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A Maternity Policy outlines how a company supports and protects expecting mothers before, during, and after childbirth. Under Singapore's Employment Act and Child Development Co-Savings Act, it spells out crucial benefits like paid maternity leave (typically 16 weeks), medical coverage, and flexible work arrangements.

The policy also explains important details like leave application procedures, salary continuation during maternity leave, and job protection guarantees. It helps both employers and employees understand their rights and responsibilities, ensuring fair treatment for working mothers while maintaining business operations. Good policies often include additional support like gradual return-to-work programs and nursing facilities.

Businesses need a Maternity Policy as soon as they hire their first female employee in Singapore. The policy becomes especially crucial when employees announce pregnancies, as it provides clear guidance on leave entitlements, medical benefits, and workplace accommodations required by law.

Organizations also rely on this policy during workplace transitions, such as when modifying office spaces for nursing mothers or implementing flexible work arrangements. It serves as a vital reference during leave planning, helping managers maintain operational continuity while supporting expectant mothers. Having it ready before these situations arise prevents confusion and ensures compliance with Singapore's employment regulations.

• Basic Maternity Policy: Covers minimum statutory requirements under Singapore law, including 16-week leave entitlement and medical benefits
• Enhanced Benefits Policy: Extends beyond legal minimums with additional perks like longer paid leave or childcare subsidies
• Flexible Working Policy: Integrates maternity benefits with remote work options and flexible scheduling arrangements
• SME-Focused Policy: Streamlined version tailored for small businesses while maintaining compliance
• Multinational Policy: Comprehensive version aligning Singapore requirements with global corporate standards and additional benefits

• HR Directors and Managers: Draft and implement the Maternity Policy, ensuring compliance with Singapore's employment laws
• Female Employees: Primary beneficiaries who rely on the policy for their maternity leave and benefits entitlements
• Line Managers: Apply the policy when managing pregnant team members and planning work coverage during leave
• Legal Teams: Review and update policies to maintain compliance with changing regulations
• Company Directors: Approve policy terms and ensure adequate resources for implementation
• Ministry of Manpower: Oversees compliance and handles disputes related to maternity benefits

• Review Current Laws: Check latest Ministry of Manpower guidelines on maternity leave, benefits, and workplace requirements
• Company Data: Gather information about company size, industry, and existing HR policies
• Budget Assessment: Calculate financial implications of statutory and additional benefits
• Process Mapping: Document leave application procedures, approval chains, and return-to-work protocols
• Staff Input: Collect feedback from female employees about practical needs and concerns
• Policy Structure: Use our platform to generate a comprehensive, compliant policy template that includes all mandatory elements
• Internal Review: Have HR and department heads verify policy practicality and implementation plans

• Eligibility Criteria: Clear definition of who qualifies for maternity benefits under Singapore law
• Leave Entitlement: Specification of 16-week statutory maternity leave and any additional company benefits
• Notice Requirements: Timeline for pregnancy notification and leave application procedures
• Salary Continuation: Details of payment during leave and government reimbursement process
• Medical Benefits: Coverage for pre-natal visits, delivery, and post-natal care
• Job Protection: Guarantees of position retention and return-to-work arrangements
• Workplace Accommodations: Provisions for nursing facilities and flexible work arrangements
• Compliance Statement: Reference to relevant Singapore employment laws and regulations

A Maternity Policy is often compared with an Adoption Policy, as both deal with parental leave and benefits. While they share some common ground, they serve distinct purposes and have different legal requirements under Singapore law.

• Legal Framework: Maternity Policies are governed by the Employment Act and Child Development Co-Savings Act, while Adoption Policies follow the Adoption of Children Act and specific adoption leave provisions
• Leave Duration: Maternity Policies must provide 16 weeks of maternity leave, whereas adoption leave typically offers 12 weeks for mothers
• Medical Benefits: Maternity Policies include specific provisions for pregnancy-related medical care, while Adoption Policies focus on documentation and administrative support
• Eligibility Criteria: Maternity benefits apply to biological mothers, while adoption benefits have additional requirements regarding the child's age and citizenship status