Last Updated on March 4, 2024 by Parentology
Contents
In Singapore, the Government-Paid Paternity Leave scheme is a pivotal step towards supporting working fathers in their journey into parenthood, ensuring they can actively participate in the early stages of their child’s life without the worry of financial strain. This initiative not only acknowledges the importance of paternal involvement in childcare but also promotes a more balanced sharing of parental responsibilities. It’s a testament to the nation’s commitment to family-friendly policies, aiming to foster stronger family bonds from the very beginning.
Benefits
After 1 Jan 2024
Starting January 1, 2024, eligible working fathers in Singapore will benefit from an enhanced Government-Paid Paternity Leave (GPPL) scheme. Fathers can take up to four weeks of paternity leave within 12 months from their child’s birth or Formal Intent to Adopt (FIA) date. The first two weeks of leave are a default entitlement, while the additional two weeks require mutual agreement with the employer and are reimbursed by the government. The maximum government reimbursement is capped at $2,500 per week, totaling up to $10,000. This initiative aims to support fathers in being more involved in early child-rearing and strengthens family bonds.
Before 1 Jan 2024
For children born or adopted on or before January 1, 2024, eligible working fathers in Singapore are entitled to 2 weeks of Government-Paid Paternity Leave (GPPL), usable within 12 months from the child’s date of birth or the Formal Intent to Adopt date. This leave can be taken either in one continuous block within the first 16 weeks or, with employer agreement, flexibly within the first year. The government reimburses employers up to $2,500 per week, with a total cap of $5,000 for the two weeks, based on the working days in a week.
It’s crucial to note that Government-Paid Paternity Leave (GPPL) cannot be applied towards the notice period for leaving a job.
If employment ends, any unused GPPL is forfeited and cannot be compensated by the employer or transferred to a new job.
However, fathers whose employment ends due to contract expiry or retrenchment may still qualify for Government-Paid Paternity Benefit (GPPB) under certain conditions.
Eligibility Criteria for Paternal Leave Benefits
For Biological Fathers Following a Live Birth
Eligibility hinges on several key factors for fathers following the birth of their child. Primarily, the child must be born or expected to be delivered on or after January 1, 2017, and must either be a Singapore citizen at birth or obtain citizenship within the first year, including the day of birth. It’s imperative that the child secures Singapore citizenship to avail of the Government-Paid Paternity Leave (GPPL) within this timeframe.
A legal marriage to the child’s mother is required, either during the pregnancy or within a year after the child’s birth. This criterion remains valid regardless of the marital status at the time of birth. For employed fathers, a minimum of three months’ service with the current employer before the child’s birth is necessary. Should all GPPL conditions be met except for the specified employment duration, and if the employer agrees to grant GPPL, the government offers reimbursement for the leave.
For children born on or after November 1, 2021, fathers must be actively employed at the time of birth and must not have previously claimed the Government-Paid Paternity Benefit (GPPB) for the same child. Self-employed fathers are required to have been actively involved in their business or profession for at least three months prior to the birth, with a noticeable income loss during their leave period. Eligibility for GPPL is contingent upon these conditions; however, those not meeting these criteria may still qualify for benefits under the GPPB scheme.
For Biological Fathers in Cases of Stillbirth
Eligibility extends to fathers experiencing the tragedy of a stillbirth on or after November 1, 2021. The enhancement to four weeks of GPPL, applicable to children born on or after January 1, 2024, does not extend to fathers of stillborn children. The child’s mother must have been a Singapore citizen at the time of the stillbirth, and the father must have been legally married to her either during the pregnancy or within a year following the stillbirth.
Employed fathers must have completed at least three months of service with their employer before the stillbirth. Those who meet all other GPPL requirements, excluding the specified employment duration, and whose employers are willing to grant GPPL, are eligible for government reimbursement. Self-employed fathers should have been actively engaged in their trade or profession for at least three months prior to the stillbirth, with a certified notification of the stillbirth by a medical authority.
