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Unpaid Infant Care Leave

Supports parents (including adoptive parents, foster parents, step-parents and legal guardians) in caring for their newborn children.

About the scheme

Eligible working parents with children under 2 years old can enjoy up to 12 days of Unpaid Infant Care Leave (UICL) per relevant period*.

A parent is not eligible for more than a total of 24 days of UICL for each child.

*By default, this will be based on calendar year (1 Jan to 31 Dec of the year). However, it can also be any 12-month period agreed between employer and employee.

Who is eligible

1. Child’s profile

Your child is a Singapore Citizen (SC) at birth or becomes a SC before 2 years old, and within the relevant period*.

2. Parent’s profile

For biological parents, you are married to each other.
For adoptive parents, you will be eligible after the Adoption Order has been passed.
For foster parents, you are approved to provide care, protection or supervision to the foster child.

3. Employment status

You have served your employer for a continuous period of at least 3 months.

* By default, this will be based on calendar year (1 Jan to 31 Dec of the year). However, it can also be any 12-month period agreed between employer and employee.

To note
Parents in these circumstances do not qualify / cease to qualify for UICL: Biological fathers will cease to be eligible if he and / or the biological mother of the child was married to another person at the time the child was conceived and does not subsequently marry each other. Biological parents will cease to be eligible if their child is adopted by another person, unless it is a joint adoption with their spouse. Foster parents do not qualify if they have ceased to provide care, protection or supervision to the foster child

To note

Parents in these circumstances do not qualify / cease to qualify for UICL:

Biological fathers will cease to be eligible if he and / or the biological mother of the child was married to another person at the time the child was conceived and does not subsequently marry each other.
Biological parents will cease to be eligible if their child is adopted by another person, unless it is a joint adoption with their spouse.
Foster parents do not qualify if they have ceased to provide care, protection or supervision to the foster child

How and when UICL can be taken

1. Plan and notify

Please discuss and agree on your leave plans with your employer as early as possible.

2. Important notes

You cannot transfer your Unpaid Infant Care Leave (UICL) to your spouse, and any unconsumed UICL cannot be carried over to the next relevant period.
When you leave your employment, UICL cannot be used to serve your notice period for termination of employment. You will cease to be eligible for UICL under that employer for that relevant period* and for any payment in lieu thereof.

* By default, this will be based on calendar year (1 Jan to 31 Dec of the year). However, it can also be any 12-month period agreed between employer and employee.

How to apply

For employees

1. Plan and notify

Notify your employer on your leave arrangements early so that they can verify your eligibility and make alternative work arrangements.

2. Apply for UICL

Your employer may require you to apply for Unpaid Infant Care Leave (UICL) according to your employer’s leave application procedures.

For employers

1. Understand your employee’s rights

You may read more about UICL here.

2. Verify employee’s eligibility

Confirm your employee qualifies for Unpaid Infant Care Leave (UICL) before their leave starts.