Eligible working fathers, including those who are self-employed, can enjoy up to 4 weeks of Government-Paid Paternity Leave (GPPL).
For more information on GPPL administered by the Ministry of Social and Family Development (MSF), visit the Government-Paid Leave portal.
Eligibility
As a working father, you are entitled to Government-Paid Paternity Leave (GPPL) if you meet the following requirements:
- Your child is a Singapore citizen.
- You are or had been lawfully married to the child’s mother between conception and birth, or within 12 months from your child's date of birth, inclusive of date of birth.
- For employees: you have served your employer for a continuous period of at least 3 months before the birth of your child.
- For self-employed: you have been engaged in your work for a continuous period of at least 3 months before the birth of your child and have lost income during your paternity leave period.
Adoptive fathers who meet the following requirements are also entitled to GPPL:
- Your child is a Singapore citizen.
- For employees: you have served your employer for a continuous period of at least 3 months before the date of your formal intent to adopt.
- For self-employed: you have been engaged in your work for a continuous period of at least 3 months before the date of your formal intent to adopt, and have lost income during the paternity leave period.
Entitlement
If your child's date of birth, estimated delivery date or date of formal intent to adopt is before 1 April 2025, you are entitled to 2 weeks of GPPL, and may take an additional 2 weeks of GPPL, if your employer allows you to do so.
If your child's date of birth, estimated delivery date or date of formal intent to adopt is on or after 1 April 2025, you are entitled to 4 weeks of GPPL.
Your GPPL entitlement per week depends on your number of working days in a week.
If you work 6 days a week, then you will get 24 days of GPPL if your child was born on or after 1 April 2025.
Your employer will pay you during the leave period. They can then claim reimbursement for all 4 weeks of your GPPL if your child is born on or after 1 April 2025, capped at $2,500 per week or a total of $10,000.
Protections
From 1 April 2025, it is an offence for an employer to dismiss an employee while he is on GPPL.
Planning your leave
From 1 April 2025, you are required to provide your employer with 4 weeks' notice before going on GPPL, unless your employer is agreeable to a shorter notice period.
You can take your leave as follows, depending on when your child is born:
On or after 1 April 2025If your child's date of birth, estimated delivery date or formal intent to adopt is on or after 1 April 2025, you are entitled to 4 weeks of GPPL.
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Arrangement
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4 weeks GPPL
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Default, without any mutual agreement
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Take 4 continuous weeks within 16 weeks after the birth of the child. |
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Flexibly, by mutual agreement
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Take 4 continuous weeks any time within 12 months after the birth of the child.
Split the 4 weeks into working days and take them in any combination within 12 months after the birth of the child.
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Calculating actual leave days
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4 weeks X the number of working days in the week.
Capped at 6 working days per week.
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If your child's date of birth, estimated delivery date or formal intent to adopt is before 1 April 2025, you are entitled to 2 weeks of GPPL, and may take an additional 2 weeks of GPPL, if your employer allows you to do so.
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Arrangement
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2 weeks GPPL
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4 weeks GPPL
(2 weeks + additional 2 weeks if your employer allows)
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Default, without any mutual agreement
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Take 2 continuous weeks within 16 weeks after the birth of the child. |
Take 4 continuous weeks within 16 weeks after the birth of the child. |
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Flexibly, by mutual agreement
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Take 2 continuous weeks any time within 12 months after the birth of the child.
Split the 2 weeks into working days and take them in any combination within 12 months after the birth of the child.
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Take 4 continuous weeks any time within 12 months after the birth of the child.
Split the 4 weeks into working days and take them in any combination within 12 months after the birth of the child.
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Calculating actual leave days
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2 weeks X the number of working days in the week.
Capped at 6 working days per week.
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4 weeks X the number of working days in the week.
Capped at 6 working days per week.
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