SG's new shared parental leave scheme: Are agency leaders prepared?

Over the weekend, Prime Minister Lawrence Wong issued his first National Day Rally speech to the nation, marking significant changes to housing policies, schools, support for the unemployed and, most notably, changes to maternity and paternity leave.

"We know from surveys that most young Singaporeans want to marry and have children," said Wong in his speech. "But they also have other competing aspirations and life goals – like to establish their careers or pursue their personal interests. In the end, these are deeply personal choices."

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He added that what the government can and will do is to create a more family-friendly environment in Singapore. "Hopefully this will motivate more Singaporeans to translate their aspirations into reality," he said. 

Some of these changes include doubling paternity leave from two weeks to four weeks and making it mandatory for employers to offer this from April next year. 

"When paternity leave was introduced more than a decade ago, only about 25% of fathers took it up – just one in four. Today more than half do. So, it is more than one in two. But it still means that close to half of fathers do not take their paternity leave. We can do better," he said. 

Additionally, Wong said that the government will be providing 10 additional weeks of paid leave under a new shared parental leave scheme when it is fully implemented on 1 April 2026. The 10 weeks will be entirely paid for by the government, up to a cap of SG$2,500 per week.

This is on top of current government-paid maternity and paternity leave entitlements. 

When fully implemented on 1 April 2026, this will bring total paid leave to 30 weeks, up from the current 20 weeks. 

Wong said:

In other words, fathers have four weeks. Mothers have 16 weeks. On top of that, both have 10 weeks to share between them.

"I hope this move will go some way in reassuring young couples – we are building a Singapore made for families; and we will help you keep a good balance between your working and parenting responsibilities," added Wong. 

There has been much discourse online since the announcement with some businesses worrying about how the added weeks will impact business continuity plans.

Ahead of its implementation, MARKETING-INTERACTIVE sat down with agency leaders to find out more about how they feel about the new regulations and if their agencies are ready for it. 

Fiona Bartholomeusz, managing director, Formul8

What do you make of the announcement?

Even before this announcement, I believe Singapore was already the only non-EU country with the top ten highest annual maternity leave, so this new add-on of 10 weeks will definitely bump us up on the progressive, pro-parenting, ‘quality of living’ list.

I think it is strategically a smart move by PM Wong in his maiden National Day Rally speech, as it shows a level of mindfulness and a more empathetic understanding to the plight of the man (and woman) on-the-street coping with the demands of life here.

However, I don’t think this will reverse declining birth rates or change the current mindset of the younger generation towards marriage and parenthood.

That is a far more complex issue that must be addressed and goes well beyond handing out extra weeks of parental leave as this is just a stop-gap measure to a much bigger problem.

Given that agency landscape moves fast, do you think time away from the office impacts the individual?

Things change overnight in any business; it would be unfair to assume that someone can just hit the ground running after 30 weeks without skipping a beat.

Yes, the agency can and should assist with re-assimilation and colleagues can help with the process, but it also depends on how much the individual wants to keep tabs on things while away. With technology making remote check-ins easy, it is good to at least have some updates on what is happening with clients and the business during this period if they wish to.

It is no doubt, very challenging to juggle the rigors of being a parent and a professional but ultimately it is a choice someone has to make for their own life priorities.

What steps do you see your agency taking to integrate them back into the workforce?

Creating more of a teamwork ‘tag team’ culture. It happens when staff go off on long leave, we need to cover if we are one man/woman down or more. I think fortnightly or monthly updates on clients and general agency updates should suffice. We don’t necessarily want to bog anyone down with too much work-related information, it’s called ‘leave’ for a reason.

Ultimately, the onus has to be on the individual and what their comfort levels are in being updated/engaged with client updates. I think this is quite unavoidable the more senior one is, that’s the reality of modern-day business.

It would also make sense for the agency to hire contract-staff for the period they are away but with the assurance that their role will be prepped and ready for them when they return, as well as a comprehensive update on the work to help them catch up on what they’ve missed.

Does the news at all make you apprehensive as an agency leader?

