Eligible working parents who commence new employment are entitled to pro-rated childcare leave (CL) with their new employer, irrespective of any CL utilised with their former employer. While an employee's CL usage with a former employer does not affect their entitlement with the new employer, your CL entitlement with the new employer may be pro-rated depending on the length of service. In addition, your new employer will also be able to claim the remaining GPCL days (i.e. Government reimburses only the 4th to 6th days (three days) of paid GPCL taken by an employee within each year), if any, for that year.

Childcare leave is pro-rated as follows (eligibility is based on the age of the youngest child):

*You have the option to start entitlement of GPCL in the year the child is born, or the subsequent year when the child turns 1 years old. Likewise, you also have the option to start entitlement of ECL in the year your child turns 7 years old or in the subsequent year that the child turns 8 years old. Your GPCL and ECL’s end date will be adjusted accordingly should the start entitlement date be shifted (i.e. Should entitlement date be shifted to subsequent year, GPCL will end when the child turns 7 years old and ECL will end when the child turns 13 years old).

In this example, if the Government has already provided full reimbursement to Company A for the 4th to 6th days of GPCL utilised by the employee, no further reimbursement will be provided for additional GPCL granted by Company B within that same year.