Leave & Benefits

Holidays in Singapore are opportunities for employees and employers to rest, enjoy leisure, spend time with family, and/or fulfil religious or cultural obligations. All workers have 11 paid public holidays every year per the Employment Act. However, if you want your employees to work on a public holiday, you can either grant them off in lieu or pay their salary for that extra day. Calculating their salary will be easier with Adaptive Pay as your HRMS software. Our platform has powerful and reliable attendance, rostering, and leave management solutions to simplify these aspects with automation and cloud-based access. What are Singapore’s public holidays in 2024? As an employer, you need to be aware of these official days off to effectively plan staff schedules and avoid disruptions to work continuity. Here’s a list of public holidays to take note of in 2024: New Year’s Day – January 1 (Monday) Chinese New Year – February 10 and 11 (Saturday and Sunday). February 12 (Monday) will be a public holiday if the rest day is on February 11. Good Friday – March 29 (Friday) Hari Raya Puasa – April 10 (Wednesday) Labour Day – May 1 (Wednesday) Vesak Day – May 22 (Wednesday) Hari Raya Haji – June 17 2024 (Monday) National Day – August 9 (Friday) Deepavali – October 31 (Thursday) Christmas Day – December 25 (Wednesday)  What do you need to know about Singapore holiday pay? In Singapore, employees are entitled to receive their full gross rate of pay for a public holiday if they meet these two conditions: They were not absent from work on the working day immediately before or after the public holiday without a valid reason or your permission. They were on approved leave (paid annual leave, sick leave, or unpaid leave) on the day before or after the holiday. If an employee’s approved unpaid leave falls on a public holiday itself, they will not be entitled to public holiday pay for that specific day. However, if their approved unpaid leave falls on the day before or after the holiday, they will still be eligible for public holiday pay.  What if the public holiday falls on their non-working day or rest day? Based on the Employment Act, your employees can get another day off or an extra day’s salary in place of that public holiday at the gross pay rate. If the public holiday is on their rest day, the next working day is considered a paid public holiday. In cases where the Employment Act doesn’t apply to the employee, you can decide their pay or day off based on the terms of their employment contract. Whether they’re covered by the Employment Act or not, Adaptive Pay can help with attendance, payroll, and leave management.  Working on a public holiday By default, if you require your employees to work on a public holiday in Singapore, you need to compensate them with an additional day’s pay on top of their regular salary. However, there are alternative options available (provided that both you and the employee agree): Time off in lieu (for employees not covered by Part IV of the Employment Act) – This allows the employee to take a day off in place of working on the public holiday. This option is only applicable to employees whose terms of employment are not governed by Part IV of the Employment Act (typically executives, managers, and professionals). Public holiday in lieu – The employee can be granted another day off as compensation for working on the public holiday. This substitute day off can be scheduled at a mutually agreed-upon time.  Calculating public holiday pay Adaptive Pay takes the guesswork out of calculating your employee’s public holiday pay. Our cloud HRMS software is compliant with MOM, IRAS, and CPF regulations and automatically integrates employee data to simplify attendance, payroll, and leave management for processing. It even has a pre-payroll acknowledgement feature so employees can report discrepancies they find on their paychecks before you process the payroll. Use Adaptive Pay and see how it can simplify your payroll and leave management, no matter your industry. Our customisable and flexible platform is also ready to integrate with third-party accounting apps and makes it easier to configure payroll components like deductions, basic salary, and allowances. Request a demo today!

