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Singapore employees are entitled to several types of employee leave, including annual leave, sick and hospitalisation leave, maternity leave, paternity leave, shared parental leave, childcare leave, and public holidays. Some leave types are statutory under the Employment Act or family leave schemes, while others, such as compassionate leave, depend on the employment contract or company policy.
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With recent enhancements to parental leave and a busier 2026 public holiday schedule, companies can’t afford outdated policies.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.
The main statutory leave entitlements in Singapore include:
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.
| Leave Type | Days Entitlement | Paid or Unpaid | Eligibility | Employer Obligation |
|---|---|---|---|---|
| Annual leave | 7 days in the first year, increasing by 1 day each year up to 14 days from the eighth year onwards | Paid | Employees covered by the Employment Act who have worked for at least 3 months | Track entitlement, approve leave according to company policy, and calculate prorated leave for new hires or exiting employees |
| Sick leave and hospitalisation leave | Up to 14 days of outpatient sick leave and 60 days of hospitalisation leave, including outpatient sick leave | Paid | Employees covered by the Employment Act who meet service period, notification, and medical certification requirements | Grant paid sick leave when eligibility is met, keep medical leave records, and pay salary correctly during approved leave |
| Maternity leave | 16 weeks for eligible mothers of Singapore citizen children, or 12 weeks under Employment Act conditions | Paid or partly paid depending on eligibility | Working mothers who meet child citizenship, employment period, and notice requirements | Provide maternity leave, protect eligible employees from wrongful dismissal, and submit Government reimbursement claims where applicable |
| Paternity leave | 4 weeks for eligible working fathers | Paid | Working fathers who meet child citizenship, marriage, and minimum service requirements | Pay eligible employees during leave and claim Government reimbursement where applicable |
| Shared parental leave | 10 weeks shared between eligible parents for children born, expected to be born, or adopted from 1 April 2026 onwards | Paid | Eligible working parents who meet child citizenship and minimum service requirements | Process leave based on the shared arrangement and claim Government reimbursement for the allocated weeks |
| Childcare leave | 6 days per year for eligible parents of Singapore citizen children below 7, or 2 days per year for eligible parents of non citizen children below 7 | Paid | Parents who have served the employer for at least 3 continuous months and meet child age and citizenship requirements | Grant eligible childcare leave, track yearly usage, and claim Government reimbursement for applicable days |
| Public holidays | 11 paid public holidays per year | Paid | Employees covered by the Employment Act | Provide the paid holiday, a substituted day, or the correct pay if the employee works on a public holiday |
| Compassionate leave | No statutory entitlement | Depends on company policy | Based on the employment contract, employee handbook, collective agreement, or mutual agreement | Set a clear policy covering eligible relationships, number of days, required documents, and approval process |
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:
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:
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:
Key practical points
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
From three to six months of service, sick leave is pro rated. A common schedule is
You also need to ensure that
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
From an employer’s perspective, planning rosters around a 16 week maternity period is now standard practice in Singapore.
For eligible working parents of Singapore citizen children under 7 years old
For parents of non-citizen children who are covered by the Employment Act
For parents of Singapore citizen children aged 7 to 12 (primary school years)
For eligible working parents of Singapore citizen children under 2 years old
There is no statutory entitlement to compassionate leave or marriage leave in Singapore.
These benefits depend on:
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:
Companies may offer additional leave to strengthen their employee value proposition.
Common examples include:
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.
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.
What is PTO leave?
PTO leave means paid time off. In Singapore, employers commonly use this term to describe company provided paid leave, while statutory annual leave remains governed by the Employment 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.
What is a notice period?
A notice period is the time an employer or employee must give before ending employment. If the contract does not state a notice period, MOM sets minimum notice periods based on length of service.
Can employees take annual leave during notice period?
Yes, with employer approval. MOM states that taking approved annual leave during notice period is different from using annual leave to offset the notice period.
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.
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!
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