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Non Statutory Leave type

Non-statutory leaves (NSL) are not required under the law, or not under the Employment Act in Singapore’s context. Such leaves are granted to employees for:


✅ Better work-life balance and better personal well-being

✅ Employee retention

✅ Employer branding


NSL leave types are as follows:


1️⃣ Marriage leave

Many employers provide marriage leave for 1st legal marriage, ranging from 3 to 5 working days per occasion.


2️⃣ Compassionate leave (critical condition/bereavement)

Such leave is granted during critical conditions and/or the demise of close family members, such as a spouse, parents, parents-in-law, siblings, spouse, and children.


3️⃣ Paternity leave

As of today, this leave for fathers of Singaporean babies is still paid by the Government, while the duration has been revised in 2017 and 2024.


4️⃣ Eldercare/family leave

These leaves are granted to enable employees to take care of unwell family members or to bring family members for medical appointments.


5️⃣ Birthday leave

Usually 1 day, on the employee’s actual day or the next working day


6️⃣ Study/Exam leave

To encourage employees to upgrade themselves. Some employers grant leave to employees whose courses are sponsored by employers, while some employees are granted such leave with courses related to their work nature


7️⃣ Voluntary service leave

Employees can utilise this leave type when they provide service voluntarily at approved Non-profit organisations/charities during working hours.


8️⃣ First day of school leave

Granted to employees with children under certain age, and on their 1st day of school/child care centres


9️⃣ Pawternity leave/Pet leave

Employees can utilise this leave when their pets are sick.


🔟 Sports Leave

1 company I heard of granted leave to employees who have completed ½ marathon run (1/2 day) or full marathon run (1 day)


Items 1-4 are more common leave types while the rest are less.



NSLs are often tied in with the Company’s values and cultures.


As these leaves are not mandatory under the law, employers can choose not to provide them based on the following reasons:

➡️Limited resources

➡️Much administration/monitoring required

➡️Not sure how to implement

(P.S. As an employer/HR, if you are looking for NSL implementation advice, please DM me).


In your course of employment, or in the country you are residing, is there any other NSL type which you come across (not stated above)?







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