Maternity Leave Policies in Singapore: What to Know in 2026
Working mothers can take up to 16 weeks of paid leave under the Government-Paid Maternity Leave (GPML) scheme, allowing them to recover from childbirth and bond with their newborns while maintaining financial stability.
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Singapore’s maternity policies protect working mothers’ rights while encouraging a healthy balance between family and career. The government, together with employers, offers flexible arrangements, shared parental leave, and benefits that help families transition into parenthood more smoothly.
This article aims to provide a comprehensive guide to maternity leave in Singapore, covering the eligibility rules, the application process, benefits, sharing of the maternity leave period, and, most importantly, maternity insurance.
Maternity Leave Eligibility Requirements in Singapore
Pregnant female employees are currently entitled to either 12 or 16 weeks of maternity leave. The determining factors for the length of your maternity leave are:
- If your child is a Singapore citizen, you’ll be eligible for 16 weeks of paid maternity leave. If your child is not a Singapore citizen, the entitlement is 12 weeks.
- If you are legally married to the child’s father
- If you have served your employer for a continuous period of at least three months before the birth of your child (working for an employer)
- If you have been engaged in your work for at least three continuous months and have lost income during the maternity leave period
Note: To find out how long your maternity leave will be, you can use the maternity leave calculator on the Ministry of Manpower’s (MOM) website.
Key Benefits and Protections During Maternity Leave
During maternity leave, employees are entitled to receive salary and compensation as per the prevailing laws.
Employers may choose to provide additional benefits beyond the statutory requirements, such as medical benefits, insurance coverage, and other support systems to ease the financial burden and promote the well-being of employees during their leave period.
Return-to-work arrangements are also a crucial consideration. Employers are required to reinstate employees to the same position or a comparable one upon their return from maternity leave.
In cases where the employee is unable to perform the same role due to medical reasons, employers must make reasonable efforts to accommodate them in suitable alternative positions.
Understanding Singapore’s Government-Paid Maternity Leave (GPML)
The GPML Scheme is a government support initiative to support eligible working mothers in recovering from delivery and caring for their newborns without the need to worry about work, as a solution to the low birth rate in Singapore.
How to Apply for Maternity Leave in Singapore
You should inform your employer as soon as possible once you know your expected delivery date. From 1 April 2025, you are required to give at least four weeks’ notice before beginning your GPML period. This helps employers plan manpower arrangements.
Employees will then need to complete the GPML declaration form and submit it to HR before their leave starts. They need to provide necessary personal details, expected delivery date, and family declarations, and take signatures and approvals as needed.
The company’s HR and management will evaluate applications per eligibility criteria, and the company’s leave policies before approval. They will be responsible for the start dates and end dates of the leave based on the indications the employee provided and the needs of the business.
Once the leave is approved and dated, the employee can proceed to take the maternity leave accordingly, and your HR will assist with the necessary documentation and government reimbursement process for GPML salary support during the leave period, where applicable.
Both the employer and the government will be involved in paying the employee’s salary on maternity leave, with the distribution as follows:
| Child Order | Paid By | Maximum Limit for Government-paid portion of Maternity Leave |
| First and second child order | The first 8 weeks are paid by the employer, and the remaining are paid by the government |
|
| Third and subsequent child order | Fully paid by the government |
|
In the promotion of gender equality and strengthening family ties, Singapore also has paternity and shared parental leave legislation. See here for eligible working fathers.
Starting 1 April 2025, working fathers whose child is a Singapore citizen are entitled to four weeks of Government-Paid Paternity Leave (GPPL).
| Arrangement | 4 weeks GPPL |
| Default, without any mutual agreement | Take 4 continuous weeks within 16 weeks after the birth of the child. |
| Flexibly, by mutual agreement | 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. |
Note: 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.
The total number of leave days depends on your work schedule (for example, if you work 6 days a week, you will get 24 days of GPPL). Your employer will continue to pay your salary during the leave period.
Employers can then claim government reimbursement for all 4 weeks of GPPL, capped at S$2,500 per week (up to S$10,000 in total).
Tips for Planning and Managing Your Maternity Leave Schedule
Working mothers have control over how they arrange their maternity leave. She can work it out with her employer to come up with one of the three outcomes:
| Arrangement | 16 weeks | 12 weeks |
| By Default
Includes non-working days, rest days, and public holidays. |
Take the 16 weeks continuously, starting 4 weeks before delivery. | Take the 12 weeks continuously, starting 4 weeks before delivery. |
| By Mutual Agreement
Includes non-working days, rest days, and public holidays. |
Start anytime within 4 weeks before delivery.
Example: If the expected date of delivery is 7 July, you can start your leave between 9 June and 7 July. You must take the first 8 weeks in one continuous stretch. You can take the last 8 weeks flexibly over 12 months from your child’s birth. |
Start anytime within 4 weeks before delivery.
Example: If the expected date of delivery is 7 July, you can start your leave between 9 June and 7 July. You must take the first 8 weeks in one continuous stretch. You can take the last 4 weeks flexibly over 12 months from your child’s birth. |
| Flexible Leave Calculation
Doesn’t include non-working days, rest days, and public holidays. |
8 weeks x the number of working days in the week, capped at 48 working days. | 4 weeks x the number of working days in the week, capped at 24 working days. |
It is essential to be transparent and open in the conversation with your employer so that they are aware of your needs and make relevant accommodations to ensure a smooth transition and return process for both parties.
Common Questions About Maternity Leave in Singapore
How long is paid maternity leave in Singapore?
Maternity leave in Singapore is 16 weeks for female employees who have served their employer for at least 3 continuous months and fulfill certain criteria, such as the child being Singaporean and a legal marriage with the child’s father. Otherwise, the maternity leave would be 12 weeks.
Do employees receive a full salary during maternity leave?
Employees on maternity leave receive salary and compensation as per the prevailing laws, with the government providing maternity leave pay based on average monthly earnings. Employers can also choose to provide additional benefits such as insurance coverage and medical benefits.
Do foreign employees in Singapore have maternity leave benefits?
Foreign employees in Singapore are entitled to maternity leave benefits if they meet the eligibility criteria, similar to local employees. Employers are encouraged to provide support and guidance to foreign employees during their maternity leave period.
Are employers required to reinstate employees after maternity leave?
Employers in Singapore must reinstate employees to the same or comparable position upon their return from maternity leave, making reasonable accommodations if needed. It is essential for employers to create a supportive work environment to facilitate the smooth return of the employee.
Conclusion
Maternity leave has societal implications for employers and the government’s contribution to the overall well-being of the employee, her family, and her productivity and retention.
It is of utmost importance for employers and employees to come up with a maternity plan hand in hand to ensure a smooth transition into parenthood and a smooth return to the workplace, which results in a win-win situation for both parties.
If you are thinking about starting a family, it is best to plan ahead to secure maternity insurance. Virtually all maternity insurance plans come with waiting periods that must elapse before you can file for claims on maternity coverage.
With over 25 years of experience in the insurance brokerage industry, Pacific Prime specializes in providing clients with insurance solutions from global insurers that suit their needs and budgets.
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With his keen interest in journalism, especially in the healthcare and wellness field, Tawan joins Pacific Prime with the goal of creating content that simplifies health insurance solutions, helping people make informed choices and choose the best options for their needs. He firmly believes that words have power that can shape the world for the better.
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