Singapore’s Enhanced Shared Parental Leave Scheme: What Employers Need to Know from April 2026

Increase in Shared Parental Leave Entitlement

From 1 April 2026, eligible working parents will be entitled to 10 weeks of Shared Parental Leave (SPL), up from 6 weeks for children born between 1 April 2025 and 31 March 2026.

The enhanced entitlement is designed to provide parents with more time to care for their newborns and encourage greater participation by both parents during the child's first year.

Up to 30 Weeks of Paid Parental Leave

Following the enhancement, eligible parents may access:

• 16 weeks of Government-Paid Maternity Leave (GPML)
• 4 weeks of Government-Paid Paternity Leave (GPPL)
• 10 weeks of Shared Parental Leave (SPL)

This brings the total paid parental leave entitlement to up to 30 weeks during the child's first year.

Importantly, Shared Parental Leave is now provided in addition to maternity leave and is no longer deducted from the mother's maternity leave entitlement, reflecting a stronger emphasis on shared caregiving responsibilities.

Greater Flexibility for Parents

The 10-week SPL entitlement can be shared between both parents.

By default, the entitlement will be split equally at five weeks each, although parents may mutually agree to allocate the leave differently based on their family circumstances.

Parents may also choose to take leave concurrently or at different times, providing greater flexibility in managing childcare responsibilities and work commitments.

Government Reimbursement Remains Available

Employers will continue to pay employees during the leave period and subsequently claim reimbursement from the Government.

Government reimbursement is capped at S$2,500 per week, helping employers manage the financial impact of the enhanced leave entitlement.

The enhanced SPL scheme reflects a broader shift towards more family-friendly workplace policies and increased support for working parents.

While the changes are positive for employees, organisations should be prepared for the workforce planning, operational and compliance implications.

Increased Workforce Planning Requirements

With employees potentially taking longer periods of leave during a child's first year, employers may need to review workforce planning, resource allocation and business continuity arrangements.

Teams may need to plan further in advance for temporary coverage, project transitions and workload management, particularly in smaller teams or specialised functions.

Greater Demand for Flexible Work Arrangements

The expansion of parental leave is likely to reinforce employee expectations around flexibility and work-life integration.

Organisations that proactively support employees through parental leave transitions may strengthen employee engagement, retention and overall employee experience.

HR, Payroll and Leave Administration Updates

Employers should review their HR and payroll processes to ensure they accurately reflect the revised leave entitlements.

This includes updating leave management systems, reimbursement processes and internal workflows to minimise administrative challenges and ensure accurate claims.

Talent Attraction and Retention Benefits

In an increasingly competitive talent market, family-friendly workplace policies can play an important role in attracting and retaining talent.

Organisations that effectively implement and communicate parental support programmes may strengthen their employee value proposition and employer brand.

With the enhanced SPL scheme taking effect from April 2026, organisations should take proactive steps to ensure readiness.

Key actions include:

• Updating HR policies and employee handbooks to reflect the revised leave entitlements.
• Reviewing employment contracts and employee benefits documentation.
• Ensuring payroll and leave management systems are configured correctly.
• Reviewing Government-Paid Leave claim processes and reimbursement procedures.
• Equipping HR teams and people managers to respond to employee enquiries.
• Encouraging early conversations and planning between managers and employees who may be affected by the changes.

Taking these steps early can help reduce administrative complexity and ensure a smooth implementation process.

Keeping pace with evolving employment legislation and government-funded leave schemes can be challenging for organisations, particularly those managing large workforces or operating across multiple jurisdictions.

Vistra helps organisations stay compliant through integrated payroll, workforce compliance and HR administration services.

Our specialists can assist with:

• Payroll and leave administration compliance
• Government-Paid Leave claim management
• HR policy and process reviews
• Payroll system readiness assessments
• Workforce compliance monitoring
• Regulatory change management

By combining local expertise with regional payroll capabilities, we help organisations navigate legislative changes confidently while maintaining compliance and operational efficiency.

If you would like to understand how the enhanced Shared Parental Leave scheme may affect your organisation, please contact our team to discuss your workforce and payroll requirements.