If your employment ends before you use all of your Shared Parental Leave (SPL), you will not be able to carry over the unused leave to a new employer.  

However, you can choose to reallocate the unused leave, in full weeks, to your spouse. If you make this change after the first 4 weeks from your child’s date of birth or Formal Intent to Adopt (FIA) date, both your employer (if still employed) and your spouse’s employer must approve the change. 

What happens in different situations: 

If you resign: 
Your unused SPL will be forfeited if your spouse’s employer does not approve the change in the sharing arrangement. 

If you are retrenched: 

You can either: 

• Get your employer’s approval (if still employed) and your spouse’s employer to approve the reallocation of your remaining SPL to your spouse (if applicable)  

• Claim the unused leave as Shared Parental Leave Benefit (SPB) top-up (if eligible). 

If your contract expired/expiring: 

You can either: 

• Get your employer’s approval (if still employed) and your spouse’s employer to approve the reallocation of your remaining SPL to your spouse (if applicable), or 

• Claim the unused leave as SPB top-up (if eligible). 

If you are dismissed: 

Your unused SPL will be forfeited if your spouse’s employer does not approve the reallocation. 

If you believe your dismissal was unfair, you may file a claim with the Tripartite Alliance for Dispute Management (TADM).