---
title: "Singapore Employee Benefits 2026 | Statutory + Competitive"
description: "Singapore benefits 2026: 7 days annual leave, 14 days paid sick leave, 16 weeks government-paid maternity leave, 4 weeks paternity leave, CPF employer rate 17%."
canonical: https://www.teamed.global/country-hiring-guides/singapore/benefits
---

Singapore · Benefits child

Served by Teamed vetted partner-entity network in Singapore

# What *Singapore employee benefits* must you provide in 2026?

Singapore has no employer-paid sick pay: instead the law grants employees 14 days of paid outpatient leave and 60 days of paid hospitalisation leave per year, with the cost sitting on the employer. Competitive packages add private medical, dental, and CPF top-ups well above the 17% floor.

Last reviewed 13 June 2026 · Singapore guide

![Singapore skyline at dusk with the Marina Bay waterfront and gleaming towers reflected in calm water.](/images/country-guides/singapore-benefits.webp)

Illustration · Singapore

Answer.cite this

Singapore gives employees 7 days of paid annual leave in year one, rising with tenure. There are 11 paid public holidays on top.

There is no weekly sick pay rate. The law gives employees 14 days of paid outpatient sick leave and 60 days of paid hospitalisation leave per year. You pay full salary during these absences.

CPF is Singapore's mandatory retirement and social security scheme. You must contribute 17% of an employee's wages to their CPF account each month.

Government-Paid Maternity Leave runs 16 weeks for a Singapore citizen child. Government-Paid Paternity Leave is 4 weeks from April 2025. The government reimburses these costs up to the statutory cap.

![A parent lifting a young child against a bright Singapore sky, both laughing.](/images/country-guides/singapore-benefits-polaroid-1.webp)

Government-paid leave

## What benefits must you provide Singapore employees by law?

The law sets a floor. You must provide 7 days of paid annual leave in year one, rising by one day per year up to a maximum set in the Employment Act.

There is no employer-paid sick pay rate. Instead, the law gives employees 14 days of paid outpatient sick leave per year after six months of service, and 60 days of paid hospitalisation leave. You pay salary in full during those absences. CPF contributions of 17% employer and 20% employee apply on ordinary wages.

| Benefit | Minimum (2026) | Source |
| --- | --- | --- |
| Annual leave | 7 days in year one, rising with tenure | [Employment Act s.88A](https://www.mom.gov.sg/employment-practices/leave/annual-leave/eligibility-and-entitlement) |
| Public holidays | 11 paid public holidays per year | [Public Holidays Act](https://www.mom.gov.sg/newsroom/press-releases/2025/0616-public-holidays-for-2026) |
| Paid outpatient sick leave | 14 days per year (after 6 months service) | [Employment Act s.89](https://www.mom.gov.sg/employment-practices/leave/sick-leave/eligibility-and-entitlement) |
| Paid hospitalisation leave | 60 days per year (includes outpatient days) | [Employment Act s.89](https://www.mom.gov.sg/employment-practices/leave/sick-leave/eligibility-and-entitlement) |
| Government-Paid Maternity Leave (GPML) | 16 weeks for Singapore citizen child. Government reimburses up to statutory cap. | [Child Development Co-Savings Act](https://www.mom.gov.sg/employment-practices/leave/maternity-leave/eligibility-and-entitlement) |
| Government-Paid Paternity Leave (GPPL) | 4 weeks for Singapore citizen child (births from 1 April 2025). Government reimburses. | [Child Development Co-Savings Act](https://www.mom.gov.sg/employment-practices/leave/paternity-leave) |
| CPF (Central Provident Fund) | 17% employer + 20% employee on ordinary wages (employees aged 55 and below) | [CPF Act](https://www.cpf.gov.sg/employer/employer-obligations/how-much-cpf-contributions-to-pay) |

## What does a competitive Singapore benefits package look like?

For tech and professional services hiring in 2026, the competitive benchmark adds: private medical insurance, dental cover, voluntary CPF top-ups above the employer floor, life and disability insurance, outpatient GP reimbursement, flexible work arrangements, and a learning and development budget.