I do think it panders more towards MNCs coping better than SMEs. Three individuals in a small firm taking seven and a half months parental leave can be 15% of the total agency headcount and it does have repercussions on both the individual as well as the agency.

While I am glad that this points to a more progressive Singapore, as a business owner, I do worry about the impact it will have on smaller companies who do not have the liberty or the financial resources to cope in an already extremely challenging market environment.

Rebecca Nadilo, managing director, Iris

What do you make of the announcement?

Anything that supports parents is a welcome move.

Given that agency landscape moves fast, do you think time away from the office impacts the individual?

No, while it feels like a long time, four or even six months in the grand scheme of things is relatively short.

What steps do you see your agency taking to integrate them back into the workforce?

Integration back into the workforce after a child is more about helping them adjust to their new life and balancing work and a new baby. For anyone who’s had a child, they will know that the four-month regression hits right at the time that you’re coming back to work – so it’s likely mothers are coming back right at the hardest, most sleep deprived time.

It’s important that we help new mothers and fathers adjust to this new life, help them set boundaries. When I came back, I was very clear that I could no longer take evening calls, or maybe I had to leave the office a little earlier and have flexible hours.

But, in return, I was more efficient than I had ever been, and my colleagues were supportive. This is why we should evolve the conversation from inputs (hours worked) to impact and outcomes.

Does the news at all make you apprehensive as an agency leader?

Not at all. Sure, it can be hard having people out for a period of time, but we all pitch in, support and divide and conquer to cover their role. It’s my duty as a working mother to ensure parents feel supported and never at a disadvantage because of having children.

Katya Obolensky, managing director, VCCP Singapore

What do you make of the announcement?

I’m genuinely excited about the recent changes to maternity and paternity leave in Singapore. As a mother of two, I see firsthand how vital it is for both parents to be equally involved in their children’s early years. This shift towards equalising leave entitlements is a significant step in recognising the critical role that fathers play and alleviating some of the pressures on working mothers.

It's not just about fairness; it's about practical support that enables both parents to balance their professional and personal lives more effectively. Given that working mothers often juggle multiple roles—career, household responsibilities, and child-rearing—this policy change helps in distributing these responsibilities more equitably.

Given that agency landscape moves fast, do you think time away from the office impacts the individuals?

It's true that time away from the office can be challenging, particularly in a fast-paced environment. However, I believe the benefits of increased parental leave far outweigh the potential short-term disruptions. Employees who are given the opportunity to fully engage in family life are likely to return to work more focused and committed.

In fact, research from the World Economic Forum suggests that generous parental leave policies can lead to higher employee satisfaction and productivity in the long run. It’s about creating a supportive environment where staff feel valued, which ultimately benefits everyone.

What steps do you see your agency taking to integrate them back into the workforce?

Our approach will be to prioritise flexibility and support. We plan to offer phased returns, where employees can gradually increase their hours, and ensure there’s a clear plan for transitioning back into their roles. Regular check-ins and providing a point of contact for any questions or concerns will also be key.

Additionally, we’re committed to maintaining open communication and providing resources such as mentorship or coaching to help ease the reintegration process. By fostering an understanding and accommodating environment, we aim to ensure that our returning employees feel supported and ready to contribute effectively.

Does the news at all make you apprehensive as an agency leader?

I wouldn’t say I’m apprehensive; rather, I see it as an opportunity to enhance our workplace culture. While it’s true that having staff away can present challenges, I believe that investing in a supportive parental leave policy is ultimately beneficial. It demonstrates that we value our employees and their families, which can lead to increased loyalty and a more positive work environment.

By planning ahead and utilising cross-training and team collaboration, we can manage the temporary absences effectively. It’s all about striking a balance and ensuring that the team remains cohesive and productive.

Benson Toh, managing partner and executive creative director, Moon Rabbit

What do you make of the announcement?

I definitely welcome the changes to the parental leave structures, as the importance of family bonding and support are especially crucial during the early years. At Moon Rabbit, we prioritise the well-being of and work-life balance. I just wished it had come earlier (I have three teenage kids).

Given that agency landscape moves fast, do you think time away from the office impacts the individuals?

