Singapore
Paternity leave
Impact date: 1 April 2025 The additional two weeks of Government-Paid Paternity Leave (GPPL) (which was previously provided on a voluntary basis) has now become mandatory. Eligible working fathers with Singapore citizen children born on or after 1 April 2025 are entitled to a total of four weeks of GPPL.
Employer implications/action needed Employers should note the change in paternity leave.
Employer risk Employers who, without reasonable cause, deny paternity leave to eligible male employees who request it may face legal consequences, including fines of up to S$5,000, imprisonment for up to six months, or both upon conviction.
Parental leave
Impact date: 1 April 2025 The previous shared parental leave scheme has ceased and been replaced by a new scheme. Under the new scheme, parents are entitled to ten weeks of paid parental leave, to be shared between both parents. This will be implemented in two phases:
- from 1 April 2025 – six weeks of shared parental leave and
- from 1 April 2026 – ten weeks of shared parental leave
The ten weeks of shared parental leave is in addition to the existing Government-Paid Maternity Leave and Government-Paid Paternity Leave entitlements.
Employer implications/action needed Employers should note the change to the parental leave scheme.
Employer risk Employers who, without reasonable cause, refuse to grant shared parental leave to eligible parents who request it may be subject to legal penalties, including fines up to S$5,000, imprisonment for up to six months, or both upon conviction.
SkillsFuture Jobseeker Support scheme
Impact date: 1 April 2025 A new SkillsFuture Jobseeker Support scheme provides temporary financial aid of up to S$6,000 over six months for individuals who are involuntarily unemployed due to reasons such as retrenchment, business closure, dismissal, or termination due to illness or injury.
Eligibility requires an average monthly income of S$5,000 or less in the past 12 months (excluding employer CPF contributions), active job search efforts, and participation in activities like career coaching or approved training. Further details on the application process will be released closer to the launch date.
Employer implications/action needed N/A
Employer risk N/A
Workplace safety – adverse weather
Impact date: 4 April 2025 The Ministry of Manpower (MOM) and the Workplace Safety and Health (WSH) Council have introduced new WSH Guidelines on Managing Risks from Adverse Weather, covering hazards such as strong winds, floods, lightning, heat stress, and haze. While not legally binding, the Guidelines provide industry and company-size-specific recommendations to support employers in managing weather-related risks. Employers remain legally required under the WSH Act to ensure a safe working environment.
Employer implications/action needed Employers should note the recommendations proposed and incorporate them into their practices where relevant.
Work Permits
Impact date: from 1 July 2025 From 1 July 2025, major changes to Singapore’s Work Permit framework will take effect. The maximum employment duration cap will be removed, and the work age limit will increase from 60 to 63, aligning with the local retirement age. These changes aim to help employers retain skilled and experienced foreign workers for longer.
Employer implications/action needed Employers should note these changes as they offer greater flexibility in workforce planning and retention of experienced Work Permit holders.
Employer risk N/A
S Pass eligibility
Impact date: from 1 September 2025 From 1 September 2025, the minimum qualifying salaries for S Pass holders will increase – rising to at least $3,300 for most sectors (except financial services) and $3,800 for the financial sector, with higher thresholds for older applicants. These adjustments align S Pass salaries with the top third of local Associate Professionals and Technicians. Additionally, the S Pass Basic/Tier 1 levy will increase from $550 to $650, while the Tier 2 levy remains unchanged.
Employer implications/action needed Employers should review their hiring plans to account for these higher salary and levy costs.
Employer risk N/A
Review of Employment Act
Impact date: Awaited On 6 March 2025, the Minister for Manpower announced that the Employment Act will be reviewed in the second half of 2025 in collaboration with tripartite partners. The review aims to ensure a balanced approach between worker protection and business flexibility and will take into account suggestions raised by Members of Parliament. More details will be shared later this year.
Employer implications/action needed Employers should monitor upcoming announcements on the Employment Act review, as potential changes may impact employment terms and HR practices. Early awareness will help ensure timely adjustments, if needed.
Employer risk N/A
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