Click here for the Employers' Guide to CPF in PDF (0.30 MB) CEO'S FOREWORD YOUR OBLIGATIONS AS AN EMPLOYER Definition of an Employer Your Employees Your Responsibility on CPF Payments Registering with Us Informing CPF Board of Changes to Your Business   EXCEPTIONS TO PAYMENT OF CPF FOR EMPLOYEES Employees who are Exempted from CPF Contributions   COMPUTATION OF CPF Definition of Wages Rates of CPF Contribution   CPF FOR SINGAPORE PERMANENT RESIDENTS (SPR) Foreign Employees who obtain SPR Status Types of SPR Contributions   MODES OF SUBMITTING CONTRIBUTION DETAILS   MODES OF PAYMENT   OTHER OPTIONAL CPF CONTRIBUTIONS Additional Medisave Contribution Scheme (AMCS) Voluntary CPF Contributions (VC)   LIMITS ON CPF CONTRIBUTIONS Ordinary Wage (OW) Ceiling Additional Wage (AW) Ceiling Voluntary Contribution (VC) Limit   REFUND OF CPF CONTRIBUTIONS PAID Refund of CPF Contributions Paid in Excess Refund of CPF Contributions Paid in Error   ENFORCEMENT OF CPF CONTRIBUTIONS Enforcement Industry Surveys Interest on Late Payment   AGENCY SERVICES Collection of Levies, Funds and Donations Refund of Excess Payment Government-paid Maternity Leave (GML) Government-paid Childcare Leave (GPCL) Adoption Leave     CONTACT US   ANNEXES TYPES OF PAYMENTS THAT ATTRACT CPF CONTRIBUTIONS CONTRIBUTION RATES (FROM 1 JULY 2007) FOR EMPLOYEES WHO ARE SINGAPORE CITIZENS OR SINGAPORE PERMANENT RESIDENTS (3rd YEAR ONWARDS) GRADUATED EMPLOYER & EMPLOYEE CONTRIBUTION RATES (FROM 1 JULY 2007) FOR SINGAPORE PERMANENT RESIDENTS (SPR) DURING 1ST YEAR OF OBTAINING SPR STATUS GRADUATED EMPLOYER & EMPLOYEE CONTRIBUTION RATES (FROM 1 JULY 2007) FOR SINGAPORE PERMANENT RESIDENTS (SPR) DURING 2nd YEAR OF OBTAINING SPR STATUS FULL EMPLOYER & GRADUATED EMPLOYEE CONTRIBUTION RATES (FROM 1 JULY 2007) FOR SINGAPORE PERMANENT RESIDENTS (SPR) DURING 1ST YEAR OF OBTAINING SPR STATUS FULL EMPLOYER & GRADUATED EMPLOYEE CONTRIBUTION RATES (FROM 1 JULY 2007) FOR SINGAPORE PERMANENT RESIDENTS (SPR) DURING 2nd YEAR OF OBTAINING SPR STATUS CALCULATING ADDITIONAL WAGE (AW) CEILING PAYING CPF ON BONUSES                                                 CEO'S FOREWORD The CPF has become a way of life for Singaporeans. From a simple old-age savings scheme in 1955, it is today, an important, life-long financial plan for Singaporeans, helping them save for their retirement, pay medical bills, own homes, and buy insurance for themselves and their family members. The CPF underscores the strong tripartite partnership built up among the employees, employers and the Government. With the CPF, employees set aside part of their wages every month for their old age. Employers also play their part by ensuring CPF contributions are paid on time, while Government support gives workers the added assurance that their future and old age are secure. The Employers’ Guide to CPF contains what you need to know about CPF - what constitutes wages and whether these attract CPF, how CPF contributions are computed, and how to pay CPF. More importantly, it offers you a look at your role and responsibility as an employer, and how you can play your part. If you are a new employer, the Guide will give you an overview of what every employer needs to know about CPF. Busy employers will also find the Guide a quick and useful reference for CPF information and services. You can access a range of online services and get more information at our website at http://employer.cpf.gov.sg. If you need further assistance, please call our CPF Call Centre at telephone number 1800-227 1188. Our officers will be pleased to assist you. Yours faithfully, Liew Heng San Chief Executive Officer               YOUR OBLIGATIONS AS AN EMPLOYER               Definition of an Employer An employer is any person, company, association or body of persons, whether or not incorporated, employing an employee. It includes:           any manager, agent or person responsible for the payment of wages to an employee on behalf of an employer. any person trading in his own name or who has domestic worker(s). The person must register under the name shown in his identity card or passport. companies which employ foreign workers holding work permits in Singapore. These employees are on the Foreign Worker Levy (FWL) Scheme and are exempted from CPF contributions.                 Your Employees Your employee is any person who is employed in Singapore and any Singaporean seaman who is employed by an employer under a contract of service or other agreement entered into in Singapore. Some of the factors which form the contract of service are: the employer’s control over payment, duration of work, dismissal, substitution of workers and method of work. CPF contributions are also payable for the following employees:     a.  Company Directors Directors of any company are considered employees if they are engaged under a contract of service and paid a salary on top of any fee received. CPF contributions are not payable on directors’ fees voted to them at General Meetings.   