Whether you are an HR professional or a business owner, understanding laws regarding employee benefits is crucial to employee satisfaction and, therefore, to your company’s overall success. Establishing a strategic and transparent approach to leave encashment is a great way to maximise employee benefits. The good news is it doesn’t have to be difficult when you use Adaptive Pay. With our solution, employees can file an eleave using a mobile app or a web browser. Our app also simplifies leave management by integrating it with payroll and attendance modules. Key Takeaways • Leave encashment allows employees to receive payment for eligible unused annual leave, subject to company policy and employment terms.• Singapore employers should clearly define whether unused leave will be encashed, carried forward, or forfeited.• Leave encashment calculations should follow the company’s policy and applicable MOM guidelines.• Automating leave and payroll processes helps improve accuracy, transparency, and compliance.     Adaptive Pay’s leave app is designed to make leave management more convenient by eliminating manual updating and providing a full view of resources. Employees can access its features anytime and anywhere, allowing them to apply for an eleave and upload supporting documents when necessary. And if you’re considering a leave encashment policy, Adaptive Pay can provide insights into your resource allocation so you can decide if it’s a good fit for your company.     In this blog, we will share strategic approaches to leave encashment and how our leave management solution can support it. Understanding leave encashment Leave encashment is a process where an employee gets money in exchange for their unused leaves each year. Instead of using those leaves to take time off, employees may opt for financial compensation for unused leave days. How to handle unused leaves Should you encash, forfeit, or carry forward unused leaves? Your decision can depend on your employment contract. So, be sure to check it under the following conditions: The number of days of unused annual leaves is greater than statutory entitlements or Part IV of the Employment Act does not cover your employees. Calculating leave encashment The Ministry of Manpower (MOM) recommends this formula when calculating leave encashment: (12 months x Monthly gross rate of basic pay) / (52 weeks x Average working days weekly) x (Number of unused leave days) Using Adaptive Pay as your leave app, you won’t need to worry about getting the wrong calculations or doing the math manually. When an employee files an eleave, our app simplifies leave management by calculating MOM-based leave encashments, ensuring compliance and efficiency. Should you base leave encashment on gross or basic salary? Each organisation has its own guidelines and policies when it comes to calculating leave encashments. Some companies base it on the employee’s basic salary, while others consider the gross salary. Many companies also have specific rules for leave encashment that go beyond the Ministry of Manpower guidelines. Some of them set limits on the amount of leave that can be cashed out or use custom formulas for calculating the value. Certain allowances might be included or excluded from the encashment calculation. Leave encashment might also be limited to specific situations, such as termination or resignation. No matter the case, our leave app can adapt to your company’s unique requirements. Do CPF contributions apply? In Singapore, leave encashment is considered part of your employee’s additional wages. This means CPF contributions are mandatory for both employers and employees on the encashment amount. Adaptive Pay’s leave app takes care of the CPF contribution calculations for you. How do you calculate leave encashment when an employee resigns? Employees who are terminated are typically eligible to encash their unused annual leave. Make sure to calculate the encashment amount based on the employee’s gross rate of pay according to their most recent salary. However, if an employee is terminated due to misconduct, you may forfeit their unused leave in some cases. Leave Encashment vs Carry Forward vs Forfeiture Scenario Is Leave Encashment Usually Applicable?* Employee resigns Yes, subject to the employment contract and company policy. Employee retires Usually, depending on company policy. Employment is terminated May apply, depending on the reason for termination and employment terms. Employee continues employment Depends on whether the company allows leave encashment during employment. Here is the MOM formula to calculate leave encashment upon resignation: (12 months x monthly gross pay rate) / (52 weeks x average working days weekly) x (number of unused leave days) With Adaptive Pay, you don’t have to worry about leave management and encashments, even when your employees file an eleave. It automatically does the calculations to eliminate the guesswork. Should you consider Leave encashment in your company? Allowing your employees to encash their annual leaves can be beneficial in the following ways: More financial flexibility for employees who might need additional income. Minimised leave liability More control over their work-life balance Better employee morale Frequently Asked Questions 1. What is leave encashment? Leave encashment is the process of paying employees for eligible unused annual leave instead of requiring them to take the leave, subject to the company’s leave policy and employment terms. 2. Is leave encashment mandatory in Singapore? No. The Employment Act does not require employers to provide leave encashment in every situation. Whether unused leave can be encashed depends on the employment contract, company policy, and the circumstances of the employee’s departure or leave entitlement. 3. Can unused annual leave be carried forward instead of being encashed? Yes. Many employers allow unused annual leave to be carried forward to the following leave year, often with a limit on the number of days that can be transferred. The rules should be stated in the company’s leave policy. 4. Does CPF apply to leave encashment? In many cases, leave encashment is treated as additional wages, and CPF contributions may apply in accordance with CPF regulations. Employers should ensure payroll calculations comply with the applicable CPF requirements. If you’ll allow your employees to encash their annual leave, make sure you have Adaptive Pay as your leave management platform to support this policy. It’s the best eleave app that generates reports with just one click. Plus, you can access all

