Take the First StepWorking parents in Singapore are entitled to government-supported childcare leave every year — but the rules around eligibility, entitlement days, and the claims process are genuinely confusing. Many parents lose days they are legally entitled to, or miss claiming government reimbursement their employer should receive.
This guide covers everything you need to know about childcare leave in Singapore: how many days you get, who qualifies, the difference between standard and extended leave, how to calculate your entitlement, and the step-by-step process for claiming reimbursement from the government.
Note: Childcare leave provisions are governed by the Child Development Co-Savings (CDS) Act and administered by the Ministry of Manpower (MOM). All information below is current as of 2025. Always verify with MOM at mom.gov.sg for the most up-to-date regulations.
What Is Childcare Leave in Singapore?
Childcare leave is a statutory entitlement that allows working parents to take paid time off to care for their children. Unlike annual leave — which is your personal entitlement — childcare leave specifically recognises your responsibilities as a parent.
There are two types of childcare leave under Singapore law:
| Type | Who It Covers |
|---|---|
| Childcare Leave (CL) | Parents of Singapore Citizen children aged 1 to below 7 years |
| Extended Childcare Leave (ECL) | Parents of Singapore Citizen children aged 7 to below 13 years |
| Infant Care Leave (ICL) | Parents of Singapore Citizen children below 2 years (separate from CL) |
This guide focuses primarily on standard Childcare Leave (CL) and Extended Childcare Leave (ECL), which together serve children from birth through age 12. Infant Care Leave is addressed briefly in its own section.
How Many Days of Childcare Leave Are You Entitled To?
Standard Childcare Leave — 6 Days Per Year
If you are the parent of a Singapore Citizen child aged 1 to below 7, you are entitled to 6 days of childcare leave per calendar year, shared between both parents.
| Year of Service with Employer | Childcare Leave Entitlement |
|---|---|
| First year (partial — pro-rated) | Pro-rated based on months of service in the calendar year |
| Second year onwards | 6 days per calendar year (full entitlement) |
Key rules:
- The 6 days are the combined entitlement — if both parents are employed, each is entitled to up to 6 days, giving the family up to 12 days of covered care per year.
- Leave is counted per calendar year (January to December), not per child. If you have three children all below 7, you still receive 6 days — not 18.
- Of the 6 days: the first 3 days are paid by your employer; the next 3 days are reimbursed by the government (capped at $500 per day including CPF).
- Childcare leave is taken in full-day increments, not half-days, unless your employer agrees otherwise.
- Unused childcare leave does not carry forward to the next calendar year.
Extended Childcare Leave — 2 Days Per Year
When your youngest Singapore Citizen child turns 7, your standard 6-day childcare leave reduces to 2 days of Extended Childcare Leave (ECL) per year. ECL continues until the year your youngest child turns 12.
| Child’s Age (Youngest SC Child) | Leave Entitlement Per Year |
|---|---|
| Below 1 year | Infant Care Leave (separate — 6 days per year) |
| 1 to below 7 years | Childcare Leave — 6 days per year (3 employer-paid + 3 government-paid) |
| 7 to below 13 years | Extended Childcare Leave — 2 days per year (government-paid, capped at $500/day) |
| 13 years and above | No statutory childcare leave entitlement |
For ECL: both days are paid by the government and reimbursed to the employer, capped at $500 per day including CPF contributions.
Infant Care Leave — 6 Days Per Year
Parents of Singapore Citizen children below 2 years old are separately entitled to 6 days of Infant Care Leave (ICL) per year. Both parents each receive this entitlement — so a family can access up to 12 additional days when their child is under 2. ICL is in addition to maternity, paternity, and childcare leave.
Who Qualifies for Childcare Leave in Singapore?
To be eligible for government-paid childcare leave, you must meet all of the following conditions:
- You are employed. Childcare leave applies to employees in employment. Self-employed persons are not covered by these provisions, though the government does offer separate support through the Self-Employed Person Income Relief Scheme (SIRS).
- You have been employed by your current employer for at least 3 months. Employees who have not yet completed 3 months of service may not have their government-paid leave reimbursed by MOM, though some employers offer leave earlier under their own policies.
- Your child is a Singapore Citizen. The child does not need to live with you, but must be a Singapore Citizen. Permanent Resident children, foreign national children, or children awaiting citizenship do not generate a childcare leave entitlement under the CDS Act.