A mid-market competitive package typically costs 4,000 to 10,000 SGD per employee per year on top of base salary and CPF contributions.

| Benefit | Typical mid-market cost | What it gets you |
| --- | --- | --- |
| Private medical insurance (group hospitalisation and surgical) | 800 to 2,500 SGD per year per employee | Private hospital cover, day surgery, specialist access |
| Dental cover | 300 to 800 SGD per year per employee | Routine scaling, fillings, sometimes orthodontic |
| Outpatient GP reimbursement | 500 to 1,500 SGD per year per employee | Panel GP visits or flexible reimbursement scheme |
| Life and total permanent disability insurance | 200 to 600 SGD per year per employee | Death and disability payout, supplements CPF life |
| Voluntary CPF top-up (employer) | Market: 1 to 3% above the statutory 17% floor | Higher retirement savings, competitive differentiator for Singapore citizens and PRs |
| Flexible work arrangement support | Admin cost only | WFH stipend, remote-work equipment |
| Learning and development budget | 500 to 2,000 SGD per year per employee | Courses, certifications, SkillsFuture top-up |
| Annual wellness credit | 200 to 600 SGD per year per employee | Gym, fitness apps, mindfulness programmes |

[Model your loaded benefit cost on the Employer Cost Calculator](/tools/employer-cost?country=SG) to see the full picture for a specific salary and package.

## What CPF contribution should you offer?

17% is the legal floor for employees aged 55 and below. The employee contributes 20%. Total CPF is 37% of ordinary wages.

Going above the floor on voluntary top-ups signals that you understand the local market.

CPF is not a pension in the Western sense. It is a compulsory savings scheme that funds three things: retirement (Ordinary Account and Special Account), healthcare (Medisave), and housing. Employees see each contribution split across three accounts. They cannot opt out.

The Ordinary Wage ceiling is SGD 8,000 per month from 1 January 2026. Contributions are calculated on wages up to this ceiling.

### Three contribution structures employers consider

- **Statutory minimum (17% employer).** Meets the legal floor. Standard for all Employment Pass holders who are not Singapore citizens or PRs. CPF does not apply to most non-resident employees.
- **Voluntary employer top-up.** Adding 1 to 3% above the 17% floor to the Ordinary or Special Account. Valued by Singapore citizen and PR employees as a direct retirement saving. Tax-deductible for the employer up to CPF Board caps.
- **SkillsFuture contribution.** Employers contribute to SkillsFuture via the Skills Development Levy (SDL) on all employees earning more than SGD 800 per month. The current levy rate is 0.25% of monthly wages, capped at SGD 11.25 per month. This is separate from CPF and covers training subsidies.

### CPF does not apply to non-residents

Employees on Employment Pass, S Pass, or work permits who are not Singapore citizens or PRs are not subject to CPF. For these employees the employer's only mandatory contribution is SDL. This makes the cost structure for international hires quite different from local hires.

## CPF as a multi-purpose benefit: what your Singapore employees see

Most Western benefits packages separate retirement, healthcare, and housing. CPF bundles all three into one mandatory account.

Understanding this matters when you design your package. CPF already covers a lot of ground that a UK or US employer would address with separate insurance products.

When an employee in Singapore receives their payslip they see three things deducted or credited: their own CPF contribution (20% of ordinary wages), their employer's CPF contribution (17%), and the allocation across three CPF accounts.

The three CPF accounts and their purpose:

- **Ordinary Account (OA).** Used for housing (HDB flat purchase or mortgage), approved investments, and education. The largest share for younger workers.
- **Special Account (SA).** Locked for retirement savings and approved retirement-focused investments. Earns a higher interest rate than the OA.
- **Medisave Account.** Covers hospitalisation, surgery, and approved outpatient treatments. Employees use Medisave to pay hospital bills, including those at private hospitals. This partially offsets the cost of employer-provided group hospitalisation insurance.

