Last Updated on March 4, 2024 by Parentology

The role of fathers in the early days of a child’s life has garnered increasing recognition. Singapore, with its forward-thinking policies, has been at the forefront of supporting working fathers through initiatives like paternity leave and benefits. These measures not only alleviate the financial burden associated with welcoming a new member to the family but also encourage active paternal involvement from the very start. Such involvement is crucial for fostering strong familial bonds and promoting a balanced sharing of parental responsibilities.

Within this supportive framework, two key programs stand out: the Government-Paid Paternity Leave (GPPL) and the Government-Paid Paternity Benefit (GPPB). While both aim to support fathers in embracing their roles without the worry of financial strain, they cater to different circumstances and have unique eligibility criteria and benefits. Understanding the distinctions and commonalities between GPPL and GPPB is essential for prospective fathers. It enables them to navigate the options available to them more effectively, ensuring they can make the most of the benefits provided by the nation’s family-friendly policies.

 

Overview of GPPL and GPPB

Feature / Scheme	Government-Paid Paternity Leave (GPPL)	Government-Paid Paternity Benefit (GPPB)
Eligibility	Child is a Singapore citizen or becomes one within 12 months of birth/adoption. Fathers must have been employed for at least 3 months prior to the child’s birth/adoption. Legal marriage to the child’s mother at some point from conception to birth, or within 12 months of the child’s birth.	Fathers who are ineligible for GPPL due to their employment situation (e.g., short-term contracts, contract expired before birth/adoption, or self-employed without meeting the 3-month employment criterion). Child born or adopted on or after 1 Jan 2024.
Benefits	Up to 4 weeks of paternity leave, with the first 2 weeks being a default entitlement and the additional 2 weeks requiring employer’s agreement. Compensation capped at $2,500 per week.	Financial compensation for up to 4 weeks, mirroring the GPPL’s duration, with compensation calculated based on the father’s income and capped at $2,500 per week.
Application Process	Apply through the employer, with the requirement to notify and agree on the leave period.	Submit a claim online through the Government-Paid Leave (GPL) Portal, with claims to be made within 3 months after the GPPL period.
Documentation Required	Child’s birth certificate or adoption order. Employment details and proof of eligibility. Marriage certificate (if applicable).	Child’s birth certificate or adoption order (and related citizenship documents if applicable). Proof of income and employment status. Documentation proving ineligibility for GPPL.
Recovery of Payment	Not typically applicable, as GPPL is a leave entitlement rather than a direct financial benefit.	Required if the adoption order is not granted within 12 months from the FIA date, or if the child does not obtain Singapore citizenship within 6 months from the adoption order date.

 

GPPL (Government-Paid Paternity Leave)

The Government-Paid Paternity Leave (GPPL) scheme in Singapore is designed to provide working fathers with paid leave following the birth or adoption of their child. The purpose of GPPL is to facilitate early father-child bonding, support mothers in the postnatal period, and promote shared parental responsibility from the outset. It acknowledges the critical role that fathers play in the nurturing and well-being of their newborns and supports the notion that child-rearing is a joint endeavor.

Introduced as part of Singapore’s broader initiative to encourage family-friendly work practices, GPPL has evolved in response to changing societal values towards fatherhood and family life. Initially offering one week of paid leave to eligible fathers of children born from 1 January 2013, the scheme was expanded to provide two weeks of paternity leave for children born from 1 January 2015 onwards. This progression reflects the government’s commitment to fostering a pro-family environment in which both parents are encouraged to actively participate in early childcare.

 

GPPB (Government-Paid Paternity Benefit)

While GPPL offers direct leave days to fathers, the Government-Paid Paternity Benefit (GPPB) serves as a financial compensation scheme for fathers who might not qualify for GPPL due to their employment arrangements. Specifically, it targets those on short-term contracts, freelancers, or those whose contracts expire before the birth or adoption of their child. GPPB ensures that these fathers, despite their unconventional employment status, receive support to be with their newborns or newly adopted children.