I believe time away from the office can actually benefit staff and the agency in the long run. With our industry's long working hours, taking time away from work can allow staff to return refreshed and rejuvenated and can lead to increased productivity and creativity.

What steps do you see your agency taking to integrate them back into the workforce?

Currently in our office, we have flexible work arrangements to ease the return to work and we have regular check-ins to get staff up to speed on the projects. We also have an open communication with them to address any challenges or concerns they may have.

Does the news at all make you apprehensive as an agency leader?

While there are some short-term logistic considerations, I don’t see it as a major concern. We will find ways to adapt and ensure the team's success even during periods of long leave and as I mentioned earlier, it aligns with our values, and we are committed to supporting our staff in nation building.

Sunny Johar, managing director, KRDS

What do you make of the announcement?

The announcement is a much-needed step in the right direction, especially as it recognises the changing roles of women and men when it comes to parenting and seeks to give couples more flexibility when it comes to sharing parental leave.

Given that agency landscape moves fast, do you think time away from the office impacts the individual?

Often, some time away from the office to focus on family matters can actually renew the individual’s motivation, creativity and energy on their return. Most individuals that return from parental leave are excited to rejoin the workforce and find their new routine as working parents.

What steps do you see your agency taking to integrate them back into the workforce?

As agency leaders, it’s our job to ensure a smooth transition for employees on their return.

The most critical aspect for an employer is empathy, as it’s unrealistic to expect that the employee will immediately reintegrate seamlessly.

In addition to the standard documentation of handover-takeover sessions, leaders should implement processes to help extend continued flexibility to the new parent as they re-integrate. This may look like a hybrid structure, flexible hours or a temporary restructuring of responsibilities.

Does the news at all make you apprehensive as an agency leader?

As a leader you hope to build long term with your team and supporting them through different life stages is an important part of that.

Business continuity, upskilling and succession planning should be an always-on process, because even outside of parental leave for new parents, it’s important for leaders to give their teams an environment where their team can balance other life commitments around work.

Munas Van Boonstra, managing director, Southeast Asia, Monks

What do you make of the announcement?

It’s a step in the right direction. As a working single mother, I welcome the flexibility around shared parental leave. This reflects the valuable contribution that mothers make to the workforce and the need for more time to adjust to parenthood for the entire household, something I didn’t have 14 years ago when I became a mom for the first time. This is great not only for mums but also for dads.

Given that agency landscape moves fast, do you think time away from the office impacts the individual

Time away shouldn’t negatively impact the individual. The agency landscape moves quickly, but parents should be able to take leave with the confidence that they’ll have the support they need upon returning.

While it may seem like a disruption, it can actually refresh perspectives and inspire creativity. Personally, it did for me - I returned with renewed energy and innovative ideas, ready to keep pace with the dynamic environment. The key is to balance time off with staying connected, ensuring that individuals are updated when they return.

What steps do you see your agency taking to integrate them back into the workforce

Monks across APAC have created a paid childcare leave policy that tries to level the playing field for parents: five months for primary caregivers (typically maternity leave) and three months for secondary caregivers (typically parental leave).

We have the physical setup so mothers who choose to pump have a private and comfortable space. Beyond that, we have a flexible approach to working from the office, where we encourage those who can work three days, but anyone who needs more than that can agree with their manager. For some people returning to work, that may be the case in the initial stages.

Does the news at all make you apprehensive as an agency leader?

No, it doesn’t, and it would be pretty damaging to an organisation's culture if staff thought their management felt apprehensive. You need an open environment for expectant parents to share their plans so that, as a team, you can make the right decisions for cover or handovers. Openness and flexibility are essential to getting the most out of everyone, particularly those needing to cover for work while people are away.

Talent retention is crucial for sustaining a competitive edge, and offering flexibility on shared parental leave is a powerful way to achieve it.

By providing extended support to new parents, we demonstrate our commitment to their well-being and work-life balance, fostering loyalty and reducing turnover. This strengthens employee satisfaction and ensures we retain top talent, driving long-term success for our organisation.

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