As a working mother in Singapore, you’re entitled to Government-Paid Maternity Leave (GPML), which varies in duration depending on your child’s citizenship and other criteria. You’re eligible for 16 weeks of GPML if: Your child is a Singapore citizen. As an employee, you’ve worked for your current employer for at least three continuous months before your child’s birth. As a self-employed individual, you’ve been actively working for at least three continuous months and have experienced income loss during the maternity leave period. You’ve notified your employer of your leave at least one week before starting it and informed them as soon as possible after delivery. Failure to do so may reduce your leave payment to half unless you have a valid reason for the delay. Your employer will compensate you during this period and later claim reimbursement from the Government under the Government-Paid Maternity Leave scheme. Planning your maternity leave You have options in how you take your maternity leave, either in one continuous block or spread out over 12 months. Here’s how you can plan: By default – You can take the 16 or 12 weeks continuously, starting four weeks before your due date. This includes non-working days, rest days, and public holidays. By mutual agreement with your employer – You can start your leave anytime within four weeks before your due date. The first 8 weeks must be taken continuously, while the remaining weeks can be used flexibly over 12 months from your child’s birth. By flexible calculation – You can choose to spread out your maternity leave credits. In this arrangement, non-working days, rest days, and public holidays are excluded. For a 16-week leave, this equates to 8 weeks multiplied by your weekly working days, capped at 48 working days. For a 12-week leave, it’s 4 weeks multiplied by your weekly working days, capped at 24 working days. Understanding maternity leave entitlements in special situations Maternity leave benefits can vary in unique situations, as detailed here. To summarise: If you’re not eligible for GPML at the time of delivery – If you are unmarried to the child’s father or if the child isn’t a Singapore citizen at birth, you can still qualify for Government-Paid Maternity Leave within 12 months of the child’s birth. In this case, eligibility for the remaining leave starts once all criteria are met. The remaining leave must also be taken before the child’s first birthday. Note that lapsed maternity leave cannot be reclaimed. For instance, if your child is granted Singapore citizenship six months following their birth, you are then entitled to use the remaining portion of your maternity leave only within the six months after the citizenship is granted. If you’re a foreigner or permanent resident working in Singapore – All employees covered by the Employment Act are entitled to 12 weeks of maternity leave, regardless of nationality, after serving at least three months with their employer. You are entitled to 16 weeks of maternity leave if your child is a Singapore citizen. If you’re a single or unmarried mother – Up to 16 weeks of maternity leave is available if eligibility criteria are met. If you’re a contract, temporary, or part-time employee – Eligibility for maternity leave and payment at the gross rate applies if you meet the criteria and normally work under contract. If you’re on probation – You are entitled to maternity leave if you’ve been working at your employer for at least 3 months before your child’s birth and you meet the eligibility criteria. If you give birth to twins – Twin or triplet births are considered a single delivery, and double maternity benefits are not provided. In cases of premature birth – Maternity leave for premature births starts on the child’s birth date or earlier by mutual agreement with your employer, provided eligibility criteria are met. In cases of stillbirth – Full maternity leave is granted for stillbirths or death of the child shortly after birth. In cases of abortion or miscarriage – While you’re not eligible for maternity leave, sick leave is available for recovery. If you fall sick during maternity leave – Maternity leave does not entitle you to additional paid sick leave. Maternity leave protections and obligations As an employee with at least three months of service, you’re protected against retrenchment and unfair dismissal during pregnancy. Your employer is obliged to continue your salary and cannot dismiss you while you’re on maternity leave. If they do, they must pay the maternity benefits you’re entitled to. Note that you’re not allowed to work for another employer during your maternity leave. Filing an appeal in maternity leave disputes If you face wrongful dismissal during pregnancy or are not paid your maternity leave benefits, you can file a claim at the Tripartite Alliance for Dispute Management. To file a claim, you must be covered by the Employment Act or the Child Development Co-Savings Act. Simplifying leave tracking with Adaptive Pay’s leave management system Many companies, especially SMEs, struggle with leave management due to limited HR resources and employee pools. This can lead to workflow disruptions and decreased productivity. A robust leave management system is vital for any business to maintain productivity and employee well-being. Adaptive Pay’s leave management module offers: Easy leave application and approval through a mobile app or web browser Seamless integration of leave records with payroll and attendance Customisable leave workflows to suit your business needs A comprehensive view for managers to generate reports and manage staffing effectively Experience the convenience and efficiency of Adaptive Pay’s leave management system by booking a demo today. This leave app can revolutionise how you manage maternity leave entitlements in Singapore, ensuring smooth operations and satisfied employees.

