporting documents may be requested
5. Whether managers may approve additional leave in exceptional situations

Other Leave Benefits Employers May Consider

Companies may offer additional leave to strengthen their employee value proposition.

Common examples include:

1. Family care leave
2. Parent care leave
3. Marriage leave
4. Birthday leave
5. Study or examination leave
6. Mental wellness leave
7. Volunteer leave
8. Fertility treatment leave
9. Pregnancy loss leave
10. Additional unpaid personal leave

Employers should consider employee needs, workforce capacity and business continuity when designing additional benefits.

The policy should also explain whether optional leave is prorated, carried forward, encashable or available during probation.

Frequently Asked Questions About Employee Leave in Singapore

How many days of annual leave do employees receive in Singapore?

Employees covered by the Employment Act become eligible for paid annual leave after three months of service. The statutory minimum starts at seven days in the first year and increases by one day for each additional year of service, up to 14 days from the eighth year onwards.

Is compassionate leave mandatory in Singapore?

No. Singapore law does not create a statutory entitlement to compassionate leave. The entitlement depends on the employment contract, company policy or mutual agreement.

Can unused annual leave be carried forward?

Employees covered under Part IV of the Employment Act must be allowed to carry unused statutory annual leave forward for another 12 months. For other employees, the treatment depends on the employment contract or company policy.

Does hospitalisation leave include outpatient sick leave?

Yes. The maximum 60 days of hospitalisation leave includes the employee’s outpatient sick leave entitlement. It is not an additional 60 days on top of the 14 days of outpatient sick leave.

Must employers accept medical certificates issued through teleconsultation?

Yes. Employers must recognise medical certificates issued through teleconsultation when they are issued by a doctor registered under the Medical Registration Act or a dentist registered under the Dental Registration Act.

How much paternity leave is available in Singapore?

Eligible working fathers receive four weeks of Government Paid Paternity Leave for children born or adopted from 1 April 2025.

How much shared parental leave is available in 2026?

Eligible parents receive 10 weeks of shared parental leave for a child whose date of birth, estimated delivery date or formal intent to adopt is on or after 1 April 2026.

Are part time employees entitled to paid leave?

Yes. Part time employees covered by the Employment Act are entitled to annual leave, outpatient sick leave and hospitalisation leave. Eligible parents may also qualify for parental and childcare leave. The entitlement is adjusted according to the employee’s working hours.

What happens when a public holiday falls on a Sunday?

When Sunday is the employee’s rest day, the following working day becomes a paid public holiday.

Can an employer offer more leave than the statutory requirement?

Yes. Statutory entitlements are minimum requirements. Employers may provide additional annual leave, medical leave, parental leave or other benefits through the employment contract or company policy.

Managing Employee Leave Across Singapore and Southeast Asia

Managing leave becomes more complicated when your company hires across several countries. Eligibility periods, public holidays, payroll calculations, supporting documents and Government reimbursement rules can vary significantly between markets.

Glints TalentHub gives you one solution to source, hire, onboard, pay and manage professionals across Southeast Asia.

Through our Employer of Record solution, your company can receive support with locally compliant employment contracts, statutory leave administration, payroll processing and employment documentation without establishing a local entity.

You retain control over your employees’ responsibilities, priorities and performance, while Glints TalentHub supports the local employment administration.

Speak with a Singapore employment expert.

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!