b.  Part-time/Casual Employees CPF contributions are payable by the employer for part-time/casual employees. CPF contributions are also payable for all school-leavers or students working on a part-time or temporary basis, except for the following groups:   Tertiary students on full-time industrial attachment. Tertiary students employed under a training programme approved by their institutions. Overseas students on training attachment in Singapore for less than 6 months, as part of their overseas tertiary education requirements. “N” and “O” level students working during their gazetted school holidays. CPF contributions are, however, payable from January of the following year, after their final examinations. “A” level students working during their gazetted school holidays. CPF contributions are, however, payable for students who work after completing their final “A” level examinations in November/December.     c.  Family Workers CPF contributions are required for family members if they are receiving wages for work done for the proprietor.   d.  National Service In-camp Training Under the Enlistment Act, CPF contributions are payable for Operationally Ready NSmen on in-camp training. The employer has to pay the CPF contributions on the wages given by the employer and makeup pay from MINDEF. The employee’s share of contributions can be recovered from the employee’s wages.   e.  Concurrent Employment If an employee is concurrently employed by more than one employer, all his employers must pay CPF contributions on the wages given to the employee. If his combined monthly income is below $4,500, CPF contributions are payable based on the prevailing CPF rates. However, if the employee’s combined monthly income exceeds the CPF salary ceiling of $4,500, the employee may apply to the Board to limit the total of his share of contributions on Ordinary Wages as follows: Age Limit on Ordinary Wages (Employee's share) 50 years and below $ 900 Above 50 to 55 years $ 810 Above 55 to 60 years $ 562 Above 60 to 65 years $ 337 Above 65 years $ 225   Applications to limit the total amount of the employee's share of contributions on Ordinary Wages should be addressed to the Court Proceedings Section. It should indicate:     the amount of Ordinary Wages the employee’s share of CPF contributions the amount of CPF contributions to be paid through each employer   Each employer will have to pay their normal share of the CPF contributions on the full amount of the wages, subject to the $4,500 Ordinary Wage Ceiling.   f.  Singapore Permanent Residents (SPRs) CPF contributions are mandatory for foreigners from the day they attain PR status in Singapore.                 Your Responsibility on CPF Payments       You have a grace period of 14 days to make payment of CPF contributions after the end of the month for which CPF contributions are due. If the due date falls on Sunday or Public Holiday, CPF contributions must be paid by the next working day. You are required to pay the employer’s and employee’s share of CPF contributions monthly for all employees (Singapore Citizens and Singapore Permanent Residents) at the rates set out in the CPF Act. The contributions payable should be based on the employee’s actual wages earned for the month. You are entitled to recover the employee’s share when the contributions are paid for that month. If you fail to recover the money then, and the error was not due to your negligence, you can still do so provided: you have paid the CPF contributions to the Board, and you have either forwarded your employee’s written consent to the Board, or obtained the Board’s written permission on the matter. This must be done within 6 months from the time the contributions should have been recovered. Registering with Us   a.  Your First CPF Contribution as a New Employer You are strongly encouraged to sign up for CPF e-Submission to make your first CPF payment. To do so, please submit the following documents at least 7 weeks before the due date of your first CPF payment: 1. Form CPF/1 2. CPF e-Submission Registration Form 3. Application for Inter-Bank GIRO Form (if applicable)   For more information on CPF e-Submission, click here.   If you need to make your first CPF payment by cheque, please attach the cheque together with the Form CPF/1 and submit it to us. Your cheque should be crossed and made payable to “CPF Board”. The employer’s name, contact details and the words “Making First CPF Contribution” must be indicated at the back of the cheque.   You will receive a welcome package and your CPF Submission Number after we have processed your Form CPF/1.   