Am I eligible for shared parental leave if I am still on my probation at work?
Yes.
Your probationary status will not affect your entitlement to shared parental leave as long as you meet all the eligibility criteria.
A Singapore Government Agency Website
Yes.
Your probationary status will not affect your entitlement to shared parental leave as long as you meet all the eligibility criteria.
Yes.
You should continue paying your employee as though he were still at work.
Once the employee has finished shared parental leave, submit a claim for Government reimbursement through www.profamilyleave.msf.gov.sg.
You are not required to pay him above the reimbursement cap of $2,500 a week, though you may do so voluntarily.
Your employees will submit a declaration form (SPL1) and supporting documents to you.
You can verify that your employee’s wife has made a declaration to share her leave in the Government-Paid Leave Portal.
For tracking purposes, you can also use your own form or system to capture your employee’s declaration. The information requested should be similar to those in the declaration form (SPL1).
Employers should continue to pay their employees according to the usual salary payment schedule.
There should be no difference in the salary payment to an employee who takes shared parental leave. The employer is not required to pay above the Government reimbursement cap of $2,500 a week, although he may voluntarily do so.
No. Shared parental leave cannot be encashed; it is for you to spend time with your family.
No, leave cannot be returned once it’s been allocated.
You can apply for shared parental leave any time before your child turns 1. You should be sure you’re going to use the leave before you apply.
No. As a working father, you can share up to 4 weeks of your spouse’s leave.
However, you can choose to take the leave in a continuous block, or spread out over a 12 month period.
You may also be eligible for another 2 weeks of paternity leave.
Yes. Both parents can take maternity and shared parental leave at the same time.
No, there is no legal requirement for a notification period for shared parental leave.
However, employees are expected to adhere to companies’ HR policies (as per annual leave application policy) in the application of shared parental leave. This will help employers to better plan and manage business operations.
The default is to consume shared parental leave in a continuous block weeks within 12 months after your child’s birth. If there is mutual agreement between you and your employer, you may consume the leave flexibly within 12 months after your child’s birth.
No, there is no legal requirement for a notification period for shared parental leave.
However, employees are expected to adhere to companies’ HR policies (as per annual leave application policy) in the application of shared parental leave. This will help employers to better plan and manage business operations.
The application process is as follows:
Please visit www.profamilyleave.gov.sg for more details on the application process.
If you’re the father, there’s no minimum employment duration to qualify, as long as your wife meets all the criteria for Government-Paid Maternity Leave.
No. Eligibility for shared parental leave is based on the child’s citizenship status, not the parents’.
However, should the child obtain Singapore Citizenship status within 12 months from delivery, you will be eligible for shared parental leave if you meet all other eligibility criteria.
If you’ve only taken part of your shared parental leave (in one continuous stretch or flexibly), the remaining leave is forfeited when you change employers.
However, if you’ve not started taking shared parental leave and you change employers, it returns to your spouse.
For her to get the shared parental leave back, she will have to notify the CPF board and provide documentation including:
If you want to take shared parental leave at your new job, your spouse will have to make a written appeal to the CPF board with documentation including:
No. Like annual leave, you cannot do this unless your employer agrees to it.
Your shared parental leave benefits will stop once you leave your job.