In a significant move to support families and strengthen the workforce, Singapore’s Prime Minister, Lawrence Wong, announced comprehensive shared parental leave regulations during the National Day Rally 2024.
These new initiatives include an expanded shared parental leave regulations, scheme, and comprehensive support for jobseekers and displaced employees, reflecting the government’s commitment to fostering a more inclusive and resilient society.
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NDP Rally 2024: List of Benefits to Support Working Parents in Singapore
The NDP Rally 2024 introduced several key benefits designed to support working parents, enhancing work-life balance and promoting shared parenting responsibilities.
1. Expanded Shared Parental Leave Scheme Up to 10-Weeks
One of the key announcements is the introduction of new shared parental leave regulations featuring a 10-weeks Shared Parental Leave (SPL) scheme, designed to provide parents with greater flexibility and time to care for their newborns. This initiative will be rolled out progressively over the next two years.
- Phase 1: Effective from 1 April 2025, parents of Singaporean babies will be eligible for 6 weeks of SPL.
- Phase 2: By 1 April 2026, the scheme will be fully implemented, offering 10 weeks of SPL to eligible parents.
The government will fully fund the SPL, with a cap of S$2,500 per week (up to approximately S$10,000 per month). This new policy enhances existing maternity and paternity leave entitlements, significantly increasing the total paid leave available to parents.
2. Flexibility in Leave Allocation
The SPL can be utilised by either parent, providing families with the flexibility to distribute the leave based on their caregiving needs. The default arrangement will equally split the leave between both parents:
- For babies born between 1 April 2025 and 31 March 2026: Each parent is entitled to 3 weeks of SPL.
- For babies born from 1 April 2026 onwards: Each parent will receive 5 weeks of SPL.
Parents may reallocate their leaves within the first four weeks after childbirth through the LifeSG app. Any changes requested after this period will require employer approval.
3. Enhancement of Existing Parental Leave
The SPL scheme will replace the previous arrangement allowing working mothers to share up to 4 weeks of their maternity leave with their spouses. Additionally, paternity leave will be increased starting 1 April 2025, reinforcing the government’s support for active fatherhood and shared parenting responsibilities.
4. Support for Larger Families
In recognition of the challenges faced by larger families, PM Wong also indicated a new support scheme for families with three or more young children will be introduced. Further details are expected to be provided at Budget 2025 next year.
Also Read: Flexible Work Arrangements in Singapore: New Guidelines for 2024
NDP Rally 2024: List of Benefits to Support Jobseekers in Singapore
This new initiative provides temporary financial assistance to lower and middle-income employees who have been involuntarily displaced from their jobs.
1. SkillsFuture Jobseeker Support Scheme
To meet the needs of an evolving job market, the government has introduced the SkillsFuture Jobseeker Support Scheme, aimed at providing temporary financial assistance to lower- and middle-income employees who have been involuntarily displaced from their jobs.
Key Features of the Scheme:
- Financial Assistance: Eligible individuals will receive up to S$6,000 (US$4,566) over a six-month period to alleviate financial pressures during job transitions.
- Conditional Support: Recipients are expected to actively engage in upskilling activities, such as training programmes, career coaching, and job matching services, to enhance their employability and facilitate a smoother return to the workforce.
Also Read: Top 5 Jobs in Demand in Singapore: Skills, Salaries, & Availability
2. Enhanced Support for Mid-Career Individuals
Recognising the importance of continuous learning, especially among mid-career professionals, the government has extended additional support:
| Study Allowances: Singaporeans aged 40 and above pursuing full-time studies can avail of allowances up to S$3,000 (US$2,283) per month. This support is also partially extended to those enrolled in part-time courses, encouraging lifelong learning and skill development across various stages of career progression. |
Employer Engagement and Implementation and of the New Policies in Singapore
The Singapore government acknowledges the impact of these policies on employers and has structured the rollout to allow ample time for adjustment for businesses:
- Gradual Implementation: The phased approach to implementing the SPL scheme allows employers to plan and adapt their operational and manpower arrangements accordingly.
- Engagement and Support: Employers are encouraged to work collaboratively with employees to facilitate the smooth adoption of these new policies, ensuring mutual benefits and sustained productivity.
Singapore’s Government’s Commitment to Social Welfare
These measures underscore the government’s dedication to strengthening social welfare systems and supporting citizens through various life stages and economic challenges. These initiatives are to build a more inclusive society, where families are supported and individuals can thrive in a dynamic environment.
Prime Minister Wong emphasized:
“These policies are designed to provide our citizens with the necessary support and flexibility to balance work and family commitments while ensuring that those facing employment challenges have the resources and opportunities to reskill and re-enter the workforce.”
Top 5 FAQs About the New Shared Parental Leave Scheme in Singapore
1. Who is eligible for the Shared Parental Leave (SPL) scheme?
The SPL scheme is available to parents of Singaporean babies, including unwed mothers. For fathers, eligibility requires being legally married. The scheme applies to parents of babies born from 1 April 2025 onwards.
2. Can one parent use all of the SPL?
Yes. While the default is to split the leave equally between both parents, they have the flexibility to reallocate the leave based on their caregiving needs. This reallocation must be done within the first four weeks after the child’s birth through the LifeSG app.
3. What happens if sufficient notice isn’t given for SPL?
Parents are required to provide early notice of their leave plans within the first four weeks after the child’s birth to facilitate their employer’s arrangements. If the notice is not given in time, employers may ask to defer or adjust the leave plans and have the discretion to not grant leave without sufficient notice.
4. How does the SPL scheme affect self-employed parents?
Self-employed parents who meet the eligibility criteria can avail of the SPL by submitting claims through the Ministry of Social and Family Development’s (MSF) government-paid leave portal. They will receive compensation for the time taken off work to care for their newborns.
5. Will parents on short-term contracts be eligible for SPL?
Yes, parents with irregular employment arrangements, such as short-term contracts, can benefit from the new SPL scheme through the Shared Parental Leave Benefit (SPB). To qualify, they must have worked at least 90 days in the 12 months prior to the child’s birth. They can claim reimbursement from the government for the time taken off work.
Conclusion
The National Day Rally represents a progressive step toward enhancing social support structures, with these shared parental leave regulations marking a significant milestone in Singapore’s workforce policy. By investing in family welfare and workforce resilience, the government is paving the way for a more robust and adaptable society, equipped to face future challenges and opportunities.
These initiatives are expected to positively impact Singapore’s demographic trends, labour market dynamics, and overall societal well-being, reaffirming the nation’s commitment to sustainable and inclusive growth.