The introduction of GPPB marks a significant extension of Singapore’s paternity support framework, ensuring no father is left behind due to the nature of his employment. It acknowledges the diversity of Singapore’s workforce and the various employment arrangements present in the modern economy. By compensating for lost income during the period a father dedicates to his child, GPPB complements GPPL, collectively enhancing the nation’s family-friendly policies. This benefit underscores the understanding that the early involvement of fathers in childcare is beneficial not just for the child and the immediate family but for society as a whole.

Together, GPPL and GPPB represent a dual-faceted approach to supporting paternity in Singapore. While GPPL provides time for fathers to be physically present with their children, GPPB ensures that financial constraints do not prevent fathers in less traditional employment from playing an active role in their early lives.

 

Eligibility Criteria for GPPL and GPPB

Understanding the eligibility criteria for both the Government-Paid Paternity Leave (GPPL) and the Government-Paid Paternity Benefit (GPPB) is crucial for prospective fathers. These criteria determine who can avail of the respective benefits, ensuring that support is extended in a manner that reflects the diverse needs and employment situations of fathers in Singapore.

 

For GPPL

Natural Fathers

• The child must be born on or after 1 January 2017.
• The child must be a Singapore citizen, or become one within 12 months from the date of birth.
• The father must have been lawfully married to the child’s mother between conception and birth, or within 12 months after the child’s birth.
• Employed fathers must have served their employer for a continuous period of at least 3 months preceding the child’s birth.

Adoptive Fathers

• The Formal Intent to Adopt (FIA) date must be on or after 1 January 2017.
• The child adopted must be below 12 months old at the point of FIA.
• For non-Singapore citizen children, either the adoptive father or his spouse must be a Singapore citizen by the time of the child’s Dependant’s Pass (DP) issuance.
• Employed adoptive fathers must have served their employer for at least 3 months prior to their FIA date.

Fathers of Stillborn Children

• Eligibility criteria for natural fathers apply, provided the stillbirth occurred on or after 1 November 2021.

 

For GPPB

Specific Circumstances for Eligibility

• Fathers who are ineligible for GPPL due to their employment arrangements qualify for GPPB. This includes fathers on short-term employment contracts, those whose contracts expired before the child’s birth or the FIA date, and self-employed fathers who may not meet the service duration requirement for GPPL.
• The child must be born or the FIA date must be on or after 1 January 2024, aligning with the enhancements to paternity benefits.
• GPPB is designed to cater to fathers who actively participate in their child’s early life but are disadvantaged by the nature of their employment from accessing GPPL.

 

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Contrast Between GPPL and GPPB Eligibility

The eligibility criteria for GPPL are primarily structured around the relationship to the child (natural, adoptive, or father of a stillborn child), citizenship of the child, marital status, and employment history. It provides a direct leave benefit to fathers who are in a more stable employment situation, allowing them to take time off work without financial worry.

GPPB, on the other hand, acknowledges the gaps left by GPPL, targeting fathers who fall outside the traditional employment brackets. It focuses on compensating for lost income rather than providing direct leave days, ensuring that all fathers, regardless of their employment status, have the support they need to be involved in their child’s early development.

While GPPL offers leave to fathers in continuous employment, GPPB ensures that those on the fringes of these criteria—due to the precarious nature of their jobs or the timing of their employment contracts—are not left out. This approach underscores Singapore’s inclusive attitude towards paternal involvement, recognizing its importance across all sectors of the workforce.

 

Benefits and Limitations of GPPL and GPPB

Understanding the benefits and limitations of the Government-Paid Paternity Leave (GPPL) and the Government-Paid Paternity Benefit (GPPB) is essential for prospective fathers in Singapore. Each program offers support to fathers under different conditions, with its unique set of advantages and constraints.

 

GPPL Benefits

Duration of Leave: GPPL grants eligible fathers up to two weeks of paternity leave for children born or adopted before 1 January 2024, and up to four weeks for children born or adopted on or after this date. This allows fathers significant time to bond with their newborns or newly adopted children.

Financial Compensation: The leave is government-paid, with the compensation capped at $2,500 per week, ensuring fathers do not face financial strain during this period.

Flexibility in Leave Taking: GPPL offers flexibility in how leave can be taken, either in one continuous stretch within the first 16 weeks after the child’s birth/adoption or flexibly within the first 12 months, subject to agreement with the employer. This adaptability allows fathers to plan their leave based on their family’s needs.

