More companies in Singapore are providing additional paid caregiving leave, an uptrend from 2010

As of 2020, 19.5% of employers surveyed by MOM voluntarily provided additional paid family care leave, while 27.3% provided additional paid child sick leave (2010: 10.6% and 19% respectively).

As reaffirmed by the Ministry of Manpower in a Parliamentary response, employers in Singapore are required by law to provide paid maternity, paternity, childcare leave, and unpaid infant care leave to support employees in their caregiving needs. These have been progressively enhanced over the years.

On top of these, employers may also voluntarily offer additional paid and unpaid caregiving leave. According to Minister for Manpower Dr. Tan See Leng, as of 2020, 19.5% of establishments surveyed voluntarily provided additional paid family care leave, while 27.3% provided additional paid child sick leave.

These proportions, he noted, have trended up over the years: in 2010, only 10.6% of establishments surveyed provided additional paid family care leave, while 19% provided additional paid child sick leave.

While the tripartite partners have set out practices for more employers to adopt and support employees in managing their caregiving responsibilities – such as in the Tripartite Standard on Unpaid Leave for Unexpected Care Needs in 2018, and the Tripartite Standard on Work-Life Harmony, Dr. Tan also pointed out the importance of equipping employers to foster and manager more flexible workplaces. Such workplaces, caregivers have shared, are a "more sustainable way to support their needs."

In line with that,  2024, as shared previously, the tripartite partners will be introducing a set of Tripartite Guidelines on Flexible Work Arrangements (FWAs), which will require employers to put in place proper processes to fairly consider and respond to employees’ requests to FWAs, Dr. Tan concluded.

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