Annual Leave Entitlements in Singapore: What Expats Actually Get (and Don't)

You've just signed a job offer in Singapore, and the contract says "up to 20 days annual leave"—but you're not sure if that's legally binding, how it's calculated, or what happens if you don't use it. You're also wondering whether the public holidays count separately, and whether your employer can refuse your leave request during peak season.

The good news: Singapore has clear, enforceable rules on annual leave entitlements. The bad news: many expat employers—especially smaller firms and startups—get it wrong.

Here's what you need to know.

How Singapore Calculates Annual Leave (It's Not Always What You Think)

Under the Employment Act, every employee in Singapore is entitled to a statutory minimum of 8 days of annual leave per year after their first year of service. This applies to both locals and expats, regardless of visa type (EP, S Pass, or work permit holder).

Wait—8 days? That's less than many expats expect. That's because Singapore counts public holidays separately. There are 11 public holidays in Singapore each year (as of 2025), and your employer must give you the day off or pay you overtime if you're required to work. These 11 days don't eat into your annual leave balance.

So your actual paid time off = 8 days annual leave + 11 public holidays = 19 days minimum per year (if public holidays fall on weekdays).

Many employers offer more than the statutory 8 days—20 days is common for professional roles, 15 days for mid-level positions. Check your contract to see what you've been promised, not what the law minimum is.

How Accrual Works During Your First Year

Here's a detail that catches people out: during your first 12 months of employment, you don't get the full 8 days upfront. Instead, you accrue leave at a rate of 0.67 days per month (or roughly 2 days per quarter).

If you joined on 1 March 2024, you would accrue leave as follows:

• By 30 June 2024: 4 days accrued
• By 30 September 2024: 6 days accrued
• By 31 December 2024: 8 days accrued
• By 28 February 2025: full 8 days reached (on your 12-month anniversary)

From your anniversary date onwards, you get the full 8 days (or your contractual entitlement, whichever is higher) added to your balance each year.

Some employers reset leave on 1 January; others reset on your employment anniversary. Check your employee handbook or contract to confirm the reset date.

What Happens to Unused Leave (Carryover and Payment in Lieu)

This is where employment law and practice diverge in Singapore. Legally, the Employment Act doesn't mandate that you must take your leave by a certain date. Your employer can ask you to carry over unused days into the next year, and this is common practice.

However—and this is critical—you cannot be forced to forfeit earned leave without compensation. If your employer refuses to let you take leave and the contract expires (or you resign), you must be paid the cash value of any untaken leave. The payment is calculated at your daily rate of pay.

Example: You earn S$4,500/month, and you have 5 unused days at the end of your employment. Your daily rate is roughly S$206 (S$4,500 ÷ 21.75 working days). You're entitled to S$1,030 in payment in lieu.

If your employer refuses to pay this, you can lodge a claim with the Ministry of Manpower (MOM) without needing to hire a lawyer. The process is free, and the MOM takes these violations seriously.

Medical Certificates and Sick Leave (Separate from Annual Leave)

Annual leave and sick leave are two different things. If you're unwell, you don't use your annual leave balance; you use sick leave.

Under the Employment Act, you're entitled to 4 days of paid sick leave per year (for the first 4 days of absence in any calendar year). From the 5th day onwards, you need a medical certificate from a registered doctor to claim paid sick leave.

Hospital visits, dental work, and medical treatment count as medical leave, not annual leave. If your employer asks you to use annual leave for a doctor's appointment, that's technically not permitted—ask them to classify it as medical leave instead.

Requesting Leave: What Your Employer Can and Cannot Do

Your employment contract likely says something like "leave requests must be submitted and approved by management." This sounds reasonable, but there are legal limits.

Your employer can:

• Require advance notice (typically 2–4 weeks)
• Deny leave requests during critical business periods if reasonable notice wasn't given
• Require documentation (e.g., a medical cert for sick leave)

Your employer cannot:

• Refuse all leave requests indefinitely
• Dock your pay as a penalty for taking approved leave
• Require you to work unpaid overtime during your approved leave dates

If you've requested leave two months in advance and your employer keeps denying it without valid reason, escalate this in writing to your HR department and keep records. If the problem persists, the MOM can intervene.

Expat-Specific Considerations

Your visa type (EP, S Pass, or work permit) does not change your annual leave entitlement. The Employment Act protects all employees equally. However, there are two practical considerations:

Home leave for overseas workers. Some multinational companies offer additional "home leave" or "passage benefits" (airfare to your home country). This is a contractual benefit, not a legal entitlement—check your offer letter.

Visa implications of extended leave. If you take 30+ consecutive days off in Singapore, your ICA entry stamp may expire. Most expats coordinate this with their employer and renew their visit pass before departure, or arrange a special exit/re-entry permit (around S$50). Check with your company's HR on procedure.

What to Do If Your Employer Underpays or Denies You Leave

If you believe your employer has breached your annual leave entitlement, gather evidence:

• Your signed employment contract
• Payslips showing leave deductions
• Emails where you requested leave and were denied
• Any internal leave policy documents

Contact the MOM's Labour Relations and Workplaces Division via their online claim system or visit the service centre in person (no appointment needed). You can also call 6317 1111. Claims are free, confidential, and you won't face retaliation if you file in good faith.

For urgent issues (e.g., being forced to work during approved leave), file an urgent application rather than a standard claim. The MOM can issue a compliance order within days.

Key Takeaways

• Statutory minimum is 8 days annually, plus 11 public holidays—many employers offer more (15–20 days), so check your contract against MOM minimums, not just what you think is fair.
• You accrue leave at 0.67 days/month during your first year, and unused leave must be paid out in cash if you resign or are terminated—never forfeited.
• Sick leave and medical certificates are separate from annual leave—if you're unwell for 5+ days, you legally need a doctor's letter, and these days don't count against your annual leave balance.