Maternity Leave - 16 Weeks (Singapore)

A statutory entitlement under Singapore's Employment Act and Child Development Co-Savings Act, providing eligible working mothers up to 16 weeks of Government-Paid Maternity Leave (GPML) for the birth of a Singapore citizen child, with the government reimbursing employers for a portion of the cost.

What Is the 16-Week Maternity Leave in Singapore?

Key Takeaways

  • ✓Singapore provides up to 16 weeks of maternity leave under the Government-Paid Maternity Leave (GPML) scheme for working mothers whose child is a Singapore citizen.
  • ✓The employer pays the first 8 weeks. The government reimburses the employer for the last 8 weeks, capped at $10,000 per month.
  • ✓Mothers whose children aren't Singapore citizens get 8 weeks under the Employment Act instead of 16 weeks under GPML.
  • ✓To qualify for the full 16 weeks, the employee must have worked for the employer for at least 90 days before delivery and the child must be a Singapore citizen.
  • ✓The leave can be taken flexibly: the last 8 weeks can be spread over 12 months by agreement with the employer.

Singapore's maternity leave system is directly tied to its population policy. The government wants more babies, and it's willing to pay for the time off. That's the logic behind the 16-week Government-Paid Maternity Leave scheme. If your child is a Singapore citizen, you get 16 weeks. If not, you get 8 weeks. The distinction is deliberate and has been part of Singapore's pro-natalist strategy since the scheme launched in 2008. The first 8 weeks of GPML work like traditional employer-funded maternity leave. The employer pays the mother's salary directly and bears the cost. The last 8 weeks are where the government steps in: it reimburses the employer up to $10,000 per month (including CPF contributions). For employees earning more than $10,000 per month, the employer covers the difference unless their internal policy says otherwise. This cost-sharing model reduces the financial burden on businesses, especially SMEs, and removes one barrier to hiring women of childbearing age. It's a practical approach that other countries have studied closely.

16 weeksMaximum maternity leave for mothers of Singapore citizen children (Child Development Co-Savings Act)
8 weeksMaternity leave entitlement if the child is not a Singapore citizen (Employment Act, Cap 91)
$10,000Monthly cap on government reimbursement for the last 8 weeks of GPML (MOM, 2024)
90 daysMinimum employment period before delivery to qualify for full 16-week GPML entitlement

Eligibility Criteria for 16-Week GPML

Not every working mother qualifies for the full 16 weeks. Three conditions must be met simultaneously.

Condition16-Week GPML8-Week Maternity Leave
Child's citizenshipMust be a Singapore citizenNo citizenship requirement
Employment durationAt least 90 days before deliveryAt least 90 days before delivery
Legal coverageChild Development Co-Savings ActEmployment Act (Cap 91)
Who pays weeks 1-8EmployerEmployer
Who pays weeks 9-16Government (capped at $10,000/month)Not applicable
Flexible arrangementLast 8 weeks can be spread over 12 monthsNot available
Applies to1st and 2nd child onwardsAll births if other conditions not met

How Maternity Pay Is Calculated

The pay calculation involves both the employer and the government, with different rules for each segment.

First 8 weeks (employer-funded)

The employer pays the employee's gross rate of pay for the first 8 weeks. Gross rate of pay means the total salary before CPF deductions but excluding overtime, bonus, annual wage supplement, and productivity incentive payments. For employees paid monthly, divide the monthly salary by the number of days in the month, then multiply by the number of leave days. The employer bears this cost entirely and can't claim reimbursement from the government for this portion.

Last 8 weeks (government-reimbursed)

The government reimburses the employer for the last 8 weeks at the employee's gross rate of pay, capped at $10,000 per month (including the employer's CPF contribution). If the employee earns $8,000 per month, the government covers the full amount. If she earns $15,000, the government pays $10,000 and the employer decides whether to top up the remaining $5,000 based on company policy. Self-employed women can claim directly from the government.

CPF contributions during maternity leave

Both employer and employee CPF contributions continue during maternity leave, calculated on the actual gross pay received. For the government-reimbursed portion, the government's $10,000 cap includes the employer's CPF contribution. This is an important detail that catches some payroll teams off guard: the cap isn't $10,000 in salary plus CPF on top. It's $10,000 total, inclusive of the employer's CPF share.

Flexible Maternity Leave Arrangements

Singapore's system allows more flexibility than most countries, particularly for the government-funded portion.

Spreading the last 8 weeks

With the employer's agreement, the last 8 weeks of GPML can be taken flexibly within 12 months of the child's birth. This means a mother could take the first 8 weeks continuously, return to work, and then take the remaining days in blocks or even individual days. This arrangement must be agreed in writing. The employer can refuse flexible arrangements, but in practice, most companies accommodate the request because it helps with retention and eases the transition back to work.

Starting leave before delivery

Maternity leave can start up to 4 weeks before the estimated delivery date, or earlier by mutual agreement. If the baby arrives before the planned start date, leave begins on the day of delivery regardless. Many Singaporean mothers start leave 1 to 2 weeks before the due date, though this varies by industry and role.