 

GPPB Benefits

Compensation Details: GPPB provides a compensatory benefit for fathers who do not qualify for GPPL, covering up to 28 days of their income, capped at $2,500 per week. The compensation is calculated based on the father’s income in the 12 months immediately before the child’s birth or the Formal Intent to Adopt (FIA) date, ensuring a fair and equitable benefit.

How It’s Calculated and Disbursed: The benefit amount under GPPB is derived from the father’s average daily income over the past year, providing a straightforward and transparent calculation method. The disbursement process is designed to be efficient, with claims submitted and processed through the Government-Paid Leave (GPL) Portal.

 

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Limitations

 

For GPPL

• Employment Requirements: Fathers must have served their employer for a minimum period (typically three months) prior to the child’s birth or adoption date, which may exclude those in very short-term contracts or irregular employment from eligibility.
• Flexibility Constraints: While there is flexibility in leave taking, the actual scheduling depends on mutual agreement with the employer, which may not always align with the father’s preference or family needs.

 

For GPPB

• Eligibility Specificity: GPPB is specifically aimed at fathers who are ineligible for GPPL due to their employment situation, meaning it does not apply to those who already qualify for GPPL.
• Compensation Cap: The cap on compensation may not fully cover the income of higher earners, potentially limiting the benefit’s value for those individuals.

While GPPL provides direct leave to fathers in more traditional employment scenarios, GPPB extends a crucial financial lifeline to those whose work conditions might otherwise preclude them from taking paternity leave.

However, the effectiveness of both schemes is subject to their respective limitations, underlining the importance of ongoing policy refinement to ensure that all fathers can fully engage in the crucial early stages of their children’s lives.

 

Application and Claims Process for GPPL and GPPB

 

GPPL Application and Claims Process

Steps to Apply:

1. Notification: Inform your employer as soon as possible about your intention to take paternity leave, preferably as soon as the pregnancy is confirmed or the adoption process is initiated.
2. Documentation: Submit the necessary documents to your employer, including a copy of the child’s birth certificate for natural fathers, or the Formal Intent to Adopt (FIA) notice for adoptive fathers.
3. Submission: Fill out the GPPL application form provided by your employer or through the Ministry of Social and Family Development (MSF) website.

Documentation Required:

• Child’s birth certificate or adoption papers.
• Marriage certificate (if applicable).
• Your NRIC or other identification documents.

Processing Time and Follow-Up:

• The processing time can vary but employers are typically quick to process GPPL applications to comply with regulations.
• Employers will confirm the approval of leave dates and may follow up with any additional requirements or clarifications.

 

GPPB Application and Claims Process

Steps to Apply:

1. Eligibility Check: Ensure you meet the criteria for GPPB, particularly regarding employment status and the ineligibility for GPPL.
2. Documentation: Gather all necessary documents, including income statements and any proof of employment or self-employment over the past 12 months.
3. Online Submission: Complete and submit your application through the GPL Portal, including all required documentation.

Documentation Required:

• Detailed income statements for the past 12 months.
• Proof of child’s birth or Formal Intent to Adopt (FIA) notice.
• Identification documents and any relevant employment contracts.

Processing Time and Follow-Up:

• Processing times for GPPB claims may be longer due to the necessity of verifying income and employment status.
• Applicants can check their application status through the GPL Portal and will receive notification upon processing completion.

 

Recovery of Payment

For GPPL: There are generally no conditions under which GPPL payments need to be returned as this benefit is directly linked to employment and taken as leave from work.

For GPPB:

• Non-Grant of Adoption Order: If the adoption order is not granted within 12 months from the FIA date, fathers may be required to repay the GPPB received.
• Failure in Obtaining Singapore Citizenship: If the child does not obtain Singapore citizenship within 6 months from the adoption order date, the GPPB payment may also need to be returned.

 

Practical Scenarios

 

Scenario 1: Self-Employed Father (GPPB) 

John, a freelance graphic designer, welcomes a new baby into his family. Since he does not have a formal employer, he is ineligible for GPPL but applies for GPPB to compensate for the income lost while he takes time off to be with his newborn. He submits his income statements through the GPL Portal and receives compensation that allows him to enjoy the early days with his child without financial worry.

