Singapore Leave Laws and Holidays

Employees are entitled to 11 paid public holidays per year. If required to work on a public holiday, employees are entitled to an extra day's salary or a day off in lieu.

Notice period does not apply to public holidays as these are set by law.

Public holidays do not require approval as they are statutory entitlements.

No additional quota for public holidays as these are fixed by law.

Public holidays are observed on fixed dates, and if the public holiday falls on a non-working day, the next working day may be a paid holiday.

There is no carry over concept for public holidays as they are observed on specific dates.

There is no payout for public holidays on termination as they are tied to specific dates.

There is no end of year payout for public holidays.

If an employee works on a public holiday, they are entitled to extra compensation or a day off in lieu, according to their employment contract or company policy.

Employees are entitled to a minimum of 7 days of paid annual leave after their first year of service. This entitlement increases by one day per year up to a maximum of 14 days.

The notice period for taking annual leave can vary depending on company policy but generally requires advance notice and approval from management.

Annual leave needs to be approved by the employer, often based on business needs and staffing requirements.

Additional annual leave beyond the statutory minimum is at the discretion of the employer and may be outlined in the employment contract or company policies.

Annual leave is typically accrued on a yearly basis, calculated from the date of commencement of employment.

The ability to carry over unused annual leave to the next year is dependent on company policy, with some companies allowing carry-over and others not.

Upon termination of employment, any accrued but unused annual leave is typically paid out to the employee.

Some companies may pay out unused annual leave at the end of the year, while others may allow it to be carried over or forfeited.

Additional rules related to annual leave may include blackout periods during busy times or restrictions on the maximum length of leave taken at one time.

Employees are entitled to up to 14 days of paid outpatient sick leave and 60 days of hospitalization leave, including the 14 outpatient days, per year if they have worked for at least 6 months.

Employees should inform their employer of their sick leave as soon as possible, and typically need to provide a medical certificate.

Sick leave taken with a medical certificate does not typically require prior approval, but notification as soon as possible is required.

Additional sick leave beyond the statutory quota is generally not applicable. Exceptions might be made on humanitarian or medical grounds, subject to employer's policies.

Employees are entitled to sick leave from the first day of employment, but the full quota is available only after six months of service.

Sick leave does not carry over to the next year; it is reset at the end of each calendar year.

Unused sick leave is not paid out upon termination of employment.

There is no payout for unused sick leave at the end of the year.

The total entitlement includes hospitalization leave, which can extend up to 60 days, inclusive of the 14 days outpatient leave.

Eligible employees are entitled to 16 weeks of maternity leave. The first 8 weeks for the first and second child, and all 16 weeks for the third and subsequent children, are employer-funded.

Employees must inform their employers at least 1 week before starting their maternity leave and as soon as reasonably possible if there are any changes.

While maternity leave is a statutory right, employees need to notify their employers in accordance with the stipulated notice period.

The maternity leave quota is fixed by law and not subject to extension by employers.

Maternity leave is a statutory entitlement that does not accrue but is available as per the eligibility conditions set by law.

Maternity leave cannot be carried over as it is to be used within a specific time related to the birth or adoption of a child.

If employment is terminated before the maternity leave is fully taken, the unused portion may be paid out prorated, depending on the circumstances of the termination.

There is no end of year payout for maternity leave as it must be utilized within the confinement period.

Employees are protected from being dismissed on the grounds of pregnancy and are entitled to return to the same job or a similar job at the same pay.

Paternity Leave in Singapore is available for fathers who are married to the mother of the child. Eligible fathers are entitled to 2 weeks of paid paternity leave, which must be taken within 16 weeks of the child’s birth.

Fathers must inform their employer at least 7 days in advance before taking paternity leave.

Paternity Leave must be approved by the employer, and the employee should provide the necessary documentation, such as a birth certificate or other official proof.

Paternity leave is limited to 2 weeks, and there are no provisions for additional leave. However, employees may request to take additional leave as annual or unpaid leave, subject to employer approval.

Paternity Leave is not accrued and is provided as a fixed entitlement upon the birth of a child.

Unused paternity leave cannot be carried over to the next year. It must be used within 16 weeks of the child’s birth.

Employees do not receive any payout for unused paternity leave when their employment is terminated.

Paternity Leave is not subject to payout at the end of the year, as it is a one-time entitlement.

Paternity Leave must be taken within 16 weeks of the child's birth. Any leave taken beyond this period may not be covered under the Paternity Leave scheme.

Adoption Leave provides 12 weeks of paid leave to eligible adoptive mothers. It must be taken within 12 months of the child's adoption and is only available to legally adopted children.

The employee must notify their employer of the adoption and the intended start date for the leave at least 7 days in advance.

Adoption Leave must be approved by the employer. The employee may be asked to provide supporting documentation, such as an adoption order or certificate.

Adoption Leave is limited to 12 weeks and cannot be extended beyond the 12-week period. Additional leave may be taken as annual leave or unpaid leave, subject to employer approval.

Adoption Leave is provided as a fixed entitlement and is not accrued.

Adoption Leave must be taken within the first 12 months after the adoption and cannot be carried over into the following year.

Unused Adoption Leave is not paid out if the employee leaves the company before using the leave.

Adoption Leave is not subject to payout at the end of the year and must be used within the designated period.

Adoption Leave must be used within 12 months from the date of adoption. It cannot be carried over into the following year.

Compassionate leave is provided to employees who are experiencing the death of a family member or facing an emergency. The length of the leave varies based on the employer’s policy but is generally up to 3 days.

Employees must notify their employer as soon as possible, typically within a few hours or the same day of the emergency.

Compassionate Leave must be approved by the employer, and the employee may need to provide documentation or proof, such as a death certificate.

Some employers may allow additional compassionate leave based on individual circumstances or as part of the company's policy.

Compassionate leave is provided as a one-time entitlement in the event of an emergency and is not accrued.

Compassionate leave is not carried over to the following year and must be used when the situation arises.

Employees do not receive payout for unused compassionate leave if they leave the company.

Unused compassionate leave is not paid out at the end of the year.

Compassionate leave is generally granted based on the employee’s situation, and the company may have policies that define the specific circumstances under which it can be granted.

Marriage Leave provides employees with 3 days of paid leave for their wedding. This leave is granted only once during the employee’s tenure.

Employees must inform their employer at least 2 weeks in advance of their wedding date to arrange for Marriage Leave.

Marriage Leave must be approved by the employer, and the employee may be asked to provide proof of the marriage, such as a marriage certificate.

Marriage Leave is fixed at 3 days and cannot be extended. Any extra leave taken must be as annual or unpaid leave, subject to employer approval.

Marriage Leave is not accrued and is provided as a one-time entitlement when the employee gets married.

Marriage Leave is not carried over into the following year if unused and is provided only once.

Unused Marriage Leave is not paid out upon termination of employment.

Marriage Leave is not subject to payout at the end of the year and must be taken during the time of marriage.

Marriage Leave can only be taken once during the employee’s career and is limited to 3 days.