Statutory Childcare Leave
You will get complete insight of the entitlements for statutory childcare leave in this page. This is entitled to working parents who are covered under Employment Act in Singapore.
If the age of child of working parents is less than 7 years, they have liberty to get childcare leave in Singapore. Whether they are mandated by the Employment Act or Childcare Development Co-Savings Act (CDCA) is subject to entitlement of the amount of statutory childcare leave.
IF PARENTS ARE COVERED UNDER THE CHILDCARE DEVELOPMENT CO-SAVINGS ACT (CDCA)
Under CDCA, those working parents are entitled who meet all of these four conditions:
- Child should be the citizen of Singapore;
- Biological parents should be legally married, which also includes widowed or divorced parents;
- Parents should be part-time, full-time, contract or temporary employee, even if they are executive, confidential or managerial employee, and
- Working parents served for about three consequent months in the same company.
Self-Employed parents should meet these three conditions in order to be entitled to get the benefits of childcare leave in Singapore
- Child should be Singaporean;
- Parents should have operated their business consistently for minimum 3 consequent months, and
- Parents have lost their income because of their non-involvement in business activity during the period of childcare leave.
IF PARENTS ARE MANDATED UNDER SINGAPORE EMPLOYMENT ACT
Alternatively, working parents can be entitled to be covered under the Employment Act if they didn’t fulfill all the conditions of CDCA. In order to be entitled to obtain Childcare Leave benefits according to the Employment Act, parents should have served for about 3 consequent months in the same company.
ENTITLEMENT FOR CHILDCARE LEAVE
Employee should meet following legal entitlement under CDCA for Childcare Leave:
|Full-time employee||Despite of number of infants, at least six days in every year.|
|Temporary, Part-time, and contract employee||At least 2 days in every year. Entitlement of the employee must be pro-rated as per the duration of employment equals to full-time worker.|
|New employee(less than 1 year)||At least 2 days for every year. According to number of working hours, entitlement must be pro-rated.|
|Employee leaving the company||At least 2 days for every year. According to total number of months completed for service over the past year, entitlement must be pro-rated.|
UNDER THE EMPLOYMENT ACT
|Full-time employee||Despite of the number of kids, 2 days per year|
|Temporary, Part-time, and contract employee who worked in the company for about 3 consequent months||According to the duration of employment to corresponding full-time worker, entitlement of benefit must be pro-rated.|
THE LIMIT OF CHILDCARE LEAVE
Childcare leave is offered to the working parents because their little child needs their company. They can take proper care of sick kid, help him to recover and accompany him and cheer him on the first school day.
By the end of agreed-upon period, if childcare leave is left unused, it shall be lapsed and won’t be redeemed with cash. In case employee switches the company, leave won’t be shifted to new employer. Likewise, one cannot transfer childcare leave from one spouse to another.