For your information, a processing fee of $7 per employee per month is charged for employers who submit CPF contribution details for 11 and more employees using the hardcopy Payment Advice (i.e. not on CPF e-Submission). This will be extended to employers with 4 to 10 employees from October 2010. In the near future, employers with 3 or fewer employees may also need to pay the processing fee if they are submitting their CPF contribution details via the hardcopy Payment Advice.   b.  Registration of New Employee For every new employee, you are required to complete the New Employee Contribution Form (Form CPF 92) if you are submitting CPF contribution details via hardcopy Payment Advice (Form CPF 91). Form CPF 92 has to be submitted together with Form CPF 91.   However, if you are submitting CPF contribution details via CPF e-Submission, Form CPF 92 is not required.     Informing CPF Board of Changes to your Business     a.  Change of Address Inform the Board of any change in address by completing the form Request for Change of Employer’s Contact (Form CPF/3). Please note that P.O. Box or V. Box addresses will not be accepted.     b.  Change in Entity Employers who are changing the legal status of their entities are required to re-register with the Board. If you are changing the legal status of your existing entity (e.g. Sole Proprietor to Private Limited Company) without any changes in your particulars (e.g. contact details, Principal Place of Business etc), you are only required to complete Section A and D of Form CPF/1 and submit it to us. Please also inform the Board to cancel your existing CPF Submission Number (CSN) as you will receive a new CPF Submission Number after we have processed your appplication.     c.  Change in Name Inform the Board in writing if there is a change in name and attach the documents mentioned below which are obtainable from the Accounting & Corporate Regulatory Authority (ACRA). For companies, a copy of the Instant Computer Information (Business Profile) or Certificate of Incorporation on Change of Name of Company must be attached. For business firms (i.e. sole-proprietor or partnership), a copy of the Instant Computer Information (Business Profile) or Statement of Changes in Business Particulars including Cessation of Business must be submitted.     d.  Change in Employees’ Particulars Ensure that the affected employees inform the CPF Board of any changes in their personal particulars which include:     change in name change in passport/identity card/special pass number change in Singapore Permanent Resident (SPR) or citizenship status     e.  Employees who have Left the Company For electronic submission, indicate “Leavers” under the column “Employment Status”. If you are using the Payment Advice, indicate the employee’s last day of service under the column “Date left Employment” in the Payment Advice (Form CPF 91).     f.  Termination of Business / No more Local (Singaporean or Singapore Permanent Resident) Employees Employers who have terminated their businesses or have ceased to hire any local employees, must inform the Board in writing immediately, so that we can update their CPF records.             EXCEPTIONS TO PAYMENT OF CPF FOR EMPLOYEES Employees who are Exempted from CPF Contributions     a.  Foreigners on Employment Pass, Professional Visit Pass or Work Permit CPF contributions are not allowed for foreigners. Both the employer’s and employee’s share of contributions for foreign employees on Employment Pass, Professional Visit Pass or Work Permit will not be accepted.     b.  Partners, Sole-proprietors or Self-employed All Singapore citizens or Singapore Permanent Residents who derive income from Singapore or from outside Singapore through any trade, business, profession or vocation excluding employment under a contract of service are considered self-employed. Unlike employees, they do not contribute to all 3 CPF accounts. Instead, they are only required to contribute to their Medisave, which is computed based on their annual net trade income earned.     c.  Employees Working Overseas CPF contributions are not mandatory for Singaporean employees who work overseas. If you wish to continue making CPF contributions for your existing employees who are posted overseas, these are deemed as voluntary contributions. You have to register for a new CPF Submission Number (CSN) for such payments.       COMPUTATION OF CPF   Definition of Wages CPF contributions are computed based on the employee’s total wages for a calendar month. Under the CPF Act, wages are defined as remuneration in money due or given to an employee in respect of his employment. This includes overtime pay, allowances, cash awards, commissions and bonuses. Annex A shows a general guide to the types of payments that attract CPF contributions. For the purpose of computing CPF contributions, wages are classified as follows:   Ordinary Wages (OW) Ordinary Wages are wages due or granted wholly and exclusively in respect of an employee’s employment in that month and payable before the due date for payment of CPF contributions for that month. This includes allowances (e.g. food allowance or overtime payment).     