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Employers will receive full reimbursement for child-related leave, while SMEs will be able to tap on workforce transformation support to manage staffing gaps and reduce pressure on colleagues.
Singapore’s Government has outlined measures to help employers manage manpower gaps arising from expanded childcare leave, including full reimbursement for the duration of child-related leave schemes.
In a written reply to a parliamentary query 8 September 2026 (Wednesday), Acting Minister for Manpower, Jasmin Lau said the reimbursement would help defray employers’ costs, including for small and medium-sized enterprises (SMEs).
This is intended to give firms greater scope to bring in additional manpower to cover employees on leave, rather than relying solely on existing staff to take on redistributed work.
Employers can also tap the SWDA’s Enterprise Workforce Transformation Package (EWTP) to reskill employees and redesign jobs and processes to better manage manpower needs. The package supports measures such as cross-training employees to cover different roles, adopting flexible staffing arrangements and using technology tools for workforce planning and scheduling.
Acting Minister Lau said the Ministry of Manpower (MOM) and its tripartite partners will provide guidance to employers, particularly SMEs, on managing leave periods fairly and avoiding disproportionate workloads for employees who do not take parental leave.
The Government also pointed to existing and forthcoming safeguards against discrimination. Under the Tripartite Guidelines on Fair Employment Practices, employers are required to make hiring and promotion decisions fairly and on merit.
The Workplace Fairness Act, due to come into force at the end of 2027, will further prohibit adverse employment decisions based on pregnancy and caregiving responsibilities. Individuals who believe they have experienced such discrimination will be able to seek assistance from the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
The Acting Minister said MOM will continue working with tripartite partners to support employers in implementing the leave enhancements and to foster workplaces where caregiving responsibilities are recognised as part of building supportive and cohesive teams.
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