For Adoptive Fathers
Adoptive fathers are eligible for GPPL if their Formal Intent to Adopt (FIA) is dated on or after January 1, 2017. This eligibility is specific to those who are not the child’s biological father. In cases where the child is not a Singapore citizen, either the adoptive father or his spouse must be a Singapore citizen from the time the Dependant’s Pass (DP) is issued.
A minimum of three months’ employment before the FIA date is required for employed fathers. Similar to biological fathers, if all criteria except the employment duration are met and the employer consents to the leave, the government will reimburse the employer for the GPPL granted. The same conditions apply for self-employed adoptive fathers, who must have been actively engaged in their trade or profession for at least three months prior to their FIA date and have experienced a loss of income during their leave. Should the GPPL criteria not be fully met, adoptive fathers may still explore eligibility for benefits under the GPPB scheme, ensuring a comprehensive support system for all new fathers.
You May Be Interested
Reimbursement and Payment Recovery for Adoptive Fathers
The government or employer may seek reimbursement of paternity leave payments if the adoption order is not finalized within 12 months from the FIA date or if the child, not being a Singapore citizen initially, fails to secure citizenship within six months from the adoption order date.
Application and Claim Process for Employees
Employees planning to take paternity leave should inform their employer in advance to facilitate eligibility verification and work arrangement planning. A declaration form, provided by the employer or through a standard form (GPPL1), along with necessary documents, must be submitted to declare eligibility.
Fathers should then follow their employer’s leave application procedures to apply for paternity leave. This streamlined process ensures that both the employer and the employee are prepared for the leave period, maintaining workplace harmony and compliance with eligibility criteria.
Application and Claim Process for Self-Employed Fathers
Recording and Claiming Paternity Leave
Self-employed fathers are required to meticulously record the dates of their Government-Paid Paternity Leave (GPPL). They must then submit their paternity leave claim through the Government-Paid Leave (GPL) Portal, ensuring this is done within three months following the conclusion of their GPPL. It’s important to note that fathers do not need to wait until the entirety of their paternity leave is completed to start the claim process. Claims for payment can be made for any portion of the GPPL already taken, as long as it follows the leave’s commencement.
Monitoring Your Application
The status of your application can be continuously monitored via the GPL Portal. Upon the processing of your application, you will receive a notification, keeping you informed every step of the way.
Compensation for Lost Income
For self-employed individuals, eligibility for payment is directly tied to the income forgone during the GPPL period. This compensation is determined based on your most recent Notice of Assessment from the Inland Revenue Authority of Singapore (IRAS), ensuring a fair assessment of lost earnings.
Processing Time
Applicants are encouraged to consult the service standards outlined for an understanding of the expected processing timeline, ensuring clarity and setting appropriate expectations for the reimbursement process.
Related
Singapore’s GPPL and GPPB schemes represent a significant stride toward supporting working fathers, emphasizing the nation’s dedication to nurturing stronger family bonds and equitable parental responsibilities. The GPPL scheme offers up to four weeks of paternity leave, fostering early father-child bonding and sharing the joys and duties of parenting. Meanwhile, the GPPB ensures that fathers in less traditional employment circumstances are not left behind, offering financial support to those who might otherwise miss out on these precious early moments.
Read More on GPPB Here
As we navigate these supportive measures, it’s vital for fathers to thoroughly review their eligibility and understand the nuances of each scheme to ensure they are making the most informed decision for their families. Whether you’re welcoming a new child through birth or adoption, the right information and preparation can make all the difference in these formative times.
Don’t miss out on the latest insights and guides tailored for Singaporean parents. Join the Email List Today!
Sign up (BELOW) for our email newsletter today and stay ahead with updates, expert advice, and invaluable resources right in your inbox. Whether you’re a first-time dad seeking guidance on paternity leave or a seasoned parent looking for tips to balance work and family life, our newsletter is your go-to source for everything parenting. Sign up now and join a community of parents who are just as committed to family-first policies as you are.
