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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.

In this Article [Hide] 1. What you should know about the foreign worker quota 2. Exceptions to the quota calculation include: 3. Steps for calculating your total workforce 4. Understanding quotas by sector: It’s not a one-size-fits-all scenario. 5. The S Pass and Employment Pass nuances 6. Why accuracy in quota calculations is crucial 7. Streamline your HR processes with Adaptive Pay. In a global city like Singapore, hiring foreign workers is common across various sectors. However, understanding the complexities of foreign worker quotas is crucial to maintaining compliance with regulatory frameworks and avoiding hefty penalties. To aid in compliance and reduce guesswork, the use of HR software in Singapore is highly recommended. This guide is tailored for employers in Singapore considering hiring foreign workers. From Work Permit to S Pass holders, we’ll delve into everything you need to know about foreign worker quotas across multiple sectors. What you should know about the foreign worker quota Known as the ‘dependency ratio ceiling,’ the foreign worker quota specifies the maximum percentage of foreign workers a company can employ in relation to its total workforce. This is sector-specific and aims to balance the employment landscape between local and foreign labour. To calculate the quota, the Ministry of Manpower (MOM) uses information from a company’s Central Provident Fund (CPF) account to ascertain the number of local employees. Note that not all local employees count equally towards the quota. Here’s how it works: A local employee who is a Singaporean or Permanent Resident and earns at least $1,400 per month counts as one full local employee towards the quota. If a local employee earns between $700 and $1,399 per month, they count as half (0.5) of a local employee towards the quota. Exceptions to the quota calculation include: Employees who receive salaries and CPF contributions from multiple employers Owners of sole proprietorships and partnerships Companies must update their local employee count every Saturday, but they can only verify the updated quota on the next working day. Inaccurate or late CPF contributions could adversely affect the quota, leading to elevated levy tiers. This is where HR software in Singapore can offer invaluable support. Steps for calculating your total workforce After establishing the number of local employees, the subsequent step is determining the total workforce. The calculation includes both Work Permit and S Pass holders but excludes Employment Pass (EP) holders. The formula is: Total Workforce = LQS count + S Pass holders + Work Permit holders Understanding quotas by sector: It’s not a one-size-fits-all scenario. Foreign worker quotas differ by sector and encompass both Work Permit and S Pass holders. Specific percentages apply to various industries: Construction: 87.5% Marine Shipyard: 77.8% Process: 87.5% Services: 35% Manufacturing: 60% When hiring employees from China, the work permit quota is 25% for Manufacturing and 8% for Services. The S Pass and Employment Pass nuances For S Pass holders, the quota varies by sector but is counted within the overall quota for foreign workers. As of January 1, 2023, it’s 15% for most industries and 10% for services. Employment Pass holders have no specific quota but must meet the minimum salary requirements. Why accuracy in quota calculations is crucial Being well-versed in the various levy rates and guidelines ensures better compliance with Singapore’s foreign worker regulations. It eliminates the guesswork often associated with manual calculations. Comprehensive HR software in Singapore, such as Adaptive Pay, can prove to be an invaluable asset for these tasks. Streamline your HR processes with Adaptive Pay. Eliminate the complexities associated with foreign worker regulations by incorporating Adaptive Pay into your HR processes. As a complete HR software in Singapore, Adaptive Pay can significantly simplify your administrative tasks and boost compliance. For a detailed look into how Adaptive Pay can benefit your organisation, consider requesting a demo or watching an informational video at Adaptive Pay. With stringent regulations in place, understanding and adhering to foreign worker quotas is not just a recommendation but a requirement for Singapore employers. This guide aims to give you a thorough understanding of the system, thereby helping you make informed decisions and maintain compliance. HR software in Singapore, like Adaptive Pay, can offer further assistance in streamlining these processes, making it a worthwhile investment for any discerning employer.

HR management software is one of the essential tools every modern human resources department should have, especially when it automates the most critical tasks. It adds value to your company by streamlining work to increase productivity, ultimately leading to employee satisfaction. The best platform is cloud-based and integrates all the relevant HR processes in one, so you don’t need to get a separate attendance tracker or payroll software in Singapore. Several HR management software solutions are available today, but not all of them can perform all the necessary HR tasks to keep your business running smoothly. One of the important things an HRMS solution should do is simplify recruitment and onboarding by covering all steps in those processes. Make sure to choose a software solution that can make it easier to organise and conduct initial screenings, interviews, assessments, and other crucial aspects of candidate evaluation. Make the best impression on new hires and candidates Candidates show their best when they step into your office. You must do the same as a prospective employer. Recruitment is a critical stage that can define the long-term success of your business, so be sure it’s effectively managed using reliable and flexible HR management software. Simplify onboarding Onboarding is the process that follows after a candidate accepts and commits to a job offer. While it may appear simple, the onboarding process can be complex because it involves training the new hire to ensure that they are suitable for the company. The process is not limited to providing new hires with a workstation and giving them the company manual to familiarise them with in-house procedures and policies. You must also ask them to sign all pertinent documents, track these papers, and orient them on their roles and responsibilities. It will be easier to manage these tasks with HR management software. Ensure timely and accurate pay Additionally, you will want your new hires to be paid accurately and on time to increase their job satisfaction. A cloud-based HR management platform that functions as payroll software in Singapore can help. That way, you can integrate HR and payroll, get automatic calculations, and simplify tax filings. It’s time to improve your recruitment and onboarding Adaptive Pay is a versatile, cloud-based HRMS solution with all the necessary features, including payroll software in Singapore. It’s a comprehensive HR management platform you can get at a fixed price, with a mobile app that allows access anytime, anywhere. Request a demo on this website to learn how it can improve your HR processes, including recruitment and onboarding.

