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Singapore Time Off Policies in Talenta Overview

Article author
Learning Center Mekari
  • Updated

If your company is based in Singapore, the system automatically provides a catalog of default statutory leave policies for employees in Singapore-based companies. Therefore, not only can you manage leave policies for employees based in Indonesia, but you can also manage leave policies for employees in Singapore in accordance with the applicable regulations and leave provisions in that country. 

A. Default Leave Policies That Cannot Be Customized

Below is a list of default leave policies for Singapore that cannot be customized and do not use a periodic balance renewal scheme:

  • Maternity Leave (SG Citizen Child): Maternity leave policy for employees who give birth to a Singapore citizen child (16-week duration).

  • Maternity Leave (Non-SG Citizen Child): Standard maternity leave policy for employees who give birth to a child who is not a Singapore citizen (12-week duration).

  • Paternity Leave: Mandatory leave policy for fathers when accompanying the birth of a child (paternity leave).

  • Shared Parental Leave: Shared parental leave policy that allows fathers to take part of the mother's maternity leave entitlement to care for a Singapore citizen child.

  • NS/Reservist Leave: Mandatory leave policy for employees who must fulfill military service or reservist training call-ups (NS/Reservist call-up), with the duration specified in the call-up letter up to a maximum of 40 days per work year.

  • Adoption Leave: Adoption leave policy intended for adoptive mothers who adopt a Singapore citizen child under 12 months old.

Important
The regulations for the default policies above limit your access to the View policy details and View balance history actions. Therefore, these policies cannot be deleted or customized.

B. Default Leave Policies That Can Be Customized

Below is a list of default leave policies for Singapore that can be customized and whose balances are periodically updated by the system:

  • Annual Leave: Paid annual leave entitlement for employees who have worked for at least 3 months, with a basic quota that increases gradually according to length of service.

  • Sick Leave: Paid sick leave entitlement for outpatient care (Outpatient Sick Leave).

  • Hospitalisation Leave: Paid leave entitlement when an employee must be hospitalized. Under the MOM (Ministry of Manpower) legal provisions, this quota includes Sick Leave that has been used, but in the current system release, its balance is calculated as an independent/separate balance.

  • Childcare Leave (SG Citizen Child): Leave entitlement to care for a Singapore citizen child under 7 years old. The system automatically determines the leave entitlement based on gender and country, without specifically tracking the child's citizenship status or age.

  • Childcare Leave (Non-SG Citizen Child): Leave entitlement to care for a non-Singapore citizen child under 7 years old.

  • Extended Childcare Leave: Additional leave entitlement to care for a Singapore citizen child aged 7–12 years.

  • Unpaid Infant Care Leave: Unpaid leave (unpaid) to care for an infant under 2 years old.

Important
You can customize the regulations for the policies above according to your company's policies through the Super Admin or Admin role. Learn how to do so here. For example, you can perform several actions by clicking “Actions”, such as View policy details (to view and change the policy), Set expiration date (to apply an expiration date to the policy), Delete time off policy (to delete the policy provided that no employees are assigned to it), and View balance history (to view employees' remaining leave balances).

That concludes the guide on how to create Singapore leave policies. As the next step, to begin applying the leave policy to employees, you can learn more in the guide here.