Shared Parental Leave Application (Singapore)

A Shared Parental Leave Application in Singapore supports an application to the relevant authority for the approval or registration sought.

Shared parental leave was introduced in Singapore on 1 January 2017 as part of the government's efforts to support working families and encourage fathers to play a more active role in childcare. Before SPL, fathers were entitled only to two weeks of Government-Paid Paternity Leave (GPPL) under Section 12F of the CDCSA. The addition of four weeks of shared parental leave gives eligible fathers a combined maximum of six weeks of paid leave — two weeks paternity leave plus four weeks shared from the mother's maternity leave.

Eligibility under Section 12E(2) of the CDCSA requires that the father be lawfully married to the child's mother at the time of the child's birth (or at any point between conception and delivery), the child is a Singapore citizen born on or after 1 January 2017, and the father has served his employer for at least three continuous months before the commencement of leave. The mother must consent in writing to the sharing of her maternity leave, and the mother's total maternity leave entitlement is reduced by the number of weeks shared with the father. The four weeks of SPL must be consumed within 12 months of the child's birth.

The government caps reimbursement at SGD 10,000 per four-week period for SPL, and employers may choose to pay additional amounts above the cap at their own cost. The CPF Board processes reimbursement claims submitted by employers through the GovPayLeave portal within 30 days of claim submission.

The administrative process for claiming Government-Paid Shared Parental Leave involves coordination between the father's employer, the mother's employer, and the Central Provident Fund Board (CPFB). The father's employer pays the father's salary during the SPL period and subsequently claims reimbursement from the CPFB through the GovPayLeave portal. The CPFB verifies the eligibility of both parents — including the marriage certificate, the child's birth certificate confirming Singapore citizenship, and the mother's written consent — before processing the reimbursement. The employer must submit the claim within three months after the end of the SPL period.

The National Population and Talent Division (NPTD) under the Prime Minister's Office monitors SPL take-up rates as part of Singapore's broader population policy. Research published by the Ministry of Social and Family Development (MSF) indicates that take-up rates have increased steadily since the scheme's introduction in 2017, particularly among fathers in professional and managerial positions. The government has signalled that further enhancements to paternity and shared parental leave may be introduced as part of the national fertility strategy outlined in the White Paper on Singapore Women's Development.

A Shared Parental Leave Application is required in Singapore when a working father wishes to take time off following the birth of a child by sharing a portion of the mother's Government-Paid Maternity Leave under the Child Development Co-Savings Act (Cap. 38A). The following circumstances trigger the need for this application.

Birth of a Singapore citizen child on or after 1 January 2017 activates the SPL entitlement. The father must submit the application to his employer within the period prescribed by the company's leave policy, and the leave must be taken within 12 months of the child's birth as required by Section 12E of the CDCSA.

Mutual agreement between both parents is a prerequisite. The mother must provide written consent confirming that she agrees to share up to four weeks of her 16-week GPML entitlement with the father. The mother's employer must be informed that her maternity leave entitlement has been reduced by the corresponding number of weeks. The Ministry of Manpower (MOM) requires documented consent from both parents.

Fathers employed by organisations covered by the Employment Act 1968 (Cap. 91) — which applies to all employees in Singapore except domestic workers and seafarers — must follow their employer's leave application procedure. The application should reference the CDCSA provisions and attach the mother's written consent.

Self-employed fathers registered with the Inland Revenue Authority of Singapore (IRAS) as sole proprietors or partners are also eligible for SPL reimbursement through the government scheme, provided they meet the eligibility criteria and apply directly to the CPF Board within 12 months of the child's birth.

Adoption of a Singapore citizen child may also qualify for shared parental leave under the adoption leave provisions of the CDCSA, subject to the child being under 12 months of age at the time of the formal intent to adopt. The National Trades Union Congress (NTUC) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) encourage employers to support fathers taking SPL and to adopt family-friendly workplace practices.

Multiple births (twins, triplets) entitle the mother to the same 16 weeks of GPML per delivery (not per child), and the father may share up to four weeks from that single entitlement. Each delivery triggers a separate SPL entitlement, so a father whose wife gives birth to twins in one delivery has one SPL entitlement of four weeks, while a father whose wife has two separate deliveries has two separate SPL entitlements. The Ministry of Manpower (MOM) FAQ clarifies that SPL is per confinement, not per child.

A Singapore Shared Parental Leave Application must contain the following elements to comply with the Child Development Co-Savings Act (Cap. 38A) and employer leave administration requirements.

Father's personal and employment details require the father's full name as shown on his NRIC, NRIC number, employee identification number, department, date of commencement of employment, and job title. The application must confirm that the father has been continuously employed for at least three months before the leave start date, as required by Section 12E(2) of the CDCSA.

Mother's details and consent require the mother's full name, NRIC number, her employer's name and address, the number of weeks of GPML she is sharing with the father, and her written consent in the form of a signed declaration. The mother's declaration must state that she voluntarily agrees to reduce her 16-week GPML entitlement by the number of weeks shared and that she understands her remaining maternity leave will be reduced accordingly.

Child's details must include the child's full name, date of birth, birth certificate number, and confirmation that the child is a Singapore citizen. For adopted children, the adoption order reference number and the date of the formal intent to adopt must be provided.

Leave period details must specify the number of weeks of SPL requested (up to four weeks), the proposed start date and end date of each period of leave, and whether the leave will be taken consecutively or in separate blocks. Section 12E of the CDCSA permits SPL to be taken flexibly in blocks of at least one week, and the total leave must be consumed within 12 months of the child's birth.

Employer acknowledgement section allows the employer's HR department or authorised representative to confirm receipt of the application, verify the father's eligibility, and record the approved leave dates in the company's leave management system. The employer must retain the application and supporting documents for at least two years for audit purposes by the Ministry of Manpower (MOM).

The forms-legal.com template includes all required fields in a format that satisfies both the statutory requirements under the CDCSA and the practical requirements of employer payroll systems. The template includes space for the mother's signed consent declaration, which is a mandatory attachment for the employer's CPF Board reimbursement claim through the GovPayLeave portal.

CPF reimbursement details should note the government reimbursement cap (SGD 10,000 per four-week block for SPL) and any additional employer-funded top-up. Employers submit reimbursement claims to the Central Provident Fund Board (CPFB) after the leave period has been consumed and the father has returned to work.

Marriage certificate reference should confirm the date of the marriage and the certificate number, verifying that the father was lawfully married to the mother at the relevant time. The Central Provident Fund Board (CPFB) requires the marriage certificate as part of the reimbursement claim documentation.

Previous SPL claims record should note whether the father has taken SPL for previous children. Each qualifying birth gives rise to a separate SPL entitlement, and the employer's HR records should track the father's cumulative leave history. The forms-legal.com template includes a section for recording prior claims to assist both the employee and the employer in managing leave entitlements accurately.

Statutory declaration of eligibility should confirm that both parents meet the qualifying conditions under Section 12E(2) of the CDCSA, including lawful marriage at the relevant time, the child's Singapore citizenship, and the father's minimum three months of continuous employment.