Additional Wages (AW) Additional Wages are wages which are not granted wholly and exclusively for the month. Examples are the annual bonus, leave pay, incentive and other payments made at intervals of more than a month.     Total Wages (TW) The total amount of an employee’s wages for any calendar month is the sum of his Ordinary Wages for the month and the Additional Wages paid to him in that month.     Total Wages = Total Ordinary Wages + Total Additional Wages     Wages Not Paid Monthly When wages are not paid according to the calendar month, e.g. weekly or fortnightly, you have to apportion the wages according to the calendar month for which CPF contributions are paid. The apportionment is necessary to determine the Ordinary Wages for the calendar month on which CPF contributions are payable.   Example: Company XYZ pays its employees wages every week. In the table below, computation of CPF contributions for the month of February is based on the wages from 1 to 28 February i.e. wages for 26 to 31 January for the first week and 1 March for the last week are excluded.             Rates of CPF Contribution     The rate of CPF contribution is dependent on 3 factors: Singapore Citizen or Singapore Permanent Resident Age group Wage band For instance, for Singapore Citizens, CPF contributions are payable as long as your employee’s wages for the calendar month exceed the following amount: Age Employee's wage exceeding 35 years and below $50 Above 35 to 50 years $55.18 Above 50 to 55 years $57.17 Above 55 to 60 years $60.04 Above 60 to 65 years $65.06 Above 65 years $65.06 CPF contribution rates for Singaporeans and SPR employees, with effect from 1 July 2007, can be found in Annex B to F.   When Your Employee Moves to the Next Age Group   When your employee moves to the next age group, the contribution rate of the next age group will only apply from the first day of the month after his birthday. The example below shows the change in contribution rate for an employee moving from the ‘Above 35 to 50 years’ age group to the ‘Above 50 to 55 years’ age group.     Example: An employee earning above $1,500.00 reaches 50 years of age on 13 January 2009. Total CPF contribution rate For wages earned in January 2009 (Above 35 to 50 years) For wages earned in February 2009 (Above 50 to 55 years) 34.5% of total wages (Employer’s share = 14.5%; Employee’s share = 20%) 28.5% of total wages (Employer’s share = 10.5%; Employee’s share = 18%)   CPF FOR SINGAPORE PERMANENT RESIDENTS (SPR)   Foreign Employees who Obtain SPR Status   CPF contributions are payable once a foreign employee obtains SPR status. To help the SPR employee adjust to the lower take-home pay, both the employer and employee will contribute CPF at graduated rates for the first two years. The first year rate is payable on the date of your employee’s conversion to a SPR. The second and third year rates are payable from the month following the anniversary of the employee’s conversion to a SPR. For example, if your employee became a SPR on 23 January 2009, the first year rate would apply from 23 January 2009. The second and third year rates will apply from 1 February 2010 and 1 February 2011 respectively. Foreigners who have obtained their SPR status, should only maintain one CPF account. Employers should inform such employees to merge their previous CPF account (if any) with their new CPF account. CPF contributions for SPRs into CPF accounts with the prefix SA/SB/SD/SF/TC/TF will be rejected. Find out more about how such employees can merge their CPF accounts.
Types of SPR Contributions
SPR employees and their employers have the option to jointly apply to CPF Board to contribute at other prescribed rates during the employee’s first two years of obtaining the SPR status. A summary of the options available is as follow: Option Employer Employee Application Contribution Rates 1. Graduated rate Graduated rate Mandatory once employee obtains SPR During 1st year of obtaining SPR status During 2nd year of obtaining SPR status 2. Full rate Graduated rate Upon application During 1st year of obtaining SPR status During 2nd year of obtaining SPR status 3. Full rate Full rate Upon application SPR from 3rd year onwards Option (1) applies once your employee obtains his SPR status. For options (2) and (3), the employer and employee must jointly apply to the Board using the prescribed form CNR/PR/94A. Once the application is approved, it is irrevocable. These rates will cease to apply upon a change of employment within the first two years, i.e. the rates will go back to the graduated rates.
MODES OF SUBMITTING CONTRIBUTION DETAILS
You may wish to submit your CPF contribution details electronically via the CPF website. For added convenience, the payment is deducted electronically when you submit a file.

