Claiming Back Childcare

Dear HR Community

One of our employees has taken 6 days of Childcare Leave (CCL) for 2023 and his last service date is 25 May 2023.

Based on his last service date he was eligible for only 2 days of CCL and the company now needs to claw back 4 days from him.

As this is the first time for us, I would like to know how other companies handle it.

  1. Do you consider it as 4 days of unpaid leave?
  2. Use his gross salary (Salary + fixed monthly transport allowance) to deduct from his final payment
  3. Use his basic salary to deduct from his final payment?

We are in manufacturing.

Please give your views using the form shown below.

Thank you for your replies in advance.


Our practice is:

4 days of unpaid leave: 44.74%

Deduct gross salary: 18.42%

Deduct basic salary: 18.42%

Not Sure: 18.42%

HR Community Comments

We deduct from his gross salary and when we submit claims, we will claim the same. – Wendy

If an employee applies for leave that is beyond their eligibility or earned leave, it will be treated as unpaid leave to avoid any confusion. – KPY

If your company is flexible and the employee has remaining annual leave perhaps can consider re-categorisation of the leave to Annual Leave (AL). Otherwise, we would consider it as 4 days of unpaid leave using his basic salary. – Gina

Ex-manufacturing HR here. Deduct from basic unless your allowance policy says no payout on days absent/on leave. If the employee has annual leave left, the company can be flexible and switch the 4 days to Annual Leave instead of deducting (No Pay Leave) NPL. – Diona

If he is an unconfirmed employee, we will treat it as 4 days of unpaid leave and we will use his gross rate of pay to deduct from his final salary.

Deduct from basic salary from his final payment. – Geeta

We do not have a leave policy, so there is no clawback. – Sarah

Can take annual leave if available. The last resort is no pay leave. – Jess

Family care leave practices in Singapore

Family care leave is an important benefit that many organisations in Singapore offer to their employees.

Under the Employment Act, employees who have worked for their employer for at least three months are entitled to up to six days of paid family care leave per year, if they have a family member who is ill or injured.

However, some employers may offer additional family care leave beyond the six days mandated by law. It is important to check your company’s HR policies to see if they offer any additional leave for family care.

In addition to family care leave, some employers may also offer other forms of leave, such as compassionate leave or caregiving leave, to provide additional support to employees who need to care for their family members.

Overall, family care leave practices in Singapore are designed to help employees balance their work and family responsibilities, and employers are encouraged to be flexible and supportive of their employees’ needs.

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