Parenthood is a transformative experience, and for those who opt for adoption, it presents joys and unique challenges. As an employer in Singapore, it is crucial to acknowledge and support employees embarking on this remarkable path.
The Ministry of Manpower (MOM) recognises the importance of adoption and offers adoption leave to assist employees during this process. From eligibility criteria to leave entitlements, this guide will provide everything an employer needs to know to create a supportive environment for your employees who are adoptive parents!
In Singapore, adoption leave is a valuable entitlement available to eligible adoptive mothers, including self-employed individuals. Understanding the significance of creating a supportive environment during the initial stages of adoption, the Ministry of Manpower (MOM) mandates that adoptive mothers are entitled to 12 weeks of paid adoption leave.
To qualify for adoption leave in Singapore, your employee should meet the following requirements:
If your employee’s formal intent to adopt takes place on or after 1 July 2017, she is entitled to 12 weeks of adoption leave as a mother, capped at $10,000 (including CPF) for every 4-week leave taken.
Your employee can start her adoption leave from her formal intent to adopt, and she must consume her adoption leave before the child’s first birthday.
Yes, part-time employees in Singapore are also entitled to 12 weeks of adoption leave, which is adjusted based on their number of working hours.
Here’s the formula to calculate adoption leave for part-time employees:
(Number of hours a part-time employee has to work per week × 52 weeks) / (Number of hours a similar full-time employee has to work per week × 52 weeks) x 12 weeks of adoption leave x Number of hours a similar full-time employee has to work a day
A part-time employee works 5 hours a day for 3 days per week, while a similar full-time employee works 8 hours a day for 5 days per week.
Number of hours the part-time employee works per week = 5 hours/day x 3 days/week = 15 hours/week
Number of hours the full-time employee works per week = 8 hours/day x 5 days/week = 40 hours/week
12 weeks of adoption leave x 5 working days/week = 60 days of adoption leave
Using the above formula, we have:
(15 hours/week x 52 weeks) / (40 hours/week x 52 weeks) x 60 days of adoption leave x 8 hours/day
= 180 hours
Tip: Looking to hire part-time employees? Learn everything you need to know in our guide to hiring part-time employees in Singapore!
To apply for adoption leave, the employee must submit the completed declaration form (AL1) along with all required supporting documents to the employer. The application should follow the employer's designated leave application procedures.
As an employer, you will continue to pay your employee’s usual monthly salary during the leave period and claim the following reimbursement from the government:
|Births||Paid by employer||Reimbursed by government||Maximum reimbursement|
|First and second||First 4 weeks||Last 8 weeks||$20,000 per child|
|Third and subsequent||-||All 12 weeks||$30,000 per child|
Tip: Find out how you can support your employees who are working parents in our guide “Maternity, paternity and childcare leave in Singapore - What every employer must know”
Small and medium-sized enterprises (SMEs) often find leave management to be a pain point, and we can understand why:
If leave isn't managed properly, it can have a negative impact on productivity and morale. Therefore, good HR software is an essential tool for any business that wants to stay on top of its leave entitlements and ensure its employees are getting the rest they deserve.
Here are some benefits of using our leave management module:
Our leave management module is designed to streamline the leave management process, making it easy for employees to apply for leave and check leave balances, as well as for employers to approve and manage leave requests.
Employees can also easily submit supporting documents or certificates via the mobile app, so that all the documents are stored in a central database. No more missing documents!
Shift scheduling and payroll calculation can be time-consuming and stressful while managing different leave types and requests. With Payboy HR software, when leaves are approved, the employee’s availability will be automatically updated in the Shift Scheduling module, and any encashed or unpaid leave will be calculated in the Payroll Processing module.
We'll provide you with a MOM-compliant setup to start with, but we are also ready to assist you in customising your leave policy to fit your business requirements. Check out how to customise settings for each leave type with Payboy!
Our Payboy Support Centre also helps to address most of the FAQs regarding other statutory leave entitlements asked by our customers:
As a PSG-approved HRMS, Payboy provides a robust system to help you manage your HR tasks so that you can focus on your business and people!
With our wide range of modules, you can customise a solution to meet the specific needs of your business:
Payroll Processing | Leave Management | Claims Management | Applicant Tracking
Time Attendance | Shift Scheduling | Appraisal System | Inventory Management