SINGAPORE: In his maiden National Day Rally speech on Sunday (Aug 18)zamsino, Prime Minister Lawrence Wong unveiled two initiatives that could prove transformative to families and society: Making mandatory four weeks of government-paid paternity leave and introducing a new 10-week shared parental leave scheme.
When fully implemented on Apr 1, 2026, parental leave entitlement will total 30 weeks - up from the current 20 weeks - offering families unprecedented time to bond and share in the early stages of a child's life.
These represent a bold step forward in Singapore’s journey toward greater gender equality and work-life balance, while also supporting aspirations to start and grow their families amid the mounting pressures of work and rising costs of living.
The move to mandate the four-week paternal leave is swift, just over a year after it was first introduced as an option in Budget 2023. It is a necessary signal that society can no longer wait for workplaces to adapt to a fundamental need for families.
But it is the 10-week shared parental leave that could be the true game-changer in altering gender perceptions in the workplace. Both parents will draw from a shared pool of leave, instead of carving out up to four weeks from mothers’ 16-week government-paid maternity leave.
NORMALISING PARENTAL LEAVE ACROSS FATHERS AND MOTHERSOne of the most profound impacts could be the normalisation of parental leave across both genders in the workplace, when men could be absent from work for as long as 14 weeks.
Concerns have been raised before that women spending months away on maternity leave could be seen as potential disruptions to the smooth operation of the workplace, thereby affecting their hiring and promotion opportunities.
If couples decide on fathers taking the full shared leave and paternity leave, this would be a longer absence than women on maternity leave less than two decades ago. Employers can no longer assume that men will be more consistently present at work than women because of parenting duties.
Non-progressive employers will need to rethink their talent management and staffing strategies. This shift has the potential to level the playing field, ensuring that men and women are viewed equally in terms of their professional commitments and family responsibilities.
However, there will be concerns about the impact of the changes on small- and medium-sized enterprises that employ over 70 per cent of Singapore's workforce, and on businesses in industries where staffing levels are critical. There is concern that some employers may want to consider their options when faced with both male and female employees who are or who may become parents.
Thus, implementation should be accompanied by safeguards to prevent employer discrimination.
RISK OF ENTRENCHING DISPARITYBut making extended leave options available is not enough if fathers fail to embrace them. This could inadvertently reinforce the very gender disparities that the bold refresh of parental leave policies aims to address.zamsino
