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Amendments to the Child Development Co-Savings Act (CDCA) 2021 [New!]


For GPPB, fathers of Singapore Citizen children born or with an estimated delivery date or a formal intent to adopt on or after 1 Jan 2021, and who meet the criteria, will be eligible for this enhancement. For GPAB, adoptive mothers with formal intent to adopt a Singapore Citizen child on or after 1 Jan 2021 who meet the criteria will be eligible.

Eligible parents will be able to apply for GPPB/GPAB from December 2021. We encourage parents who may be eligible to submit their applications only when the system is in operation, to avoid having to submit supporting documents twice. More details on the eligibility criteria and how to apply will be published on www.profamilyleave.gov.sg and www.madeforfamilies.gov.sg.

While the GPPB/ GPAB schemes are aimed at supporting Singaporeans in their parenthood journey, non-Singaporean parents whose children are Singapore Citizens, and who meet the other eligibility criteria, will be able to qualify for the GPPB/GPAB. 

​GPPL is granted to fathers who have been in employment or self-employment for at least 3 months immediately preceding the child’s date of birth. Fathers eligible for Government-Paid Paternity Leave will receive 2 weeks of paternity leave.  

GPPB is granted to economically active fathers who do not meet the eligibility criterion of having served an employer or being self-employed for at least 3 continuous months immediately preceding the child’s date of birth and thus do not qualify for GPPL. Instead, GPPB is granted if fathers have worked a total of 90 days in the 12 months preceding the child’s date of birth, to take into account the possibility that employment contracts in this period could be discontinuous. 

AL is granted to mothers who have been in employment or self-employment for at least 3 months immediately preceding the formal intent to adopt a child. Mothers eligible for AL will receive 12 weeks of adoption leave.  

GPAB is granted to economically active mothers who do not meet the eligibility criterion of having served an employer or being self-employed for at least 3 continuous months immediately preceding the formal intent to adopt a child and thus do not qualify for AL. Instead, GPAB is granted if adoptive mothers have worked a total of 90 days in the 12 months preceding the formal intent to adopt a child, to take into account the possibility that employment contracts in this period could be discontinuous. 

​Working adoptive mothers who do not qualify for Adoption Leave for mothers (AL) due to their employment contracts (e.g. on short-term employment contracts, or employment contracts had expired before the adoption of their child) are eligible for GPAB if the following conditions are met: 

1. The mother’s formal intent to adopt (FIA) date is on or after 1 Jan 2021;

2. The mother has been in employment or self-employment for at least 90 days in the 12 months before FIA date;

3. The mother does not qualify for benefits under the AL scheme based on her current employment; 

4. The child is less than 12 months old at the point of FIA;

5. The adoptive mother is not the natural mother of the child;

6. The child is a Singapore Citizen. If the child is not a Singapore Citizen, at least one of the adoptive parents must be a Singapore Citizen;

a. The adopted child must obtain Singapore Citizenship within 6 months after the Adoption Order is passed (inclusive of Adoption order date)*; and

7. The child must be adopted within 1 year from the date of FIA (inclusive of FIA date)*.

*The Government will recover payments from the mother if these criteria are not met.
 
Formal intent to adopt (FIA) is the date when an application to adopt is submitted to Court (for a Singapore Citizen child), or the date when the dependant’s pass (DP) in respect of the child is issued or a document indicating the application for the DP has been approved (for a foreign child).

​Working fathers who do not qualify for Government-Paid Paternity Leave (GPPL) due to their employment contracts (e.g. on short-term employment contracts, or employment contracts had expired before the birth or adoption of their child) are eligible for GPPB if the following conditions are met: 


For Natural fathers:  

1. The child is born, or has an estimated delivery date (EDD), on or after 1 Jan 2021;

2. The father has been in employment or self-employment for at least 90 days in the 12 months before his child's date of birth;

3. The father does not qualify for benefits under the GPPL scheme based on his current employment;

4. The child is a Singapore Citizen;

a. If the child is not a Singapore Citizen at birth, the father can be eligible for GPPB if the child obtains Singapore Citizenship within 12 months from his/her date of birth (inclusive of date of birth); and

5. The father is/was lawfully married to his child's mother at some point between conception and birth;

a. The father can be eligible for GPPB if he is legally married to the child’s mother within 12 months from his child's date of birth (inclusive of date of birth).

