Enhanced Paternity Leave


Increasing paternity leave enhances retention, fosters work-life balance, and creates an inclusive, supportive workplace.


Increasing paternity leave can be a great strategy for improving employee retention, promoting a positive work-life balance, and fostering a more inclusive and supportive workplace environment.

However, it’s important to take into account several factors when considering this move.

Legal Requirements

In Singapore, for instance, the law dictates that eligible fathers are entitled to 2 weeks of paternity leave. This is a government-paid leave for all male employees who are lawfully married to the child’s mother at the time of childbirth. However, some companies choose to offer more generous paternity leave policies as part of their benefits package.

Budget Considerations

Offering additional paternity leave will increase your company’s leave liabilities. Therefore, it’s important to ensure that your company has the financial resources to accommodate this.

Business Operations

Increasing paternity leave could potentially disrupt business operations, particularly in smaller teams or companies. It’s important to have a plan in place to manage the workload during the employee’s absence.

Employee Engagement

Enhanced paternity leave could increase employee satisfaction and loyalty, hence improving overall productivity and retention rates.

Competitive Edge

Offering an enhanced paternity leave can make your company more attractive to job seekers, giving you a competitive edge in the job market.

Always remember to consult with stakeholders, including management and employees, when considering such changes to your company’s policies.


Does your company provide enhanced paternity leave benefits?

Yes. We give more than 14 days: 15.38%

No. Only 14 days as per CDCA: 80.77%

Not Sure: 3.85%

The benefit applies to our foreign male staff too – Yas


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