Payroll is one of the critical functions in every business. Your company’s payroll system ensures timely and accurate salaries, benefits, compensation, and bonuses while accounting for other deductions, like taxes. Although it has not always been the focus of innovation, the introduction of cloud payroll software is proof that systems are changing to keep up with newer technologies and work patterns. Ultimately, the goal is to transform payroll processing to make it more seamless, less time-consuming, cost-effective, and precise. Keeping up with the newest payroll trends can empower your HR team to free up precious time and resources to focus on other important tasks, like fulfilling company objectives and strategising. Cloud-based payroll systems can streamline your payroll process with solutions like automation and integrate with other HR processes like attendance, claims management, leave management, and appraisals. How payroll software can improve your workplace Cloud payroll software can make your business future-proof, especially in today’s world, where remote and flexible work conditions are highly appreciated. One of the perks of cloud-based platforms is they are accessible from any device, allowing your HR team to work anytime and anywhere. Some solutions even come with a mobile app for more flexibility. Plus, the app allows employees to view digital payslips, review and dispute discrepancies, or file leaves. All the beneficial features for payroll management Cloud-based payroll software has all the features to help your HR team work more efficiently and save time. Compile data from attendance, leave, and others: The software integrates workflows and automatically performs calculations according to employee records from other modules, such as claims. This way, you can easily prorate allowances and salaries. Automatically calculate SDL, CPF, and Fund: Cloud-based payroll solutions are constantly updated to keep you aligned with evolving taxation formats, policies, and rates. Automated IR8A and tax filings: Cloud payroll software takes the guesswork from manual income tax filing by automatically generating all relevant files and forms. Customisable: The software is customisable to match your payroll processes, especially when there are specific components like deductions, basic salary, and allowances, or you want multiple payroll schedules. Pay with ease: Link the software to Singapore banks to simplify payouts and manage bank transfers quickly. Integration with third-party apps: Modern cloud-based payroll platforms will match your setup and workflows by allowing third-party integrations for other apps, like Quickbooks and Xero. Discover the future of payroll management today Adaptive Pay is the only cloud payroll software you need to transform your workplace and make your business more effective at payroll management. With Adaptive Pay, You might be eligible for government grants when you go digital with your payroll. Learn more about our software by requesting a demo here.

If your HR department is still doing things manually, you know how time-consuming and mistakes-prone it can be. When discrepancies arise, it can take even more time to correct them, which can cause delays in completing other important HR tasks. There’s also the matter of ensuring compliance with changing policies, labour laws, rates, taxation formats, and timely tax filings. Plus, manual processes can create an extra workload for your HR team, which can lead to delays or mistakes that can cause dissatisfaction and potential frustration in your other employees. But your HR department does not have to keep suffering. Make the switch from manual to automated systems to help your HR team do well and improve employee engagement. This means moving from an on-premise platform to a cloud-based HRMS software solution. Why go cloud-based? HRMS software does all the work of cloud payroll software in Singapore on top of other critical HR tasks, like claims and leave management, attendance tracking, rostering, and appraisal. Cloud-based software also ensures convenient access anytime and anywhere from any mobile device. As such, it lets your HR department work more flexibly, even remotely. Easy to use The best HRMS software solutions have a user-friendly mobile app to streamline HR management anytime and anywhere. They also allow you to switch to fully paperless submission processes, especially when they let employees manage claims, view payslips, track attendance, or file leaves in just a few taps. Additionally, some platforms allow employees to access project files or upload reports.   Keeps everyone up-to-date in real time     Cloud payroll software in Singapore keeps users updated with relevant matters through push notifications. Moreover, it simplifies syncing information from modules, such as Attendance with Payroll and HRMS, for more convenience. Help your HR team work more conveniently. Cloud-based HRMS software increases your HR department’s versatility by making it possible to deliver digital payslips, automatically file taxes, and intelligently calculate payroll, SDL, FUND, and CPF based on employee records. Try it out! Request a demo of our HRMS software and discover the benefits of switching to cloud payroll software in Singapore. Adaptive Pay is easy to use with all the powerful tools you need for HR management, and it’s available at a fixed price, without surprise costs.

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.