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MOM encourages new mothers to speak to employers about flexible work arrangements and agree on a plan that works best for both parties.
In a refresher on maternity leave benefits, Singapore's Ministry of Manpower (MOM) has reiterated that working mothers are eligible for up to 16 weeks of paid maternity leave.
Particularly, they are eligible for the 16 weeks as long as they meet the following requirements:
- Their child is a Singapore Citizen,
- They have worked for their employer for a period of three months before giving birth, and
- Provide at least one week's notice before starting maternity leave and inform the employer promptly about their delivery.
To note, the leave also differs based on special situations. Some examples include:
| If the child is not a Singapore Citizen | You are entitled to 12 weeks of maternity leave if covered by the Employment Act, and if you meet the eligibility criteria. |
| Contract, temporary, or part-time employee | You are eligible for maternity leave if you meet the eligibility criteria. You will be paid at the gross rate for each day that you would normally have been required to work under your contract. |
| Single or unmarried mother | You are entitled up to 16 weeks of maternity leave if you meet the eligibility criteria. |
| Premature birth | For premature births, if you meet the eligibility criteria, your maternity leave should start on the birth date of your child, or earlier if you have a mutual agreement with your employer. |
| Abortion or miscarriage | If you’re still working, you can take sick leave to recover. However, you are not eligible for maternity leave. |
| Stillbirth | You are eligible for full maternity leave if the child is stillborn or dies shortly after birth. If you meet the eligibility criteria under Government Paid Maternity Leave, the stillbirth will be counted for maternity leave benefits for the next delivery. Otherwise, stillbirth will not be counted in determining your eligibility for maternity leave benefits for the next delivery. |
MOM has also encouraged new mothers to speak to employers about flexible work arrangements and agree on a plan that works best for both parties.
To note, it is an offence for an employer to dismiss an employee while she is on maternity leave.
At the same time, during pregnancy, employees have maternity protection against retrenchment or unfair dismissal. If an employment is terminated without sufficient cause while an employee is pregnant, or they are retrenched during pregnancy, employers must pay the maternity benefits they would have been eligible for.
To qualify for this maternity protection, an employee must have:
- Worked for your employer for at least three months before receiving the notice of dismissal or retrenchment.
- Been certified pregnant by a medical practitioner before receiving the notice of dismissal or retrenchment.
In the event of a dispute on maternity leave, MOM encourages employees to first speak with their employer to understand the situation.
However, if you believe you have been dismissed without sufficient cause and you were not paid your maternity leave benefits, you can:
- File a wrongful dismissal claim at TADM after the dismissal and within two months of the birth of your child.
- Seek the union’s help (if you are a union member).
- Seek legal help.
Lead image / Ministry of Manpower Facebook
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