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Navigating Adoption Leave: A Guide to Singapore's Employment Practices and the Support Available for Growing Families

  Approximately 400 adoption applications are filed annually in Singapore. Adoption leave plays a crucial role in this process, offering numerous benefits for both employees and employers.   For employees, this leave is essential for bonding with the new child, reducing stress, and improving overall health. For employers, providing adoption leave enhances job satisfaction, aids in employee retention, and fosters a positive public image.   Implementing an effective leave management system and utilising a leave app can significantly streamline this process.   What are the rules on adoption leave in Singapore?   Eligible adoptive mothers—including the self-employed, are entitled to 12 weeks of paid adoption leave. This leave is crucial for bonding and caring for the adopted infants. To qualify for adoption leave, the applicant must meet several criteria:   ·          The adopted child must be under 12 months old at the time of formal intent to adopt. Note that t
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Empowering Parenthood: Understanding Shared Parental Leave in Singapore and Supporting Work-Life Balance

  Shared parental leave is an essential policy that supports work-life balance and empowers parents in Singapore.   This type of leave allows fathers to actively engage in childcare and child development. It increases their bonding time with their children, reduces stress, improves mental health, and can even positively impact career advancement. For mothers, it offers shared responsibility in childcare, reduces pressure, and enables them to return to work faster. It is regarded as a progressive step towards promoting gender equality.   Understanding and supporting shared parental leave is essential for creating a family-friendly workplace. By utilising leave management systems, leave apps and e-leave solutions, employers can support their employees in balancing work and family commitments, leading to a more satisfied and productive workforce. These tools not only aid in compliance but also enhance the overall efficiency of managing parental leaves, contributing significantly
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Navigating Maternity Leave in Singapore: A Holistic Guide for Expecting Mothers

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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 Mate
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Navigating Paternity Leave Policies in Singapore: A Comprehensive Guide for New Fathers

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  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 hav
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