Paid Time Off

Singapore PTO Compliance: A Guide for Employers

Paid Time Off (PTO) in Singapore is regulated under the Employment Act, which defines the minimum entitlements for annual leave, sick leave, and public holidays. While employers may offer more generous benefits, understanding the statutory requirements is essential to ensure legal compliance and maintain a fair work environment.

Singapore pto compliance

Understanding PTO Requirements in Singapore

A quick overview of how paid leave is structured under Singapore law.

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Statutory Vacation Days

Employees covered by the Employment Act are entitled to a minimum of 7 days of paid annual leave after completing 12 months of continuous service. This increases by 1 additional day for each subsequent year, up to a minimum of 14 days. Many employers offer more generous leave packages as part of their internal policies or contracts.

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Sick Leave Regulations

Employees are entitled to paid outpatient sick leave of up to 14 days per year and hospitalization leave of up to 60 days per year (inclusive of the 14 days outpatient). Entitlement applies once the employee has worked for at least 3 months and provides a medical certificate from a registered practitioner.

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Public Holidays

Singapore observes 11 paid public holidays annually, including National Day, Chinese New Year, and Deepavali. If an employee is required to work on a public holiday, they must receive either an extra day’s salary or a substitute day off.

PTO Carryover Rules

Unused annual leave generally must be taken within 12 months after the end of the leave year or as stipulated in the employment contract. Carryover is allowed at the employer’s discretion, and it is common practice for unused leave to expire if not used within the agreed time.

Singapore Paid Time Off Overview

Key Considerations For Employees And Employers

Singaporean labor law defines core leave benefits while giving companies flexibility to go beyond them.

Employers

  • Provide at least 7 days of leave after the first year, increasing annually
  • Honor sick leave entitlements with valid medical certificates
  • Grant paid leave on all public holidays or offer a day off/pay in lieu
  • Track accruals and set clear carryover rules
  • Pro-rate leave for part-time and short-term contracts

Employees

  • Earn increasing paid leave based on years of service
  • Must provide MCs to qualify for paid sick leave
  • Get public holidays off or receive proper compensation
  • Use annual leave within the company’s carryover policy
  • Check entitlements based on your contract and employment status

Singapore’s PTO entitlements are governed by the Employment Act and may vary based on contract. This guide is for informational purposes only. For specific cases, please consult professional legal advice.

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Best Practices for Managing PTO in Singapore

Use these strategies to keep your leave policies compliant and efficient.

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    Why Compliance Matters

    Ensuring your company complies with Singapore’s PTO regulations isn’t just about avoiding penalties—it’s also about building a transparent and respectful workplace for your employees.

    1

    Keep a Clean Record

    Non-compliance with the Employment Act can lead to fines, employee disputes, and reputational damage. By accurately tracking paid leave entitlements—including annual leave, sick leave, and public holidays—you reduce legal risks and maintain clear documentation for audits or Ministry of Manpower (MOM) reviews.

    2

    Employee Satisfaction

    A transparent and consistent PTO policy helps employees understand their rights and trust that their time off is respected. This increases satisfaction, lowers turnover, and supports a healthier work-life balance—especially in a fast-paced work environment like Singapore’s.

    3

    Positive Workspace

    Fair and well-communicated leave practices help build a culture of respect and professionalism. When employees are confident their entitlements are handled properly, it encourages trust, reduces burnout, and creates a more engaged, productive team.

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    How TrackingTime Can Help

    Learn more about how we can help you optimize your PTO policies and ensure compliance with Singaporean labor laws.

    Effortless Organization

    Say goodbye to messy email chains and manual tracking. With a streamlined PTO management system, you can keep all requests and records in one place, making it easy to approve time off and manage employee schedules efficiently.

    • Quick Approvals – Manage PTO requests fast.
    • Clear Records – Access all time-off data easily.
    • Team Sync – Keep schedules aligned effortlessly.

    Custom Time-Off Policies

    Every company has unique needs, and your PTO policies should reflect that. Customize your time-off rules to match your team’s structure, ensuring fairness and clarity while maintaining flexibility.

    • Flexible Rules – Tailor policies to your team’s needs.
    • Clear Guidelines – Keep everyone informed.
    • Smooth Management – Set rules that work for all.

    Real-Time Transparency

    Give your employees the confidence to plan their time off without uncertainty. By providing real-time access to balances and request statuses, you create a more transparent and trusting workplace.

    • Instant Access – Check balances anytime.
    • Live Updates – Track requests in real time.
    • Boost Trust – Keep everyone informed.

    INTEGRATIONS

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    FAQ

    Frequently Asked Questions

    Get answers to all your questions about our service and plans.

    What is the minimum annual leave in Singapore?

    Under the Employment Act, employees in Singapore are entitled to a minimum of 7 days of paid annual leave after completing 12 months of service, increasing by 1 day per year up to 14 days.

    Which law governs annual leave in Singapore?

    Paid leave in Singapore is regulated under the Employment Act, which applies to most employees earning less than SGD 4,500/month and includes specific leave entitlements and employer obligations.

    Are public holidays included in annual leave in Singapore?

    No. Public holidays are separate from annual leave. Employees are entitled to 11 paid public holidays per year in addition to their annual leave entitlement.

    Can unused annual leave be carried forward in Singapore?

    Yes. Unused annual leave can be carried forward to the next 12-month leave cycle if allowed by the company policy. Otherwise, it may be forfeited after the year ends.

    Is paid leave mandatory for contract employees in Singapore?

    Yes. Contract employees who have worked for at least 3 months are entitled to paid leave, prorated based on the length of their service and working days.

    Do part-time employees get paid leave in Singapore?

    Yes. Part-time employees in Singapore are entitled to annual leave on a pro-rata basis if they work at least 3 months for the same employer under a contract of service.

    How is annual leave calculated in Singapore?

    Annual leave is calculated based on the employee’s completed years of service. For example, after 1 year, an employee gets 7 days; after 2 years, 8 days; and so on, up to 14 days.

    Are employees paid during annual leave in Singapore?

    Yes. Employees must be paid their gross rate of pay for each day of annual leave taken, including allowances that are part of the contractual monthly pay.

    Can employees cash out unused leave in Singapore?

    Yes. If an employee leaves the company with unused annual leave, the employer must pay for the unused days based on the gross rate of pay, unless forfeited by company policy.

    Do employees earn leave while on maternity or sick leave?

    Yes. Employees continue to accumulate annual leave during paid sick leave or maternity leave, as long as they remain under contract and meet eligibility requirements.

    Can employers in Singapore decide when leave is taken?

    Yes. Employers may set blackout periods or approve leave based on operational needs, but they should make reasonable efforts to accommodate employee preferences.

    Do companies in Singapore have to record employee leave?

    Yes. Employers are required to keep leave records for at least one year under the Employment Act and may be asked to show them during audits or legal disputes.

    Can companies offer more leave than the legal minimum?

    Yes. Many companies in Singapore offer 15 to 21 days of paid leave or more as part of their employee benefits, especially for managerial or long-term roles.

    Is it compulsory to document leave policies in Singapore?

    While not legally required, it is best practice for employers to document leave policies in employment contracts or employee handbooks to ensure transparency and compliance.

    What happens to unused leave during company shutdowns?

    If companies shut down temporarily, they may require employees to use annual leave, provided this is clearly communicated in advance and aligns with internal policies.