Quick answer
In Singapore, eligible working fathers can receive up to 4 weeks of Government-Paid Paternity Leave. For children born, estimated to be delivered, or adopted on or after 1 April 2025, eligible fathers are entitled to 4 weeks of GPPL. The child must be a Singapore citizen, and the father must meet the marriage, employment or self-employment conditions.
What is paternity leave in Singapore?
Paternity leave gives eligible working fathers paid time away from work after the birth or adoption of a child. It helps fathers support the mother, care for the newborn and manage family responsibilities during the early period after childbirth.
For eligible fathers
Government-Paid Paternity Leave applies to working fathers who meet the official eligibility conditions.
For Singapore citizen child
The child generally must be a Singapore citizen for the father to qualify for GPPL.
For salary planning
Paternity leave affects payroll timing, employer reimbursement claims and work handover planning.
Paternity leave entitlement summary
The table below summarises the common paternity leave entitlement for Singapore fathers. Actual entitlement should always be checked against MOM and the Government-Paid Leave Portal.
| Child Birth / Adoption Timing | Common GPPL Entitlement | Default Leave Arrangement | Flexible Arrangement |
|---|---|---|---|
| On or after 1 April 2025 | 4 weeks of Government-Paid Paternity Leave | 4 continuous weeks within 16 weeks after the child’s birth | By mutual agreement, can be taken flexibly within 12 months after birth |
| Before 1 April 2025 | 2 weeks of GPPL, with possible additional 2 weeks if employer allowed | 2 continuous weeks within 16 weeks after the child’s birth | Flexible arrangement may apply by mutual agreement |
| Adoptive father | May qualify for GPPL if conditions are met | Depends on date of formal intent to adopt | Check official adoption-related GPPL rules |
Who is eligible for Government-Paid Paternity Leave?
A working father is generally eligible for Government-Paid Paternity Leave if he meets the citizenship, marriage and service requirements. Self-employed fathers may also qualify if they meet the relevant conditions.
Child citizenship
The child must be a Singapore citizen for the father to qualify for Government-Paid Paternity Leave.
Marriage condition
The father must be or have been lawfully married to the child’s mother between conception and birth, or within 12 months from the child’s date of birth.
Minimum service
For employees, the father generally needs to have served the employer for at least 3 continuous months before the birth of the child.
Paternity leave for self-employed fathers
Self-employed fathers may also qualify for Government-Paid Paternity Leave if they meet the official conditions. The key idea is that the father must have been engaged in work for the required period and must lose income during the paternity leave period.
Work period
The self-employed father generally must have been engaged in work for at least 3 continuous months before the child’s birth.
Loss of income
The father must have lost income during the paternity leave period to qualify under the self-employed route.
Claim process
Self-employed fathers should check the Government-Paid Leave Portal for the official claim process and documentation.
How paternity leave pay works
For eligible employees, the employer usually pays the father during the paternity leave period. The employer may then claim reimbursement for the Government-Paid Paternity Leave, subject to official caps and claim conditions.
| Item | Treatment | Planning Note |
|---|---|---|
| Salary during GPPL | Usually paid by employer during the leave period | The employer may claim reimbursement under the official GPPL scheme. |
| Government reimbursement | For children born on or after 1 April 2025, reimbursement may cover all 4 weeks, subject to cap | Employers should verify the current reimbursement cap and claim rules. |
| CPF treatment | May apply to paid salary, depending on CPF rules and payment nature | Check CPF Board guidance for official CPF treatment. |
| Unused paternity leave | Generally should be used within the allowed period | Do not assume unused GPPL can be converted into extra pay. |
Notice requirement before taking paternity leave
From 1 April 2025, fathers are required to provide employers with 4 weeks’ notice before going on Government-Paid Paternity Leave, unless the employer agrees to a shorter notice period.
Give notice early
Inform your employer or HR team early so payroll and work coverage can be planned properly.
Keep written records
Keep email or HR system confirmation of your paternity leave dates and approval.
Discuss flexible use
If you want to split your leave or take it later, discuss and agree on the arrangement with your employer.
How to take 4 weeks of paternity leave
For children born on or after 1 April 2025, the 4-week entitlement can be taken in different ways depending on whether there is mutual agreement with the employer.
| Arrangement | How It Works | Example |
|---|---|---|
| Default arrangement | Take 4 continuous weeks within 16 weeks after the birth of the child | A father takes 4 straight weeks immediately after the baby is born. |
| Flexible continuous leave | By mutual agreement, take 4 continuous weeks anytime within 12 months after birth | A father takes 4 continuous weeks when the mother returns to work. |
| Split into working days | By mutual agreement, split the 4 weeks into working days within 12 months after birth | A father uses several days each month for childcare and family support. |
Paternity leave examples
These examples show how GPPL may apply in common situations. They are simplified examples and not official entitlement decisions.
Example 1: Eligible father
A father has worked for his employer for 6 months before his Singapore citizen child is born on or after 1 April 2025. He may qualify for 4 weeks of GPPL.
Example 2: Flexible leave
A father wants to split his 4 weeks of GPPL into several working days across the year. This can generally be done only by mutual agreement with the employer.