a.	CPF e-Submission
	The benefits of e-submission are as follows:
		Submission of CPF contribution details can be made anytime, anywhere
		Eliminate the hassle of paperwork, saving time and cost
		E-submission status can be tracked online
		Free email reminders from the Board on the submission of CPF contribution details

	What are the modes for e-submission?
	Electronic Mode Do I need to pay? What do I need to e-submit? How do I make payment? AXS No. It’s free N.A. NETS/CashCard/GIRO/Diners Club Credit Card Online Form No. It’s free Computer with internet access GIRO/internet banking File Transfer using payroll system No. It’s free Computer with internet access GIRO/internet banking File transfer using Auto-eXcel application No. It’s free Computer with internet access GIRO/internet banking Velocity@ocbc No. It’s free Computer with internet access Registered OCBC Velocity user For more information, please call 1800 538 1111 or visit any OCBC bank branches Interfund transfer mPAL- Employer Submission GPRS connection charges apply. Mobile phone with GPRS access. GIRO
Contact Us
For enquiries on e-submission:
Electronic Submission Section
Tel : 6220 2340 Email : employer-esubmission@cpf.gov.sg Fax : 6229 3499   b.  Submission Using Hardcopy Payment Advice     Please complete and return the following forms if you are submitting contribution details in hardcopy:     Payment Advice (Form CPF 91), giving details of the CPF contributions payable. If the employer has more than 5 employees, complete the details on Form CPF 91A New Employee Contribution Form (Form CPF 92), if you are paying CPF contributions for the first time for your employee(s), or if the name of your employee(s) does not appear on the CPF Payment Advice.     The Ordinary and Additional Wage details should be completed for all the CPF payment forms (Forms CPF 91, CPF91A and CPF 92). The Record of Payment (Form CPF 90) will be sent to you once the contribution details have been received and your payment processed. Your Payment Advice for the following month’s submission will be enclosed with the Record of Payment. You are advised to check your Record of Payment and inform the Board immediately of any inaccuracy in your payment record. The Record of Payment should be kept for future reference. If you have misplaced the Record of Payment and request a reprint, a service charge will be levied. From October 2010, employers who submit CPF contribution details for 4 to 10 employees using the hardcopy Payment Advice will have to pay a Processing Fee of $7 per employee per month. This fee is already imposed on employers with 11 or more employees. In the near future, employers with 3 or fewer employees may also need to pay the processing fee if they are submitting their CPF contribution details via hardcopy Payment Advice.

