No. UICL is a statutory benefit legislated under the Child Development Co-Savings Act (CDCA), and employers are not permitted to deter employees from utilising it by tying performance assessments, bonuses, or increments to the consumption of UICL.

Specifically, the following protections apply:

• UICL counts towards the employee's length of employment.

• Annual leave entitlements must not be pro-rated as a result of UICL taken.

These protections are provided under the CDCA as part of the broader package of measures to support marriage and parenthood in Singapore.