- Your child is within the applicable age range. Children aged 1 to below 7 for standard CL; children aged 7 to below 13 for ECL; children below 2 for Infant Care Leave.
- You are the legal parent or adoptive parent of the child. Step-parents are also eligible if the child is a Singapore Citizen and is part of their household.
What If My Child Is a Permanent Resident, Not a Citizen?
Currently, childcare leave under the CDS Act is tied to Singapore Citizenship of the child. Parents of Permanent Resident children do not receive the government-paid portion of childcare leave. However, many employers offer additional leave under their own HR policies. Check your employment contract or company handbook. The government has not announced plans to extend statutory childcare leave to PR children as of 2025.
How to Calculate Your Childcare Leave Entitlement
Your exact entitlement depends on when in the year you joined your employer and how old your youngest Singapore Citizen child is on 1 January of the leave year.
The Basic Calculation
For employees in their second or subsequent year of service, the calculation is straightforward:
- If your youngest SC child is between 1 and below 7 on 1 January: you are entitled to 6 days of childcare leave for the full calendar year.
- If your youngest SC child turns 7 during the year: you get 6 days of CL in that year, then ECL of 2 days begins the following year.
If your youngest SC child is between 7 and below 13 on 1 January: you are entitled to 2 days of extended childcare leave for the full calendar year
Pro-Ration for New Employees
If you joined your employer during the calendar year, your childcare leave is pro-rated based on the number of complete months remaining in the year. The formula is:
Pro-Ration Formula
(Number of complete months remaining in the year after 3 months of service) / 12 x 6 = Pro-rated days
Example: You joined on 1 April. You complete your first 3 months on 1 July. You have 6 months remaining (July to December). Pro-rated CL = (6/12) x 6 = 3 days. Round up any fractions to the nearest full day.
Multiple Children Scenario
It is the age of your youngest qualifying Singapore Citizen child that determines your leave category — CL or ECL. Having multiple young children does not increase your total leave days, but it does extend the period during which you qualify for the higher 6-day CL entitlement. For example: if you have a 5-year-old and a 2-year-old, your youngest is 2 — so you qualify for 6-day CL. When your younger child turns 7 (and your older child is 10), you transition to 2-day ECL, which continues until the year your younger child turns 13.
How to Take Childcare Leave: Practical Steps for Employees
- Notify your employer in advance. While the law does not specify a minimum notice period, most employers require reasonable advance notice — typically similar to your annual leave application process. Check your employment contract or HR handbook.
- Submit a leave application. Use your employer’s standard leave management system (HR portal, written request, or email) to apply for childcare leave. Specify that it is childcare leave, not annual leave.
- Keep your child’s birth certificate or adoption order accessible. Your employer may ask for documentation confirming your child’s citizenship status and date of birth, particularly for government-reimbursement purposes.
- Understand the employer’s obligation. Your employer must grant you your statutory entitlement. Refusing statutory childcare leave is a violation of the CDS Act and can be reported to MOM.
- Do not substitute annual leave for childcare leave without your agreement. Some employers mistakenly or inappropriately deduct annual leave for childcare absences. Know your rights — childcare leave is a separate statutory entitlement.
How Employers Claim Government Reimbursement
Employers pay the full salary for all childcare leave days. For the government-funded portion (days 4-6 for CL, and all 2 ECL days), employers reclaim the cost from MOM through the Government-Paid Leave (GPL) portal.
Reimbursement Caps
| Leave Type | Government Reimbursement Cap |
|---|---|
| Childcare Leave days 4-6 (per day) | Up to $500 per day (including CPF contributions) |
| Extended Childcare Leave (per day) | Up to $500 per day (including CPF contributions) |
| Infant Care Leave (per day) | Up to $500 per day (including CPF contributions) |
There is no minimum service duration required to take the leave — but there is a requirement that the employee has worked for at least 3 months for reimbursement to be claimable. The employer may choose to grant leave earlier as a company policy.
The Claim Timeline
- Government-paid leave claims must be submitted within 3 months after the end of the calendar year in which the leave was taken — i.e., by 31 March of the following year.
- Claims are submitted electronically through the GovReimbursement portal at cpf.gov.sg/employer.
- Supporting documents required: employee’s CPF records, leave records, and the child’s birth certificate.