CPF contribution details must be submitted together with CPF payments. Employers can make payments by either one of the modes listed below:

Additional Medisave Contribution Scheme (AMCS)

Employers can contribute more to their employees’ Medisave account through the AMCS. Each year, employers may contribute up to $1,500 per employee.

The employees may use the additional Medisave contributions to purchase an approved personal medical insurance, or meet healthcare expenses when the need arises. AMCS contributions are not part of the prevailing CPF Annual Limit of $26,393 for the calendar year.

To implement the AMCS for your employees, you have to apply for a separate CPF Submission Number (CSN). Application can be submitted to us using New Employer's First CPF Contribution (Form CPF/1).

Voluntary CPF Contributions (VC)

Homemakers, Singaporean employees working overseas and those who wish to build up their retirement savings with the Board may make their own voluntary contributions on a monthly basis. The voluntary contributions should be paid through GIRO. To apply, please complete and return these forms:

From 2006 onwards
$76,500¹ minus Total Ordinary Wages subject to CPF contributions in the year²

²The sum of the monthly Ordinary Wages subject to CPF, up to the maximum of $54,000 (i.e. $4,500 x 12).

You may use the AW Ceiling Calculator to help you calculate the AW Ceiling, OW and AW subject to CPF, as well as the CPF contributions payable.

You are required to monitor and limit the contributions on Additional Wages of your employees. This is to prevent the refund of excess payment and avoid situations where refunds could not be made due to insufficient funds in the employee’s CPF accounts.

The following scenarios will affect the computation of the AW Ceiling:

Mandatory contributions are compulsory contributions required under the CPF Act. This includes CPF contributions on the Ordinary and Additional Wages for employees, and Medisave contributions by self-employed persons.

The table below shows the maximum amount of voluntary contributions that can be made for the calendar year.

The prescribed amounts will be automatically deducted from the wages of Eurasian employees. If employees wish to contribute different amounts or opt out, they have to get the relevant forms from the Eurasian Association.

SHARE Programme Donations

The CPF Board collects SHARE donations on behalf of the Community Chest, a division of National Council of Social Service. Donations by the employees are voluntary and deducted from the employees’ wages.

Refund of excess payment

Employers who want to apply for a refund of excess payment of SDL, MBMF, SINDA, CDAC, ECF, and SHARE donations should approach the agencies concerned.

Government-Paid Maternity Leave (GML)

The Government-Paid Maternity Leave (GML) Scheme was introduced in 2004. Enhancement to the scheme was announced on 17 August 2008 and came into effect legally on 31 October 2008. Under the enhanced GML scheme, employers may claim reimbursement for up to 16 weeks of paid maternity leave taken by eligible female employees. The reimbursement amount is capped at $10,000 (including employer’s CPF contribution) per 4 weeks of maternity leave taken.

Benefits under Enhanced GML Scheme

Maternity leave has been extended from the 12 weeks to 16 weeks with effect from 31 October 2008 for all births as long as the working female employees meets all eligibility criteria as stipulated in the Children Development Co-savings Act (CDCA).

For the first 2 confinements, the first 8 weeks of maternity leave will continue to be paid by the employer. The last 8 weeks will be paid by the Government. For the third and subsequent confinements, the full 16 weeks will be paid by the Government. The amount of reimbursement is capped at $10,000 per 4 weeks i.e. $20,000 each for the first 2 confinements and $40,000 each for the third and subsequent confinements.

The last 8 weeks of maternity leave (9th to 16th week) can be taken flexibly over a period of 12 months from the date of child’s birth if there is mutual agreement between the employer and employee.

For employers to claim Government reimbursement for salaries paid during the maternity leave, under the enhanced GML scheme, the female employees must meet the following criteria:

Government-Paid Childcare Leave (GPCL)

The Government-Paid Childcare Leave (GPCL) Scheme was announced on 17 August 2008 and came into effect legally on 31 October 2008. The GPCL Scheme is part of the overall package of measures to support parenthood and make workplaces more family-friendly.

Under the GPCL Scheme, each working parent of a child (which includes adopted and stepchildren) is entitled to 6 days of statutory paid childcare leave per year if he/she fulfills the following conditions:

a. The child is below 7 years of age;

b. The child is a Singapore citizen;

c. The child’s parents are lawfully married; and

d. The parent has worked for the employer for a continuous duration of at
    least 3 months before consuming the childcare leave.

Self-employed parents will also be eligible for GPCL if they meet the conditions (a) to (c) above and the parent has been engaged in his/ her trade, business, profession or vocation for at least 3 months prior to taking the childcare leave and has lost any income during the period of childcare leave.

The first 3 days of the childcare leave will be employer-paid and the last 3 days will be paid by the Government. Regardless of the number of children, the total childcare leave for each parent is capped at 6 days per year. Parents have full flexibility to use this leave to spend time with the child as it is not restricted to any condition such as a pre-existing illness of the child.

The amount of reimbursement claimable from the Government is capped at $1,500 per calendar year or $500 per day (including employer’s CPF contribution) per employee. Generally, the reimbursement will be based on the gross rate of pay (including allowances and CPF contribution) drawn for that month where the government-paid childcare leave was taken.

