Commentary: A bold leap for parental leave, but fathers and employers hold the key

SINGAPORE: In his maiden National Day Rally speech on Sunday (Aug 18), 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.
One 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.
But 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.
Mothers may instead find themselves out of the workforce for as long as 26 weeks, if it falls to them to take all 10 weeks of shared leave and shoulder the lioness’ share of caregiving responsibilities.
This concern is not unfounded. The Ministry of Social and Family Development’s data on government-paid parental leave shows that. in 2021, only 53 per cent of eligible fathers took the two weeks of paid paternity leave. As Mr Wong pointed out in his speech, close to half of fathers still do not take paternity leave that is available to them.
If men continue to be less likely to take time off to care for newborns, it will prolong women’s absence from professional life.
This could deepen the imbalance, further complicating women’s efforts to advance professionally and achieve long-term career growth and financial stability.
Yet, there is reason for optimism.
A similar shared parental leave policy introduced in the United Kingdom has shifted how fathers navigate work and caregiving responsibilities. Dads who took the leave often transition from traditional “breadwinning” roles to more engaged caregiving roles, leading to a more balanced distribution of domestic duties.
It also provoked and sustained conversations around work and care, highlighting the potential for such policies to transform societal expectations where open discussions and shared responsibilities in families are the norm.
In Sweden, “daddy quotas” marked a pivotal moment in parental leave policy. It started with designating 30 days of leave exclusively for fathers, which would be lost if unused.
Following the introduction of this policy, the proportion of fathers taking any parental leave surged from 44 per cent to 77 per cent, underscoring the quota’s success in fostering gender equality. This quota has since been increased to 90 days.
Closer to home, Japan, traditionally steeped in deeply ingrained gender roles, has also made notable strides. After extensive public awareness campaigns and amendments to the childcare leave system in 2022, the share of fathers taking childcare leave has increased significantly from 17 per cent in 2022 to 30 per cent in 2023.
Societal norms are not immutable; they can be reshaped with determination, supportive policies, and a collective commitment to change.
This intrepid expansion of parental leave is more than just a policy shift; it is a call to action – to create a Singapore where the dream of raising children does not come at the cost of career ambitions or financial stability.
True success hinges on two pivotal factors: The commitment of fathers to fully embrace their caregiving role and the willingness of employers to support this national initiative in both spirit and practice.
Fathers have already begun to step up.
The 2021 Marriage and Parenthood Survey found that practically all of its 3,000-odd married respondents agreed that fathers and mothers were equally important as caregivers for their children. And 95 per cent agreed that both parents should share equal responsibilities at home.
Much of the uneven distribution of parenting duties can be attributed to entrenched workplace cultures that, until now, have largely perpetuated the notion that parenting is primarily a woman’s responsibility.
This perception has been a significant barrier to men fully participating in caregiving. A 2024 survey of 1,000 Singaporean respondents by non-profit Cultivate found that 38 per cent of fathers perceive difficulty in getting parental leave.
But the landscape is changing, and employers have a critical role to play in this transformation.
Flexible work arrangements are a crucial element. According to the 2021 Marriage and Parenthood Survey, almost all married respondents said they were more likely to join or stay with an organisation that offered flexible arrangements.
Clearly, flexibility not only supports employees in balancing family responsibilities but also enhances talent attraction and retention, making it a strategic investment in a more productive and loyal workforce.
To aid this transition, government grants and support will be vital in helping companies adopt best practices, including job redesigns that facilitate coverage during periods of parental leave. It is also crucial that employees do their part to provide ample notice to their employers of their intentions to be away on paternity leave so that employers can make the needed adjustment.
These measures will ensure that businesses remain adaptable while fostering an environment where both men and women can thrive in their dual roles as professionals and parents.
In doing so, we can move closer to a society in which family and career are not competing priorities, but complementary facets of the refreshed Singapore Dream.
Mathew Mathews is Head of the Social Lab and Principal Research Fellow at the Institute of Policy Studies, National University of Singapore. Melvin Tay is a Research Associate at the same Institute. One of them is thinking about having more children after April 2026.