The practical effect for employers: an employee with full CPF coverage has built-in healthcare savings (Medisave) and retirement provision. Your competitive advantage lies in the quality of the top-up, not in replicating what CPF already does.

Where employers add the most value above CPF:

- Private hospitalisation and surgical insurance for private hospital access above what Medisave covers
- Outpatient GP cover (CPF does not cover routine outpatient visits except specific chronic disease and health screening programmes)
- Dental cover (not covered by CPF at all)
- Income protection for long-term disability (CPF's Dependants' Protection Scheme provides a basic payout but is capped)

## Flexible work arrangements: the 2024 to 2026 trend in Singapore

Singapore introduced Tripartite Guidelines on Flexible Work Arrangements (FWAs) in December 2024. Employees can now formally request flexible work from their employer.

This is not a right to receive flexible work. It is a right to request it, with the employer required to consider and respond in writing within two months.

The Tripartite Guidelines apply to all employees covered by the Employment Act, including managers and executives. Key elements:

- **Formal request process.** Employees submit a written FWA request. Employers must respond in writing within two months, with reasons if refused.
- **Three types of flexible work.** The guidelines cover flexi-time (variable start and end times), flexi-place (working from locations other than the office), and flexi-load (part-time or reduced hours).
- **No right to outcome.** Employers can refuse on business grounds. The obligation is to consider properly, not to approve.

For competitive employers in tech and professional services, flexible work is already a default expectation. The practical shift from the guidelines is the procedural requirement. Managers who informally refuse without written reasons now carry process risk.

What competitive Singapore employers are adding to their packages in 2025 to 2026:

- **WFH equipment stipend.** Typically 500 to 1,500 SGD once on joining, plus annual refresh.
- **Connectivity allowance.** 50 to 100 SGD per month for home broadband or mobile data.
- **Hybrid work policy.** A written policy stating the default days in-office and the process for requesting full-remote.
- **Mental wellness days.** Separate from sick leave. A growing addition among tech employers.
- **Caregiver support leave.** Unpaid caregiver leave above the statutory minimum, or paid days for eldercare and childcare emergencies.

The cost is modest. The competitive impact is high in a tight talent market where Singapore citizens and PRs compare offers from both local and multinational employers.

## How does Teamed handle Singapore benefits for you?

Teamed becomes your legal [employer of record](/lp/employer-of-record) in Singapore for [**from $599 per employee per month**](/pricing), with **zero FX mark-up** in any currency.

CPF registration, statutory leave tracking, and the full Singapore employment law stack run on **one platform**.

**Real HR and legal experts** set up and administer CPF contributions, register the employee with CPF Board, and organise the statutory leave entitlements under the Employment Act. **An actual person**, not a chatbot or a pooled queue. There is **no setup fee** and **no exit fee**. Employer cost **passes through at cost, itemised** on every invoice.

What is included in Teamed's standard EOR fee for Singapore:

- CPF employer contribution registration and monthly remittance
- Skills Development Levy (SDL) calculation and payment
- Annual leave and sick leave tracking under the Employment Act
- Government-Paid Maternity Leave and Paternity Leave claims administration (government reimbursement handled on your behalf)
- IR8A annual income reporting
- Employment contract compliance with the Employment Act and the Workplace Fairness Act 2025

What clients pass through at cost on the invoice:

- CPF employer contributions on ordinary wages at 17%
- Group hospitalisation and surgical insurance premiums
- Dental and outpatient insurance premiums
- Voluntary CPF top-ups above the statutory rate
- Learning and development and wellness budget

Key sources: [MOM employment practices](https://www.mom.gov.sg/employment-practices), [CPF Board employer guidance](https://www.cpf.gov.sg/employer), and [IRAS employer tax obligations](https://www.iras.gov.sg).