Example 3: Short service period
If the father has not served the employer for at least 3 continuous months before the birth, eligibility may be affected unless specific reimbursement conditions apply.
Does paternity leave affect salary?
Government-Paid Paternity Leave is generally paid leave for eligible fathers. However, employees should still check how salary, CPF, allowances and payroll timing will be processed during the leave period.
| Item | Possible Effect | Planning Note |
|---|---|---|
| Monthly salary | Usually continues during paid GPPL | Check payroll timing with HR, especially if leave is taken flexibly. |
| CPF | May still apply to paid salary | CPF treatment depends on official CPF rules and payment type. |
| Allowances | Depends on contract and company policy | Some allowances may depend on attendance, role, shift or active work. |
| Bonus | Depends on employer policy | Check whether bonus calculation is affected by leave, performance period or company rules. |
Need to estimate your salary after CPF?
Use our Singapore salary calculator to estimate monthly take-home pay after CPF and income tax.
Paternity leave planning checklist
Fathers should plan early so that eligibility, leave timing, payroll and work handover are clear before the child is born.
Check eligibility
Confirm the child’s citizenship, marriage condition and whether you meet the 3-month service requirement.
Give 4 weeks’ notice
Provide notice before taking GPPL unless your employer agrees to a shorter notice period.
Confirm leave dates
Decide whether you will take leave continuously or request a flexible arrangement by mutual agreement.
Prepare handover
List pending work, deadlines, client matters and colleagues who will cover your tasks during leave.
Ask about payroll
Check how salary, CPF, allowances and reimbursement-related payroll treatment will be handled.
Keep documents
Keep HR approvals, birth documents, marriage documents and claim-related records where required.
Employer obligations and HR considerations
Employers should handle paternity leave carefully because it involves statutory entitlement, salary payment, reimbursement claims, notice periods and employee protection.
Payroll accuracy
HR teams should confirm the approved GPPL period and process salary correctly, especially for flexible leave.
Claim documentation
Employers should keep proper records for Government-Paid Leave reimbursement claims.
Employee protection
From 1 April 2025, it is an offence for an employer to dismiss an employee while he is on GPPL.
Common paternity leave mistakes
These are common mistakes employees and employers should avoid when planning Government-Paid Paternity Leave.
| Mistake | Why It Matters | Better Approach |
|---|---|---|
| Assuming all fathers qualify | GPPL depends on child citizenship, marriage condition and service requirement. | Check eligibility before confirming leave and salary treatment. |
| Not giving notice | Notice is required unless the employer agrees to a shorter period. | Inform HR early and keep written confirmation. |
| Assuming flexible leave is automatic | Flexible GPPL usually requires mutual agreement with the employer. | Agree the leave schedule clearly in advance. |
| Ignoring reimbursement caps | Government reimbursement is subject to official caps and claim rules. | Employers should check the Government-Paid Leave Portal before processing claims. |
Why trust this paternity leave guide?
SG Salary Tools explains Singapore salary, CPF, tax and employment topics in a simple way for employees, job seekers, HR users and employers. This guide is not official legal advice, but it helps users understand the key paternity leave concepts before checking official sources.
Simple breakdown
We separate eligibility, entitlement, pay, notice requirements and flexible leave planning into clear sections.
Built for Singapore
This guide focuses on Singapore Government-Paid Paternity Leave and employment planning questions.
Linked to tools
You can use our salary, CPF and leave calculators to estimate related payroll figures.
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Frequently Asked Questions
How many weeks of paternity leave do fathers get in Singapore?
For children born, expected to be delivered, or adopted on or after 1 April 2025, eligible working fathers are entitled to 4 weeks of Government-Paid Paternity Leave.
Who qualifies for Government-Paid Paternity Leave?
The child must be a Singapore citizen, the father must meet the marriage condition, and employees generally need at least 3 continuous months of service before the child’s birth.
Is paternity leave paid in Singapore?
Yes, Government-Paid Paternity Leave is paid leave for eligible fathers. Employers usually pay the employee during the leave period and may claim reimbursement subject to official rules and caps.
What if my child is not a Singapore citizen?
Government-Paid Paternity Leave generally requires the child to be a Singapore citizen. Check MOM or the Government-Paid Leave Portal if your situation is unusual.
How long must I work before I qualify for paternity leave?
Employees generally need to have served the employer for at least 3 continuous months before the birth of the child.
Do I need to inform my employer before taking paternity leave?
Yes. From 1 April 2025, fathers are required to provide 4 weeks’ notice before going on GPPL unless the employer agrees to a shorter notice period.
Can I split my paternity leave into separate days?
For children born on or after 1 April 2025, fathers may split the 4 weeks into working days within 12 months after birth if there is mutual agreement with the employer.
Does CPF apply during paternity leave?
CPF may apply to paid salary during paternity leave, depending on CPF rules and the nature of the payment. Check CPF Board guidance for official CPF treatment.
Can my employer reject flexible paternity leave?
Flexible paternity leave arrangements generally require mutual agreement. Without agreement, the default arrangement may apply.
Is this paternity leave guide official?
No. SG Salary Tools provides general information and planning guidance only. For official paternity leave rules, check MOM and the Government-Paid Leave Portal.