From 1 April 2026, Singapore implemented an enhancement to its Shared Parental Leave (SPL), framework, increasing the entitlement from six weeks to ten weeks for eligible working parents. The change, introduced under amendments to the Child Development Co‑Savings Act (CDCA) forms part of a wider policy effort to support families, encourage shared caregiving and address ongoing demographic challenges.
Building on earlier changes introduced in April 2025, the revised framework represents a continued shift towards more balanced parental responsibilities in the workplace.
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Key Legislative Changes
From April 2026, Shared Parental Leave will increase to ten weeks per child for those who meet the qualifying criteria.
In practice, the changes mean that eligible parents can now access up to 30 weeks of combined paid parental leave within the child’s first year, creating a more substantial period of support during early childcare.
Berliza Laurente, our APAC Payroll Operations Manager, highlights the significance of the changes: “Enhancing Shared Parental Leave from six to ten weeks is more than a policy change — it’s a meaningful step toward enabling fathers to take a more active role in the earliest moments of their child’s life."
Transitional Arrangements
The enhanced Shared Parental Leave entitlement was introduced in phases to allow employers time to adapt.
This staged implementation provided organisations with a measured approach to legislative change, allowing them to review policies and workforce planning, ahead of the full increase.
Eligibility Criteria
Eligibility for Shared Parental Leave remains broadly consistent with existing statutory requirements and is closely linked to both employment status and the child’s citizenship.
Key requirements include:
These conditions align with Singapore’s broader parental leave framework and ensure the entitlement is targeted at eligible working parents.
Allocation And Flexibility
The enhanced SPL scheme is designed to encourage shared responsibility while allowing a degree of flexibility between parents.
Where no alternative arrangement is agreed, the default equal split will apply. This structure supports greater participation by both parents, particularly fathers, in early childcare.
Funding And Reimbursement
The SPL scheme continues to be government-funded, with employers responsible for paying employees in the first instance and subsequently claiming reimbursement.
Reimbursement is subject to a statutory cap, and employers must follow the prescribed claims process.
Interaction With Other Leave Entitlements
The increase in SPL sits alongside Singapore’s existing parental leave framework, including maternity and paternity leave. Together, these provisions significantly expand the overall leave available to working parents and reinforce the policy objective of shared caregiving.
The introduction of mandatory paternity leave in 2025 further complements the SPL enhancement, signalling a broader legislative direction towards more balanced parental roles.
Employer Considerations
Employers should take steps to ensure compliance with the updated requirements and to manage the operational impact of increased leave availability.
The expansion of Shared Parental Leave to ten weeks represents a notable development in Singapore’s employment legislation. It reflects a continued policy focus on supporting families while promoting greater equality in caregiving responsibilities.
Singapore – Global Insights
For further detailed guidance on payroll, employment legislation and compliance in Singapore, including the implications of the enhanced Shared Parental Leave framework, visit our Singapore Global Insights on the activpayroll website.
Next steps
For more information on these changes and how they may affect your workforce, complete our Contact Us form and a member of our expert team will be happy to provide personalised guidance and support.