More information on the scheme is available at www.profamilyleave.gov.sg

Applying for Government-Paid Childcare Leave (GPCL)

Employees have to submit a declaration of eligibility to their employers before they start their childcare leave. Employers should ensure that their employees qualify for the childcare leave before seeking reimbursement from the Government.

Before granting childcare leave for new hires, employers are strongly encouraged to check the number of childcare leave taken by the employee during the calendar year at www.profamilyleave.gov.sg.

Employers should pay the employees their salary during their childcare leave as per normal, before claiming reimbursement from the Government for the 4th to 6th day of the childcare leave. The Government will reimburse up to 3 days per calendar year for each eligible employee.

From 1 January 2009, employers and self-employed parents can submit their applications online at www.profamilyleave.gov.sg using SingPass.

Adoption Leave

The Adoption Leave refers to 4 weeks of flexible leave for adoptive mothers to care for their adopted newborn children aged 6 months and below. The Government will reimburse employers up to 4 weeks of salary, capped at $10,000 (including employer's CPF contributions), if they voluntarily grant leave to married, widowed or divorced female employees.

For employers to claim Government reimbursement for salaries paid during the adoption leave, the female employees must meet the following criteria:

For a local-born child, an adoptive mother may apply for Adoption Leave when the Court appoints the Director of Social Welfare as guardian in adoption. For a foreign-born child, an adoptive mother may apply for Adoption Leave when the child’s Dependant’s Pass is issued by MCYS. Parents of a foreign-born child would have to obtain Singapore citizenship for the child within 6 months of the adoption order being granted.

All adoptive mothers could consume their Adoption Leave flexibly or in a continuous block over a period of 6 months from the date of birth of the child.

Applying for Adoption Leave

Female employees are required to submit a declaration of eligibility to their employers at least a week before they start their adoption leave. Employers should check to ensure that their employees qualify for the benefit before seeking reimbursement from the Government.

Employers should pay the female employees the normal salary throughout their adoption leave and then claim reimbursement from the Government.

With effect from 1 January 2009, employers may download the application form at www.profamilyleave.gov.sg and submit the completed form to Central Provident Fund Board together with supporting documents.

Please note that the claim must be submitted within 3 months after the end of the Adoption Leave period. If the set of documents are incomplete (e.g. child has not become a Singapore citizen), you should still submit a claim within the timeframe and inform the Central Provident Fund Board (CPFB) of the current circumstances for the officers to follow up on your case accordingly.

The processing time for adoption leave claims is 6 weeks. Inaccurate information will result in a delay in processing. For claim with incomplete documents, it will be processed within 3 weeks after the full set of documents is furnished.

Enquiries on Collections & Recovery Services

For more information, please call,
the CPF Call Centre at 1800-227-1188 or email to:

Other useful contacts

Foreign Worker Levy (FWL)
Ministry of Manpower
Work Pass Division
18 Havelock Road
Singapore 059764
Tel: 6438 5122
Website: www.mom.gov.sg

Accounting and Corporate Regulatory Authority (ACRA)
10 Anson Road #05-01/ 15
International Plaza
Singapore 079903
Tel: 6325 3731/2
Website: www.acra.gov.sg

Singapore Workforce Development Agency (WDA)
1 Marina Boulevard #16-01
One Marina Boulevard
Singapore 018989
Tel: 6883 5885
Website: www.wda.gov.sg

Mosque Building and Mendaki Fund (MBMF)
Majlis Ugama Islam Singapura
273 Braddell Road
Singapore 579702
Tel: 6359 1141
Website: www.muis.gov.sg

Singapore Indian Development Association (SINDA)
1 Beatty Road
Singapore 209943
Tel: 6298 5911
Website: www.sinda.org.sg

Chinese Development Assistance Council (CDAC)
CDAC Building
65 Tanjong Katong Road
Singapore 436957
Tel: 6841 4889
Website: www.cdac.org.sg

Eurasian Community Fund (ECF)
Eurasian Association
Eurasian Community House
139 Ceylon Road
Singapore 429744
Tel: 6447 1578
Website: www.eurasians.org

SHARE Programme
Community Chest
National Council of Social Services
NCSS Centre
Ulu Pandan Community Building
170 Ghim Moh Road
#01-02
Singapore 279621
Tel: 6210 2500
Website: www.comchest.org.sg