From diaper duty to daddy bonding time, paternity leave is no longer a “nice-to-have”—it’s a growing symbol of gender equity, workplace flexibility, and national survival. In Singapore, where birth rates have hit historic lows, the government is taking bold steps to encourage active fatherhood and support families. But are we doing enough?

At Reeracoen, we’re seeing an important shift in how both companies and candidates perceive parental roles. With more men stepping up at home and more employers stepping up at work, paternity leave has become a key indicator of progressive workplace culture.

Here’s how Singapore stacks up in 2025, what we can learn from other nations, and why it’s time to rethink what leave policies really mean—for dads, families, and the future of work.

What’s New in Singapore’s Paternity Leave Landscape?

Singapore has taken decisive steps to support working fathers. As of 2024, government-paid paternity leave doubled from two to four weeks for eligible working fathers of Singaporean children born on or after January 1, 2024. This change is part of the Government’s Forward Singapore roadmap, aimed at strengthening families and improving work-life balance.

According to the Ministry of Social and Family Development (MSF), the paternity leave uptake rose to 56% in 2023, up from 53% in 2022. This marks the highest-ever take-up rate in Singapore’s history. However, it still means 44% of eligible fathers did not use their leave entitlement—often due to workplace stigma or lack of support.

Additionally, 87% of full-time employees now have access to flexible work arrangements such as telecommuting or staggered hours—up from 84.1% the year before—enabling better parenting integration into daily life.

Why This Matters for Employers

Modern professionals—especially Gen Z and Millennial fathers—are prioritising family-friendly benefits when evaluating job opportunities. Companies that embrace this shift are not just boosting employee satisfaction; they’re future-proofing their workforce.

Workplaces that support fatherhood:

• Improve talent retention
• Foster more inclusive cultures
• Enhance employee loyalty and morale

When dads take leave, partners recover better, children bond faster, and families thrive longer. It’s not just a benefit; it’s a business investment.

Learning from the World: Korea, Japan & Beyond

South Korea, which is battling one of the world’s lowest fertility rates, offers a cautionary tale. While new incentives like cash bonuses and extended paternity leave exist, cultural resistance and workplace pressure mean few men take full advantage. Many Korean fathers still worry about career setbacks.

Japan, meanwhile, boasts one of the most generous paternity leave systems globally—with up to one year of partially paid leave available. However, actual uptake remains dismally low (around 17% in recent years) due to entrenched gender norms.

Singapore stands at a promising crossroads: policy is moving forward, and uptake is steadily climbing. 

Now, the challenge is cultural.

What Companies in Singapore Can Do Next

1. Create a culture of permission

Normalise paternity leave with open communication and strong role-modelling from leadership.

2. Redesign team structures

Ensure systems are in place to cover roles temporarily, so no one feels guilty about taking leave.

3. Recognise fatherhood in HR policies

Celebrate new dads publicly, share stories internally, and include them in wellness initiatives.

4. Review your flexi-work setup

With 87% of full-timers already benefiting from it, make sure your flex policies align with caregiving needs.

 

FAQs: Paternity Leave in Singapore

Q1: How many days of paternity leave do fathers in Singapore get?

Since 2024, fathers can receive four weeks of government-paid paternity leave if they meet eligibility criteria.

Q2: Is paternity leave mandatory?

It’s not mandatory, but it is encouraged and government-funded for eligible employees.

Q3: Can paternity leave be split into separate days?

Yes. Employers and employees may mutually agree to take the leave flexibly within 12 months of the child’s birth.

Q4: What happens if my company doesn’t support it?

Employees can appeal through MOM channels or consult TAFEP. Cultural change often starts with conversations.

Q5: How does Singapore compare to other countries?

We’re progressing. Uptake is now at 56%, and the doubled duration is a good sign—but we lag behind Scandinavian nations in both length and culture.

 

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References

• The Straits Times – Paternity Leave Uptake Rises to 56% in 2023
• HCAMag – More Fathers Taking Paternity Leave in Singapore
• The Star – Paternity Leave Take-up in Singapore
• Human Resources Online – Uptake Remains Strong