Since January 1, 2017, Singapore has been offering working fathers two weeks of Government-Paid Paternity Leave (GPPL). This initiative actively supports new fathers in their early parenting journey. Important update: To further support fathers in their role, the Singapore government has announced an extension to this policy. The two-week government-funded paid paternity leave will be increased to four weeks starting January 1, 2024. Employers have the option to voluntarily provide the extra two weeks of GPPL, for which they will receive reimbursement from the government. Eligibility for government-paid paternity leave Applicants must fulfil these conditions to qualify for GPPL: The child should be a Singapore citizen. The father must be legally married to the child’s mother from conception to birth. Employees need to have served their employer for at least three months before the child’s birth. Self-employed fathers should have been actively working for a minimum of three months before the child’s birth and must have experienced a loss of income during the paternity leave. Adoptive fathers also qualify for GPPL under similar criteria. Understanding GPPL entitlement The actual number of leave days per week depends on the father’s work schedule. For instance, a father working six days a week gets 12 days of GPPL. Similarly, a father who works five days a week would be entitled to 10 days of GPPL weekly under this scheme. The weekly GPPL cap is $2,500, including CPF contributions. Options for using GPPL Fathers of children born before January 1, 2024, can use their GPPL in several ways: Default arrangement – Take two continuous weeks within 16 weeks after the child’s birth. This option may be optimal for fathers who prefer to be present during the early postnatal period. Flexible arrangement – Take two continuous weeks at any time within 12 months after the child’s birth. Split arrangement – Divide the two weeks into working days and use them in any combination within 12 months after the child’s birth. Fathers of children born FROM January 1, 2024, onwards will be entitled to 4 weeks instead of two. Stay tuned for announcements from the Ministry of Manpower regarding updates to this scheme. How to apply for paternity leave For employees Inform your employer about your planned leave early to allow for verification of your eligibility and to arrange for cover in your absence. Fill out the GPPL1 declaration form, including all necessary documents, and submit it to your employer. Your employer might have its own form or system for confirming your eligibility. Follow your employer’s specific procedures to apply for GPPL. Tip: Essential documents you will need to provide are your child’s birth certificate and your marriage certificate. For self-employed fathers Keep a record of the dates you intend to take for GPPL. File your GPPL claim through the GPL Portal, ensuring this is done within 3 months following your GPPL date. Shared parental leave Fathers can also choose to share up to four weeks of the mother’s 16 weeks of Government-Paid Maternity Leave with the mother’s agreement. Here are the criteria to be eligible for shared parental leave: The child must hold Singaporean citizenship. The child’s mother should be eligible for Government-Paid Maternity Leave. The father must be legally married to the child’s mother. Fathers can take up to four weeks of shared parental leave, capped at $2,500 per week, including CPF. This leave is available for children born after July 1, 2017. Fathers can take this leave either continuously or in blocks within 12 months of the child’s birth. Tackling leave management challenges in companies Leave management can be complex for many companies with limited HR resources and workforce size. These challenges often lead to manual, error-prone leave processes, affecting productivity and workflow. Enhancing leave tracking with Adaptive Pay’s leave management system An efficient leave management system is essential for maintaining productivity and employee morale. Adaptive Pay’s leave app simplifies the process and keeps employees informed about their leave status. Our leave management module provides several advantages: Remote application and approval that allows employees to apply for paternity leave and receive instant notifications. Automatic and seamless integration of leave records with payroll and attendance Customisable workflows for tailoring leave entitlements, approval levels, and carry-forward rules Comprehensive resource management that allows managers to generate reports and manage staffing effectively. Ready for efficient leave management? Book a demo to see how Adaptive Pay’s leave management system and leave app can streamline your company’s paternity leave process.

