This guide helps you understand which Singapore leave rules and questions may be relevant to your situation. It explains statutory leave categories in plain English and separates what the law generally requires from what depends on your employment contract or company handbook. It does not issue a legal determination, calculate a binding leave balance, interpret a disputed contract, or replace advice from MOM, your HR team, or a qualified adviser.
Explore the leave rules that may apply
Statutory leave and company leave are not the same
Singapore leave rules fall into three broad categories, and it matters which one applies to your situation:
- Statutory entitlement \u2014 subject to eligibility and current MOM rules. Set by the Employment Act or a government-paid leave scheme. It applies once you meet the eligibility conditions (such as service length, or a child’s citizenship), and the exact figures can change over time.
- Contractual / company policy entitlement. Not required by law, but offered because your employer has agreed to it in your contract, offer letter, or staff handbook. Terms vary by employer and are not enforced by MOM.
- Not generally a statutory entitlement; check employer policy. Some leave that employees commonly ask about \u2014 compassionate leave is the clearest example \u2014 is not mandated by the Employment Act at all. Whether it exists, and on what terms, depends entirely on your employer.
Many employers offer more than the statutory minimum, particularly for PMET roles. Whatever your employer provides, it should be set out clearly in your Key Employment Terms or staff handbook \u2014 see our Employment Contract Requirements guide for what a compliant contract should cover.
What this guide cannot determine
This tool is built to help you understand which rules and questions may be relevant \u2014 it is not a legal determination. It cannot:
- Confirm that you are definitely entitled, or definitely not entitled, to a specific leave type.
- Calculate a legally binding leave balance or number of days owed.
- Interpret a disputed employment contract or staff handbook clause.
- Advise on, or assess the merits of, a leave-related claim or dispute.
- Account for facts specific to your situation that you have not entered, or that this guide does not ask about (for example, unusual contract terms, prior agreements, or past disputes).
Where a rule depends on a fact this guide cannot verify, the guidance will point you to confirm with MOM, your HR team, or a qualified adviser rather than guess on your behalf.
Common leave types in Singapore
A quick-reference summary of the leave types covered by the guide above. Use the tool for the questions and sources specific to your situation \u2014 this table is a starting orientation only.
| Leave type | General category | What typically affects it |
|---|---|---|
| Annual leave | Statutory entitlement | Employment Act coverage; length of service |
| Sick leave | Statutory entitlement | Length of service; valid medical certification |
| Hospitalisation leave | Statutory entitlement | Shares a combined allowance with sick leave |
| Maternity leave | Statutory entitlement | Child’s citizenship; length of service |
| Paternity leave | Statutory entitlement | Child’s citizenship; marital and service conditions |
| Shared parental leave | Statutory entitlement | Both parents’ eligibility; child’s citizenship |
| Childcare leave | Statutory entitlement | Child’s age and citizenship; length of service |
| Compassionate leave | Not generally statutory | Employer policy and past practice |
| Leave without pay | Contractual / by agreement | Mutual agreement; effect on other entitlements |
Public holidays follow separate rules \u2014 see our Public Holidays 2026: Employer Obligations and Pay Rules guide.
Frequently asked questions
Does this tool tell me exactly how many leave days I’m entitled to?
No. It explains which category of leave applies and the questions that affect your position, and gives a statutory rule summary only where MOM’s published rules are clear and fully sourced. It does not calculate a binding leave balance.
What if I answer “not sure” to a question?
The guidance will flag that your answer affects applicability and list it among the next questions to confirm with MOM, HR, or a qualified adviser, rather than assume an answer on your behalf.
Is my contract more generous than the statutory minimum?
This guide cannot read your contract. If your contract or staff handbook offers more than the statutory minimum, those written terms generally govern, not the statutory figure. Check the document itself or ask HR to confirm.
Does this guide collect my personal or medical information?
No. It only asks high-level, non-identifying questions about your role, leave topic, employment arrangement, and approximate service length. It does not ask for your employer’s name, NRIC, date of birth, medical details, pregnancy details, salary, contract upload, or leave history, and it does not collect your email address.
Where can I get a binding answer about my specific situation?
Contact MOM directly, ask your HR team, or speak to a qualified employment law adviser. This guide is designed to help you ask better questions, not to replace that advice.
MOM sources and last checked date
All statutory rules referenced in this guide are drawn from current, first-party MOM sources. Each source below was last checked on 19 September 2026. Leave rules can change \u2014 always confirm current figures directly with MOM before relying on them.
- MOM \u2014 Annual leave eligibility and entitlement \u2014 last checked 19 September 2026
- MOM \u2014 Sick leave eligibility and entitlement (includes hospitalisation leave) \u2014 last checked 19 September 2026
- MOM \u2014 Maternity leave eligibility and entitlement \u2014 last checked 19 September 2026
- MOM \u2014 Paternity leave \u2014 last checked 19 September 2026
- MOM \u2014 Shared parental leave \u2014 last checked 19 September 2026
- MOM \u2014 Childcare leave eligibility and entitlement \u2014 last checked 19 September 2026
This page and the tool above are general information, not legal advice, and individual circumstances can change the outcome. For a determination on your specific situation, confirm with MOM, your HR team, or a qualified employment law adviser.