 

Scenario 2: Contract Worker (GPPL)

David, working on a year-long contract that will renew shortly, becomes a father. He informs his employer about his intention to take paternity leave and submits his child’s birth certificate. His employer grants him two weeks of GPPL, allowing David to spend invaluable time with his newborn.

 

Scenario 3: Father of a Stillborn Child (GPPL)

Alex faces the heartbreaking situation of a stillbirth. Despite his grief, he learns that he is eligible for paternity leave under GPPL, offering him time to grieve and support his partner. He follows the GPPL application process with his employer, providing the necessary documentation.

 

Scenario 4: Adoptive Father (GPPL and GPPB)

Michael and his spouse decide to adopt a child and are in the process when Michael’s contract job ends. Initially concerned about his eligibility for paternity leave, Michael finds he can apply for GPPB once the adoption is finalized, ensuring he does not miss out on bonding with his newly adopted child during the crucial early months.

 

Conclusion

Navigating the landscape of paternity support in Singapore, with its Government-Paid Paternity Leave (GPPL) and Government-Paid Paternity Benefit (GPPB), presents a valuable opportunity for fathers to actively participate in the early stages of their child’s life. Understanding the key differences between GPPL and GPPB is crucial for prospective fathers, as it enables them to make informed decisions about which scheme best aligns with their employment situation and family needs.

GPPL offers direct leave to fathers in stable employment, allowing them to spend precious initial moments with their newborn or newly adopted child without financial worry. On the other hand, GPPB extends financial support to fathers who, due to the nature of their employment, might not qualify for GPPL, ensuring that they too can afford to take time off during this significant period.

Prospective fathers are encouraged to review their eligibility carefully and apply for the scheme that most appropriately meets their circumstances. By doing so, fathers can maximize the support available to them, contributing to a more fulfilling and bonding experience with their child right from the start.

 

FAQs

Q1: Can I apply for both GPPL and GPPB? A1: No, you can only apply for one scheme – either GPPL or GPPB, depending on your eligibility.

Q2: How long does it take to process GPPL or GPPB applications? A2: Processing times can vary, but applications are generally processed within a few weeks. It’s advisable to apply well in advance of when you wish to take the leave.

Q3: Can I take GPPL in parts, or does it have to be in one continuous block? A3: GPPL can be taken flexibly, either in one continuous block or in parts, within 12 months from the child’s birth or adoption date, subject to your employer’s agreement.

Q4: What happens if I receive GPPB but then my adoption order fails? A4: If the adoption order is not granted within 12 months from the FIA date or the child does not obtain Singapore citizenship within six months from the adoption order date, you may be required to repay the GPPB amount received.

 

Resources and Contacts

For more detailed information on GPPL and GPPB, including application guides and eligibility criteria, please refer to the following official resources:

• Ministry of Social and Family Development – for comprehensive details on family support schemes.
• Government-Paid Leave (GPL) Portal – for application submission and status tracking.

 

By offering Government-Paid Paternity Leave (GPPL) and Government-Paid Paternity Benefit (GPPB), the nation underscores the importance of father-child bonding and equitable parental responsibilities from the outset. GPPL facilitates fathers to take time off work to be with their newborns or adopted children without financial worry, while GPPB ensures that fathers in non-traditional employment arrangements also receive support. These initiatives reflect Singapore’s broader vision of a family-friendly workplace culture, emphasizing the shared joy and duty of raising children.

As we explore these beneficial programs, it’s essential for young parents, who juggle professional and familial duties, to stay informed and prepared for the joys and challenges of parenthood.

Financial planning becomes a cornerstone in this journey, ensuring that families can embrace these moments without undue stress.

Thus, we invite you to join our email list to receive updates and insights on financial planning for busy parents. By doing so, you’ll gain access to valuable resources and tips designed to empower you to make informed decisions, ensuring a balanced and joyful family life. Embrace this opportunity to stay ahead, feel positive, and take control of your family’s future.

 

 

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