Paternity Policy Template for Singapore

A Paternity Policy outlines how a company supports new fathers when they welcome a child. Under Singapore's Employment Act, eligible working fathers get two weeks of paid paternity leave funded by the government, which companies must facilitate and can choose to enhance with additional benefits.

Beyond the statutory leave, these policies typically cover important details like how to apply for leave, when to notify managers, and what documentation fathers need to provide. Many Singapore employers also include flexible work arrangements and additional paid time off as part of their family-friendly benefits to help dads bond with their newborns.

Implement a Paternity Policy when growing your workforce in Singapore, especially once you have male employees of childbearing age. It's essential to have this policy in place before your first employee requests paternity leave, as it helps avoid confusion and ensures fair treatment across the organization.

The policy becomes particularly important when expanding operations, merging with other companies, or updating your benefits package. Having clear paternity guidelines helps HR teams process leave requests efficiently, ensures compliance with Singapore's Employment Act, and demonstrates your commitment to supporting working fathers. It also serves as a valuable tool for recruitment and retention.

• Basic Government-Compliant Policy: Covers the minimum statutory requirements of Singapore's two-week paid paternity leave and basic eligibility criteria
• Enhanced Family Benefits Policy: Extends beyond basic requirements with additional paid leave, flexible work arrangements, and childcare support
• Multinational Corporation Policy: Aligns Singapore requirements with global parental leave standards while maintaining local compliance
• SME-Focused Policy: Streamlined version suited for smaller companies, focusing on essential requirements and straightforward administration
• Industry-Specific Policy: Tailored to sector needs, such as shift work arrangements in manufacturing or remote work options in tech companies

• HR Managers: Draft and implement the Paternity Policy, process leave applications, and ensure compliance with Singapore employment laws
• Male Employees: Primary beneficiaries who must meet eligibility criteria to claim paternity leave benefits
• Department Heads: Help coordinate leave arrangements and maintain team productivity during paternity absences
• Legal Teams: Review policy content to ensure alignment with Employment Act requirements and company standards
• Payroll Officers: Process salary continuance during leave and handle government reimbursement claims for paid paternity leave

• Review Current Laws: Check Singapore's Employment Act for latest paternity leave entitlements and eligibility requirements
• Company Demographics: Analyze your workforce profile and potential paternity leave demands
• Budget Assessment: Calculate financial implications of basic and enhanced paternity benefits
• Process Planning: Map out leave application procedures, documentation requirements, and approval workflows
• System Integration: Ensure HR systems can track and manage paternity leave requests effectively
• Communication Strategy: Plan how to inform employees about the policy and their entitlements clearly

• Eligibility Criteria: Clear conditions for qualifying, including employment duration and citizenship requirements
• Leave Duration: Specification of the two-week government-paid paternity leave entitlement
• Application Process: Detailed steps for requesting leave, including notice periods and required documentation
• Payment Terms: Explanation of salary continuation and government reimbursement procedures
• Additional Benefits: Any company-specific enhancements beyond statutory requirements
• Compliance Statement: Reference to relevant sections of Singapore's Employment Act
• Implementation Date: Effective date and policy review schedule

A Paternity Policy differs significantly from an Adoption Policy, though both deal with parental rights and responsibilities in the workplace. While they share some common ground in supporting employees who become parents, their specific provisions and applications vary considerably.

• Leave Eligibility: Paternity Policy covers biological fathers with specific citizenship requirements, while Adoption Policy applies to both male and female employees who legally adopt a child
• Documentation Requirements: Paternity Policies typically require birth certificates and marriage proof, whereas Adoption Policies need adoption court orders and related legal paperwork
• Leave Duration: Government-paid paternity leave is fixed at two weeks, while adoption leave can vary based on the child's age and circumstances
• Payment Structure: Paternity leave reimbursement follows a straightforward government scheme, but adoption leave may involve different funding mechanisms and employer contributions