Maternity, Paternity and Childcare Leave: Singapore vs Italy

Parental leave is one area where Singapore’s system looks generous and simple: most of the cost is reimbursed by the Government. Italy is generous too, but the money flows through INPS, the leave is partly compulsory, and job protection is far stronger. This guide compares the two.

Singapore: government-paid leave  

Singapore’s schemes apply mainly where the child is a Singapore citizen.

Maternity. Government-Paid Maternity Leave (GPML) is 16 weeks for eligible mothers who have served their employer for at least three continuous months. For the first and second child, the employer pays the first 8 weeks and the Government reimburses the last 8, capped at S$10,000 per 4 weeks. From the third child, the Government reimburses all 16 weeks. The Government announced at the 2026 National Day Rally that it will reimburse the full duration for Singapore citizen children, with details to follow.

Paternity. Government-Paid Paternity Leave is 4 weeks for births from 1 April 2025, reimbursed up to S$2,500 a week.

Shared parental leave. 6 weeks for children born from 1 April 2025 to 31 March 2026, and 10 weeks for children born from 1 April 2026, shared between the parents and reimbursed up to S$2,500 a week.

Childcare leave. 6 days a year per parent for Singapore citizen children under 7, with the employer paying the first 3 days and the Government the next 3. For non-citizen children, 2 days under the Employment Act.

Italy: INPS-funded leave with strong protection  

Italy’s rules are in the Consolidated Act on parenthood, Legislative Decree 151/2001. They apply to every employee, regardless of the child’s nationality.

Maternity leave (congedo di maternità). Five months of compulsory leave, normally two months before the expected birth and three after. The mother may choose one month before and four after, or all five after the birth, with medical approval. During this time she cannot work. INPS pays an allowance of 80% of average daily pay, and many CCNLs require the employer to top it up to 100%. The employer usually advances the payment through payroll and recovers it from INPS contributions.

Paternity leave (congedo di paternità). 10 working days of compulsory leave for the father, to be taken between two months before and five months after the birth, paid at 100% by INPS (art. 27-bis). Fathers also have alternative paternity leave if the mother cannot take hers.

Parental leave (congedo parentale). Each parent can take parental leave until the child turns 14 (12 until 2025; Law 199/2025). The total for both parents is up to 10 months (11 if the father takes at least 3). INPS pays up to 9 months per family at 30% (3 non-transferable months per parent plus 3 shared); 3 of these months are paid at 80% if taken before the child turns 6 (art. 34 D.Lgs. 151/2001).

Breastfeeding rest. During the child’s first year, the mother (or father in some cases) is entitled to daily paid rest periods, two hours a day for a full-time schedule.

Sick child leave. Unpaid leave to care for a sick child, unlimited until age 3 and limited after.

Job protection  

This is where Italy differs most.

• A woman cannot be dismissed from the start of pregnancy until the child is one year old, except in limited cases such as just cause or business closure (art. 54).
• The same protection applies to a father who takes paternity leave, for the period of the leave and until the child turns one.
• A resignation during this protected period must be confirmed before the labour inspectorate to be valid.
• Dismissal for marriage is void within a year of the wedding.

In Singapore, an employer must not dismiss a woman on maternity leave or, for eligible employees, during pregnancy without sufficient cause, and the Workplace Fairness Act will widen protection against pregnancy discrimination. But Italy’s ban is broader and longer.

Side by side  

What it costs the employer  

In both countries, the state bears most of the cost. In Italy, the employer usually:

• advances the INPS allowance through payroll and offsets it against contributions;
• pays any CCNL top-up to full salary;
• keeps paying the 13th month and accruing leave and TFR during compulsory maternity leave, in line with the CCNL;
• covers the role during a long absence, often with a fixed-term replacement, which Italian law allows specifically for maternity cover.

Common questions from Singapore teams  

Does the employee need a minimum period of service? No. Italian maternity and paternity rights apply from the first day of employment.

Can we ask a candidate about family plans? No. Questions about pregnancy or family plans in hiring are discriminatory under Italian and EU law.

Can the employee work part-time after leave? Parents can ask to convert unused parental leave into part-time work, and many CCNLs give priority to part-time requests from parents of young children.

What this means if you hire through an EOR  

The EOR manages the INPS paperwork, advances allowances, applies the CCNL top-up and ensures the protections are respected. Your managers should know that pregnancy, maternity and paternity periods are legally protected and that any change to the role or performance discussion during these periods needs care.

See the full comparison on Italy vs Singapore , how leave terms go into the contract in Italian employment contracts , and model a replacement hire in the cost calculator . Related: Annual leave, sick leave and working hours and Termination with notice in Singapore vs dismissal rules in Italy .

The bottom line  

Singapore pays parents mainly through government reimbursement and ties benefits to citizenship. Italy covers every employee through INPS, makes key leave compulsory and protects the job until the child’s first birthday. Plan cover for the role, not for the cost.

Questions about a specific case? Contact us .

General information, not legal advice.