- Reimbursement is typically processed within 4-6 weeks of a complete claim submission.
Common Mistakes and Misunderstandings About Childcare Leave
| Common Mistake | The Correct Position |
|---|---|
| ‘My employer can refuse my childcare leave’ | No — statutory childcare leave is a legal entitlement. Refusal is unlawful under the CDS Act. |
| ‘I can carry over unused childcare leave’ | No — childcare leave does not carry forward. Unused days expire on 31 December each year. |
| ‘Childcare leave is counted per child’ | No — it is a parental entitlement tied to your youngest qualifying child’s age, not per child. |
| ‘PRs get the same childcare leave as citizens’ | No — government-paid childcare leave is tied to the Singapore Citizenship of the child. |
| ‘I must give a specific notice period’ | The law does not specify a minimum — but reasonable advance notice is expected and good practice. |
| ‘Part-time employees don’t qualify’ | Incorrect — part-time employees are entitled to pro-rated childcare leave based on their agreed working hours. |
Planning Childcare During Your Leave Transitions
question most parents face is: what happens when leave days are exhausted? How do working parents ensure consistent, quality care for their children throughout the year?
This is where a trusted childcare centre becomes not just convenient but essential. A quality full-day or half-day childcare programme means:
- Your child receives consistent, professional care and early education on every working day — including the 250+ days per year that are not covered by childcare leave
- Your child benefits from a structured developmental programme, not just supervision
- You can return to work with confidence, knowing your child’s care is not dependent on your personal leave balance
For parents evaluating childcare options in Singapore, government childcare subsidies can significantly reduce the cost — making quality full-day care affordable even for families with tight budgets.
Frequently Asked Questions
Can both parents take childcare leave for the same period?
Yes — both parents have their own individual entitlements. Both can take childcare leave during the same period if needed, though most families stagger leave for greater coverage. Each parent claims their leave separately from their respective employers.
What if my employer does not know how to process the government reimbursement?
MOM provides detailed guidance for employers at mom.gov.sg. If your employer is unfamiliar with the process, you can point them to the GovReimbursement portal and MOM’s employer helpline. It is in your employer’s financial interest to claim the reimbursement correctly.
Does childcare leave apply if my child is sick versus just needing care?
Childcare leave can be used for any reason related to caring for your child — not only illness. It is distinct from outpatient sick leave (which is the employee’s own entitlement for their own illness). You may use childcare leave for school events, medical appointments, emergency care, or general childcare needs.
Can I use childcare leave to settle my child into a new childcare centre?
Yes. Many parents use childcare leave during the settling-in period when starting a child at a new centre or school — a practical and legitimate use of the entitlement that supports your child’s transition.
Securing the Best Care for Your Child Beyond Leave Days
Childcare leave is 6 days per year. There are over 250 working days. For the 244+ other days, the quality of your child’s daily care and education matters enormously.
Ilham Childcare provides full-day and half-day programmes across 7 Singapore locations — all ECDA-registered, MUIS IECP certified, and eligible for government childcare subsidies. From infant care (2 months) through Kindergarten 2, Ilham’s multilingual, holistic, and values-based programme gives your child a head start that no number of leave days can replicate.
CITATIONS
1. Ministry of Manpower Singapore. (2025). Childcare Leave and Extended Childcare Leave. mom.gov.sg/employment-practices/leave/childcare-leave
2. Child Development Co-Savings Act (Cap. 38A). Singapore Statutes Online. sso.agc.gov.sg
3. Ministry of Manpower Singapore. (2025). Government-Paid Leave Reimbursement. cpf.gov.sg/employer/business-transactions/government-paid-leave
4. Ministry of Manpower Singapore. (2024). A Guide to Maternity Protection and Leave Benefits in Singapore.
5. Early Childhood Development Agency (ECDA). (2025). Subsidies for childcare and infant care. ecda.gov.sg/families/subsidies
6. Ministry of Social and Family Development Singapore. (2024). Baby Bonus Scheme and Child Development Account. msf.gov.sg
7. Heckman, J.J. (2006). Skill formation and the economics of investing in disadvantaged children. Science, 312(5782), 1900-1902. 8. Singapore Statutes Online. Employment Act (Cap. 91) — Leave provisions. sso.agc.gov.sg