1. Confirm CPF eligibility Check whether the employee is a Singapore citizen or permanent resident. CPF applies to citizens and PRs only. Employment Pass and S Pass holders are exempt.
2. Register with CPF Board The employer must register as a CPF-contributing employer before the first payroll. Teamed handles this as part of onboarding.
3. Set up the leave policy Annual leave starts at 7 days in year one and rises with tenure. Sick leave is 14 days outpatient and 60 days hospitalisation per year after six months.
4. Decide on competitive top-ups Group hospitalisation and surgical insurance, dental cover, and outpatient GP reimbursement are the standard additions above the CPF floor. Decide on the package before the offer letter.
5. Remit CPF monthly CPF contributions are due by the fourteenth of the following month. Late payment attracts interest and penalties. Teamed manages the monthly remittance and CPF Board reconciliation.

## Frequently asked questions

How much annual leave must Singapore employees receive by law?

Employees covered by the Employment Act receive 7 days of paid annual leave in their first year of service. This rises by one day per year of service up to a maximum of 14 days. Singapore also has 11 paid public holidays per year. Annual leave and public holidays are separate entitlements.

How does sick pay work in Singapore? Is there a weekly rate?

There is no employer-paid sick pay rate in Singapore. Instead, the Employment Act gives employees up to 14 days of paid outpatient sick leave and up to 60 days of paid hospitalisation leave per year after six months of service. You pay the employee's full salary during these absences. The hospitalisation leave total includes the outpatient days.

What is the CPF contribution rate for employers in 2026?

The employer CPF contribution rate is 17% for employees aged 55 and below, effective 1 January 2026. The employee contributes 20%. The combined total is 37% of ordinary wages. CPF applies only to Singapore citizens and permanent residents. Employment Pass holders are not subject to CPF.

How does Government-Paid Maternity and Paternity Leave work?

Eligible employees receive 16 weeks of Government-Paid Maternity Leave for a Singapore citizen child, and 4 weeks of Government-Paid Paternity Leave for births from 1 April 2025. In both cases the government reimburses the employer up to the capped weekly rate. You pay the employee first, then claim the reimbursement from the government.

Do Singapore employees have a right to flexible work?

From December 2024, employees can formally request flexible work arrangements under the Tripartite Guidelines on Flexible Work Arrangements. Employers must consider the request and respond in writing within two months. This is a right to request, not a right to receive. Employers can refuse on business grounds but must give written reasons.

Teamed Legal Operations

CPF is the feature that surprises most foreign employers. It covers retirement, healthcare, and housing in one deduction. You are not building on top of nothing. You are building on top of a government-mandated foundation that your Singapore citizen and PR hires already expect and depend on.

A note from Tom Price-Daniel

Singapore gives employees 14 days of paid sick leave a year. The cost lands with you, not the state.  
CPF contributions run at 17% employer rate. Your tech hires who are Singapore citizens know exactly what that means for their retirement account.  
The floor is the starting point. Dental, private medical, and flexible work are what close the offer.

Tom Price-Daniel · Co-founder, Teamed

## Related Singapore guides

- Hiring in Singapore, overviewparent
- [Singapore working time and leave](/country-hiring-guides/singapore/working-time-and-leave)sibling
- [Singapore employer cost breakdown](/country-hiring-guides/singapore/cost-breakdown)sibling
- [Singapore tax and payroll](/country-hiring-guides/singapore/tax-and-payroll)sibling
- [Singapore EOR vs entity](/country-hiring-guides/singapore/eor-vs-entity)decisive
- [Employer of Record overview](/lp/employer-of-record)core
- [Employer Cost Calculator](https://www.teamed.global/tools/employer-cost)tool
- [Talk to an expert](https://www.teamed.global/contact)CTA

A note on this page.

This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction. Verify current requirements with the Ministry of Manpower (MOM) and CPF Board for Singapore, or speak to a qualified professional, before relying on any specific framework.