Annual leave entitlements are a valuable benefit for both employees and employers in Singapore. Employees can improve their health and well-being through these provisions, while their companies can benefit from increased productivity, engagement, and retention. Employees in Singapore are granted various types of leave to ensure their well-being and to give them time to attend to personal and family needs. These include: Annual leave Sick leave Maternity leave Paternity leave Other leave types In this guide, we help you understand these entitlements and how to manage them through leave management systems and leave apps. Annual leave eligibility and entitlement Singaporean employees start with a basic entitlement of seven days of annual leave. This entitlement increases with tenure: 14 days after one year and an additional day for each subsequent year, capping at 22 days. The Employment Act stipulates these minimums for those earning less than SGD 2,600/month. Meanwhile, those who earn a monthly salary above SGD 2,600/month (and are not manual labourers) are eligible for annual leave as stipulated in their employment contract, freely established between them and their employer. It’s important to note that even a half-day leave counts as a full day. Annual leave credits may also be forfeited in cases of misconduct or excessive unauthorised absence. In practice, many Singaporean companies offer around 14 days of leave entitlements per year, surpassing the legal minimum. Sick leave eligibility and entitlement Employers in Singapore must provide at least 14 days of sick leave annually. The entitlement varies based on the length of service, with fewer days for those employed for less than six months. Statutory requirements for those earning below SGD 2,600/month include up to 60 days of hospitalisation leave, contingent on the employee’s tenure. A medical certificate from a recognised medical practitioner is necessary to file a sick leave. Maternity leave eligibility and entitlement Female employees in Singapore are entitled to 16 weeks of paid maternity leave if they have been employed for at least 90 days. They can commence their maternity leave at any point during pregnancy, given a month’s notice to the employer. Paternity leave eligibility and entitlement Similarly, eligible male employees are entitled to two weeks of paid paternity leave, which can be taken within 16 weeks of the child’s birth or adoption. Other leave types Beyond the standard leave types, employees in Singapore may also be eligible for compassionate, hospital, and study leave, subject to their specific employment contracts and company policies. If you’re an employee: You have the right to understand and manage your leave entitlements effectively. You can advocate for efficient leave management systems or leave apps that allow you to apply for leave, attach supporting documents, and receive updates on your leave status. If you’re an employer: Non-compliance with leave entitlement regulations can result in fines and penalties. As an employer, you need to develop a clear leave policy, track and inform employees of their leave balances, process leave requests promptly, and ensure full salary and benefits during leave periods. Using a leave management system or leave app can simplify this process. Try Adaptive Pay’s leave management system. Adaptive Pay’s comprehensive leave management system simplifies leave processing with customisable workflows, remote applications, and integration with payroll and attendance modules. In a nutshell, our app allows employees to apply for leave and attach necessary documents through a mobile app or web browser. Managers can approve leave requests, which are then automatically updated in the attendance and payroll modules. The app also provides employees with real-time updates on their leave status and balances. Here are the key features of our leave management software: Automatic integration – Seamlessly connect leave records with payroll and attendance. 360-degree resource view – Allows managers to generate reports and manage staffing effectively. Customisable leave workflows – Tailor leave entitlements, approval levels, and carry-forward rules. Leave management accessibility – Offers remote leave application and approval, complete with instant notifications.  We invite you to explore this tool and discover how it can transform your approach to managing leave entitlements in Singapore. Book a demo with us today to experience the convenience and efficiency of our leave management system and leave app.

Your staff may occasionally require time off for various reasons, such as illness or personal matters. Efficiently managing staff leave is crucial to avoid errors. However, manual management of leave requests can be time-consuming, expensive, and prone to mistakes. The best way to overcome this is by using automated leave management software with customisable remote leave approvals, applications, and digital leave workflows. The best leave platform is also more convenient to use as it automatically integrates with other HR management modules, like payroll and attendance management systems. Why use a leave management software solution? Taking a leave is crucial as it lets employees rest and return to work more productive. There are various types of leaves, such as sick, vacation, bereavement, alternative holidays, annual, and sabbatical leaves. It is crucial to manage them properly to avoid any negative impact on payroll and project timelines and prevent bottlenecks. Let’s explore the five benefits of using leave management software and effective attendance management systems to understand their importance. 1. Employees can file their leave with ease Sophisticated leave management software allows employees to download a mobile app or use their web browser to apply for leave and attach supporting documents when necessary. This saves time by avoiding the need to personally message managers or write a letter to the HR department. 2. Get notifications in real-time Managers can get notifications about filed leaves and approve them anytime, anywhere, from their mobile app or browser. It’s also possible to make the process go through multiple approval levels when required. 3. Eliminate manual data entry The approved leaves are automatically recorded on the payroll module and attendance management systems for up-to-date calculations. 4. Employees get notified in real-time Employees don’t have to contact their manager for updates. They will get the notification on their device. Plus, they can track their remaining leave entitlements and leave days on the app. 5. Stay Informed Leave management software is easy to customise to suit your workflows for leave applications and approval. Additionally, it provides a full and transparent view of resources and staffing, so managers can manage resources and control leaves to prevent short staffing. Try it out Request a demo for Adaptive Pay here to learn how leave management software can help your business. You can easily integrate our solution with your payroll and attendance management systems,so you don’t have to get additional platforms.