Employer Obligations and Government Claims

HR teams need to handle both the employee-facing obligations and the government reimbursement process.

  • Notify MOM within the prescribed timeframe when an employee starts maternity leave. Late notification can delay reimbursement.
  • Pay the employee her full salary for all 16 weeks upfront, then claim reimbursement from the government for weeks 9 to 16.
  • Submit the GPML reimbursement claim through the Government-Paid Leave (GPL) portal within 3 months of the last day of maternity leave.
  • Maintain employment during the maternity leave period. Terminating an employee during maternity leave without just cause is an offence under the Employment Act.
  • Continue CPF contributions throughout the leave period based on the actual pay received.
  • If the employee resigns before the end of maternity leave, the employer can recover the government-reimbursed portion only for the period after resignation.

Adoption, Surrogacy, and Special Circumstances

Singapore's leave framework covers several non-standard scenarios beyond natural birth.

Adoption leave

Adoptive mothers of Singapore citizen children adopted before age 12 months qualify for 12 weeks of Government-Paid Adoption Leave (GPAL). The first 4 weeks are employer-paid, and the last 8 weeks are government-reimbursed (same $10,000/month cap). Adoptive mothers must have worked for the employer for at least 90 days before the formal adoption order. The leave starts from the date the formal intent to adopt is made.

Miscarriage and stillbirth

If a miscarriage occurs before 22 weeks of pregnancy or the child is stillborn, the employee doesn't qualify for maternity leave under the GPML scheme. However, she's entitled to sick leave under the Employment Act. Many employers provide compassionate leave in these situations, and some enhanced policies specifically address pregnancy loss. If the child is born alive after 22 weeks but doesn't survive, the full maternity leave entitlement applies.

Singapore Maternity Leave Statistics [2026]

Data reflecting maternity leave patterns and outcomes in Singapore's workforce.

16 weeks
Maximum GPML for mothers of Singapore citizen childrenChild Development Co-Savings Act
$10,000
Monthly government reimbursement cap for weeks 9-16 of GPMLMinistry of Manpower, 2024
1.04
Singapore's total fertility rate in 2023, among the lowest globallyDepartment of Statistics Singapore, 2024
90 days
Minimum employment period before delivery to qualify for maternity leaveEmployment Act (Singapore)

Singapore vs Other ASEAN Maternity Leave Entitlements

Singapore's 16-week entitlement sits in the upper range among Southeast Asian nations. Here's how it compares.

CountryDurationPay RateGovernment Funding
Singapore16 weeks100% (capped for govt portion)Last 8 weeks reimbursed
Vietnam6 months (26 weeks)100% via social insuranceFully government-funded
Philippines105 days (~15 weeks)100% via SSSFully government-funded
Malaysia98 days (14 weeks)100% employer-paidNo government funding
Thailand98 days (14 weeks)100% for 45 days, then SSF ratePartially government-funded
Indonesia3 months (13 weeks)100% employer-paidNo government funding

Frequently Asked Questions

Can an employer terminate an employee during maternity leave in Singapore?

Terminating a female employee during maternity leave is an offence under Section 84 of the Employment Act, unless the termination is for just cause (such as gross misconduct unrelated to the pregnancy) or due to business closure. If convicted, the employer faces a fine of up to $20,000 or imprisonment of up to 12 months, or both. The employee is also entitled to the full maternity benefit she would have received.

What if the child doesn't get Singapore citizenship until after birth?

The child must be a Singapore citizen at the time of birth or must become one within 12 months of birth for the mother to qualify for GPML. If citizenship is conferred after birth but within the 12-month window, the employer can submit a late claim for the government-reimbursed portion. If the 12-month window passes without citizenship, the mother is only entitled to 8 weeks under the Employment Act.

Do contract and part-time employees qualify for maternity leave?

Yes. Any female employee covered by the Employment Act qualifies for maternity leave, regardless of whether she's full-time, part-time, or on a fixed-term contract. Part-time employees receive pro-rated maternity pay based on their working hours. Fixed-term contract employees receive leave up to the end of their contract, and the government reimbursement still applies for the GPML portion.

Can the father use any of the mother's maternity leave?

Not directly. However, the mother can share up to 4 weeks of her 16-week GPML entitlement with the father under the Shared Parental Leave scheme. This is separate from the father's own 2-week Government-Paid Paternity Leave. The shared weeks are government-funded (capped at $2,500 per week) and must be taken within 12 months of the child's birth.

How does maternity leave work for self-employed women in Singapore?

Self-employed women who lose income due to childbirth can claim maternity benefits directly from the government if the child is a Singapore citizen. They don't need to meet the 90-day employment requirement but must have been engaged in their business for a reasonable period. The benefit is calculated based on declared income and is subject to the same $10,000/month cap for the government-funded portion.
Adithyan RKWritten by Adithyan RK
Surya N
Fact-checked by Surya N
Published on: 25 Mar 2026Last updated:
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