For Adoptive fathers:

1. The father’s formal intent to adopt (FIA) date is on or after 1 Jan 2021;

2. The father has been in employment or self-employment for at least 90 days in the 12 months before FIA date; 

3. The father does not qualify for benefits under the GPPL scheme based on his current employment;

4. The child is less than 12 months old at the point of FIA;

5. The father is not the natural father of the child;

6. The child is a Singapore Citizen. If the child is not a Singapore Citizen, at least one of the adoptive parents must be a Singapore Citizen;

a. The adopted child must obtain Singapore Citizenship within 6 months after the Adoption Order is passed (inclusive of Adoption order date).*; and

7. The child must be adopted within 1 year from the date of FIA (inclusive of FIA date).*

*The Government will recover payments from you if these criteria are not met.

Formal intent to adopt (FIA) is the date when an application to adopt is submitted to Court (for a Singapore Citizen child), or the date when the dependant’s pass (DP) in respect of the child is issued or a document indicating the application for the DP has been approved (for a foreign child).

​You will be eligible for Government-Paid Paternity Benefit (GPPB) if your child’s Estimated Date of Delivery (EDD) is on or after 1 Jan 2021 and you fulfil the eligibility criteria for GPPB.

Please retain and submit a copy of doctor’s certification of your child’s EDD when submitting the claim. The doctor’s certification should include the following details: 
- EDD
- Mother’s name and identification number
- Name of clinic
- Doctor’s signature

Eligible parents may start applying from December 2021. More details will be released closer to the date. The information will be updated on www.profamilyleave.gov.sg and www.madeforfamilies.gov.sg.

​For employees, the monthly rate of pay (stated in the contract of service) from employment in Singapore, over the 12 months preceding the birth or formal intent to adopt (FIA) of the child can be included for GPAB/GPPB computations.  It includes employer CPF contributions but excludes overtime payments, bonuses/annual wage supplements, reimbursement of expenses, productive incentive payments and travelling/food/housing allowances.

For self-employed, the trade income (stated in the Notice of Assessment), over the 12 months preceding the preceding the birth or formal intent to adopt (FIA) of the child, can be used for GPAB/GPPB computations. 

Both trade income and income from employment can be combined for GPPB/GPAB computations.

​Parents who are eligible for Government-Paid Paternity Leave, Adoption Leave for Mothers or Government-Paid Maternity Leave, but who choose not to consume the leave, will forfeit all unconsumed leave. They will not be able to claim Government-Paid Paternity Benefit (GPPB), Government-Paid Adoption Benefit (GPAB) or Government-Paid Maternity Benefit (GPMB) in lieu of unconsumed leave. Parents are encouraged to use their leave entitlements to care for and bond with their children. 

​Parents whose contracts expire, or who are retrenched, before they were able to finish using their paternity/ adoption/ flexible maternity leave, will get a top-up of benefits for the unconsumed Government-paid portion of their leave. This recognises that these circumstances of their employment termination are beyond their control. 


Parents who resign before they have finished using their paternity/ adoption/ maternity leave will forfeit all unconsumed leave. Such parents would have made considered decisions to leave their jobs.

​Female employees who were retrenched or dismissed without sufficient cause while pregnant, or were not paid their maternity leave benefits can file a claim with the Tripartite Alliance for Dispute Management (TADM) within two months of the child’s birth.


Working parents who have been wrongfully dismissed can file a wrongful dismissal claim with TADM within one month from the last day of their employment. 

​For union members, they should approach their union for assistance. Unions can submit an appeal against wrongful dismissal to the Minister of Manpower on members’ behalf, under Section 35 of the Industrial Relations Act, within one month from the last day of employment.


 For non-union members, they should file a wrongful dismissal claim with the Tripartite Alliance for Dispute Management (TADM) within one month from the last day of employment.

i. If the wrongful dismissal claims cannot be resolved at TADM, it will be referred to the Employment Claims Tribunals (ECT). If the ECT judges that a dismissal is wrongful, the employer may be ordered to do one of the following:
  • Reinstate employee to former job and pay for any income loss due to the wrongful dismissal.
  • Pay employee a sum of money as compensation.

Generally, the Government has been supportive of parents with stillborn children. We recognise that mothers need to recuperate physically after a stillbirth, and that both parents may need to recover emotionally. Thus, we have and will continue to grant reimbursement to employers who provide leave to such parents.


Parents with stillborn children who would have been Singapore citizens will now be entitled to birth-linked leave and benefits under the CDCA. This includes the Government-Paid Maternity Leave, Government-Paid Maternity Benefit, Government-Paid Paternity Leave, Government-Paid Paternity Benefit, and Shared Parental Leave schemes. 

Parents with stillborn children will qualify for the same amount of birth-linked leave as parents with live children. 

Last Updated on: Monday, Nov 30, 2020 at 5:01 PM