If you’re a working parent in Singapore, you’re probably familiar with MOM childcare leave—a government policy that grants eligible parents up to six days of paid leave each year if they have a child under the age of seven.
But while most guides explain the basic entitlements, they often miss the nuances: How do freelancers apply? What if your child is seriously ill? Can you use this leave if you just changed jobs?
In this article, we uncover six lesser-known facts about MOM childcare leave, so you can make the most of your time with your child—without second-guessing HR policies.
1. Real-Life Usage: How Parents Actually Use Childcare Leave
Common Day-to-Day Scenarios
Parents don’t just use MOM childcare leave for emergencies. Many split the 6 days throughout the year for:
- School events (orientation, performances)
- Medical or dental appointments
- Unexpected caregiver issues
Some even take half-days to stretch their entitlement longer, especially in schools with frequent activities.
Sick Days and Child Emergencies
Although childcare leave is designed for short-term childcare needs, it’s commonly used when children fall sick. While MOM doesn’t require a medical certificate, many employers appreciate one—especially for back-to-back absences.
Plan Ahead When You Can
To avoid year-end leave crunches, it’s wise to spread your leave across the calendar. Remember, MOM childcare leave doesn’t roll over to the next year.
2. What If You’re a Freelancer or Part-Timer?
Eligibility Considerations
Freelancers and self-employed workers are generally not eligible for MOM childcare leave since there’s no formal employer-employee relationship. But contract and part-time employees may qualify if:
- They’ve worked continuously for the same employer for at least 3 months
- Their contract includes paid leave entitlements
What Documents You Might Need
To verify your eligibility, you may need:
- Signed contracts
- CPF contribution records
- Timesheets or invoices
Pro-Rated Entitlements
For part-time workers, leave is usually pro-rated. If you work 3 days/week, expect to receive 3 out of 6 days per year.
3. When Your Child Gets Sick Beyond a Few Days
Combining with Other Leave Types
If your child’s illness lasts beyond your remaining MOM childcare leave, you may need to tap into:
- Annual leave
- Unpaid leave
- In some cases, compassionate or special leave (subject to company policy)
Are Medical Certificates Required?
Technically, no. But many employers request an MC—especially if you’re using 2 or more childcare leave days in a row.
Think Beyond the Basics
Consider applying for unpaid infant care leave if your child is under 2 and requires longer-term care.
4. Employers and SMEs – What They May Not Be Telling You
Reimbursement Rules
Employers pay the first 3 days, and the government reimburses the last 3—capped at $500/day including CPF. Details can be found on the MOM official childcare leave guide.
SMEs Face Real Challenges
In smaller companies, your absence may significantly affect operations. They might hesitate, not from bad intent, but from operational constraints.
Open Up the Conversation
If you face resistance, calmly refer to MOM guidelines, and ask about internal procedures. Be proactive, but respectful.
5. Parents with More Than One Child – What Changes?
Entitlement is Per Parent, Not Per Child
Whether you have one or three children under 7, you still get 6 days total of MOM childcare leave per year. It doesn’t multiply with more children.
Managing Leave Across Age Groups
You can receive 2 additional days of extended childcare leave if your child is aged 7 to 12. This is separate from the 6-day entitlement for younger children.
Family Coordination Helps
If both parents are working, coordinate your childcare leave so it’s spread across the year for both emergencies and planned events.
6. The Truth About Pro-Rated Leave in Your First Year
How to Calculate It
If you join mid-year, your leave is pro-rated:
- Example: Join in July → (6 ÷ 12) × 6 months = 3 days
Leaving the Company Early?
If you’ve used more leave than you’re entitled to when resigning, your employer is legally allowed to deduct the excess from your final salary.
Why It Matters
Many misunderstand their entitlement in their first year and overuse leave unintentionally. Being informed helps avoid HR friction.
Conclusion
Whether you’re navigating full-time work, freelancing, or parenting multiple kids, MOM childcare leave is a valuable benefit when used with clarity and confidence. From real-life usage tips to leave pro-rating rules, understanding how the system works empowers you to support your child without compromising your job.
Still feeling unsure about how to balance preschool transitions and childcare leave? Talk to the team at Little Unicorn Preschool—we partner closely with parents to ensure both children and caregivers are supported every step of the way.
For more helpful resources, visit littleunicornpreschool.com and discover how we help working families thrive.
