Employer of Record Singapore

Singapore Statutory Leave

Employer of Record Singapore

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Singapore Annual Leave

Employees covered by the Employment Act are entitled to 11 paid public holidays in a year which are:

  1. New Year’s Day
  2. Chinese New Year – first day
  3. Chinese New Year – second day
  4. Hari Raya Puasa
  5. Hari Raya Haji
  6. Good Friday
  7. Labour Day
  8. Vesak Day
  9. National Day
  10. Deepavali
  11. Christmas Day

Adoption Leave in Singapore

Eligible adoptive mothers, including those who are self-employed, are entitled to 12 weeks of paid adoption leave to bond with and care for their adopted infants.

Childcare Leave in Singapore

Employees who have children under 7 years old may be entitled to childcare leave.  

Employees may also be eligible for extended childcare leave for a child aged 7 to 12 years.  Eligible working parents of Singapore citizen children are entitled to 6 days of paid childcare leave per year. Parents of non-citizens can get 2 days of childcare leave a year in accordance with the Employment Act.

Maternity Leave in Singapore

Employees are entitled to either 16 weeks of Government Paid Maternity Leave or 12 weeks, depending on whether the child is a Singapore citizen or not.   There are other criteria to also take into account when determining entitlement.

Employees meeting the below criteria would be eligible for 16 weeks paid Maternity Leave.

  • The child is a Singapore citizen.

  • The employee has worked for a continuous period of at least 3 months before the birth of the child.

  • The employee has given the employer at least 1 week’s notice before going on maternity leave, and informed them as soon as possible of the delivery. Otherwise, the employee would only be entitled to half the payment during maternity leave, unless a sufficiently legitimate reason can be provided for having not provided adequate due notice.

Paternity Leave in Singapore

Effective from January 2017 fathers who meet the following eligibility criteria are entitled to 2 weeks paid paternity leave funded by the Government:

  • The child is a Singapore citizen.

  • The employee is or had been lawfully married to the child’s mother between conception and birth.

  • The employee has worked for their employer for a continuous period of at least 3 months before the birth of the child.

Parental Leave in Singapore

A working father can currently apply to share up to 4 weeks of his wife’s 16 weeks of Government-Paid Maternity Leave, subject to his wife’s agreement if the following eligibility criteria are fulfilled:

  • The child is a Singapore citizen.

  • The child’s mother qualifies for Government-Paid Maternity Leave (GPML).

  • The employee is lawfully married to the child’s mother.

Sick Leave in Singapore

Employees who meet the following criteria are entitled to paid outpatient and hospitalisation sick leave:

  • The employee must be covered by the Employment Act

  • They must have been employed for a minimum of 3 months

  • The employee has informed (or attempted to inform) their employer within 48 hours of the absence.

The number of days of paid sick leave the employee is entitled to depends on their period of service, up to 14 days for paid outpatient sick leave and 60 days for paid hospitalisation leave. The 60 days of paid hospitalisation leave includes the 14 days paid outpatient sick leave entitlement.  Employees who have worked for 6 months or more will get the full entitlement and those with service of 3-6 months receive a pro-rata entitlement.

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We are Singapore Employer of Record experts

We have extensive experience helping businesses expand their workforce in Singapore from anywhere in the world. Take a look at our areas of expertise to find out more:

We will take care of all payroll, hr and legal processing with a  fully-manged EOR service in Singapore. 

Wondering what it’s like to work in Singapore? We’ve got you covered in our extensive guide

Learn more about how you can attract and retain staff in Singapore with both statutory and enhanced employee benefits

Unsure about what’s required when employing staff in Singapore? Find out about Singapore Work Permits and Visas here 

Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.

Carol Oliveira
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Frequently Asked Questions

Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.

Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.

Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.

We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.

As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so. 

We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.

We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!