Supportive workplaces key to fathers taking full paternity leave, as uptake in Singapore rises

SINGAPORE – When his daughter was born in January, technology professional Imdadulla Syed Shahid logged off from work for nearly two months.

The 38-year-old took four weeks of government-paid paternity leave and three weeks of shared parental leave, allowing him to be fully present for his wife as she recovered from unexpected complications after childbirth and to care for their newborn daughter.

For Shahid, having a supportive employer made all the difference. He works in a global technology company.

“My workplace did not make me feel like I was lowering my commitment to work because of this. I didn’t have to worry that when I got back to work, I would still have a role, or whether this would be a factor in terms of future promotions,” he told The Straits Times.

More fathers have been using their paternity leave in recent years. The latest figures released on July 10 showed that the proportion of fathers who took paternity leave rose from 56 per cent for those with children born in 2023 to 61 per cent for those born in 2024.

The share of mothers who used their government-paid maternity leave also grew, from 74 per cent for children born in 2023 to 77 per cent for those born in 2024.

About 80 per cent of parents who take paternity, maternity or childcare leave fully utilise their entitlements, based on data for the 2022 to 2024 birth cohorts.

The figures reflect leave taken before mandatory paternity leave was doubled from two weeks to four weeks in April 2025.

Human resource professionals and employer groups told ST that the increase suggests more than just the impact of government policy. It also points to a gradual shift in workplace culture, with fathers feeling more comfortable taking leave and employers becoming more prepared to support them, they said.

Sally Lee, head of people and administration at the Institute for Human Resource Professionals, said organisations increasingly recognise caregiving as a shared responsibility between both parents.

“Policies are important, but culture ultimately determines whether employees feel confident using them,” she said.

Compared with five years ago, organisations are placing greater emphasis on employee well-being and work-life harmony.

Lessons from the Covid-19 pandemic have also made employers more adaptable in planning for staff absences.

Paternity leave allowed Singapore Armed Forces fighter pilot Gary Liang, 38, to be present for his firstborn as and when needed.

He took the first week of leave right after his daughter, Olivia, was born in January, settling into life with a newborn while they adjusted to night feeds and unfamiliar routines.

After returning to work, he has been gradually using his remaining leave, taking days off for his daughter’s medical appointments or when his wife needs help. He has used 80 per cent of the four weeks allocated so far.

“It was useful that I could take days off as and when needed, be able to accompany them and be there for them,” he said.

He said that expectations of fatherhood have changed over time.

“I believe fatherhood has evolved from being just a (financial) provider to also being a caregiver. I want to be there physically and emotionally,” he said.

Though more employers are supportive of workers taking time off for family, challenges remain.

Operational challenges are greater in sectors such as healthcare, retail, food and beverage, manufacturing and logistics, where work is largely shift-based or requires employees to be physically present, Lee said.

“Unlike office-based roles, there is often less flexibility to adjust work arrangements, making it necessary to arrange replacement staff or revise schedules.”

Association of Small and Medium Enterprises president Ang Yuit said most SMEs recognise the importance of shared parenting and support initiatives that encourage parenthood, whether through parental leave or other benefits.

But smaller firms with limited manpower face operational challenges when managing parental leave.

“Even one team member away means fewer hands available, which naturally places temporary stress on the remaining staff,” he said.

Even so, many companies have turned the challenge into opportunities to strengthen workplace culture and communication, he said, which in turn results in more empathy and bonding among teams.

While doubling paternity leave requires greater operational adjustments, SMEs generally support the move, given Singapore’s larger demographic challenges, he added.

Being supportive of an employee’s family commitments and ensuring businesses still run smoothly should not be seen as competing priorities, said Singapore Human Resources Institute chief executive Alvin Aloysius Goh.

“Supporting employees during significant life events and maintaining business continuity are both part of good workforce management.”

Most organisations today begin planning once employees notify them of an expected birth, allowing managers to redistribute responsibilities, cross-train colleagues, adjust project timelines where appropriate and communicate expectations early with the wider team. 

“From a business perspective, how employers support employees during major life transitions also influences trust, engagement and retention. Employees are more likely to remain committed to organisations that demonstrate genuine support during important moments in their lives,” he added.

For Shahid, becoming a father has permanently reshaped his priorities. His days now revolve around his daughter, and he heads home straight after work instead of staying back to chat with colleagues in the office.

“Becoming a father has not reduced my commitment to work. If anything, it has made me more intentional about how I use my time.”

He said he now plans his day more carefully and makes decisions more efficiently since his time is limited. On days that he works from home and cares for his daughter during the day, there are times when he logs back on after she has gone to sleep to complete any remaining work. 

“That flexibility allows me to be present for my family while continuing to meet my professional responsibilities,” he said.

“I want to be an active and present father,” he added.

“At some point, she is going to stop playing with me and want to spend time with her friends. I have very limited time before that, and I want to be there while she still wants me around.”