Singapore Annual Leave Entitlement Calculator (Employment Act)

About the Singapore Annual Leave Entitlement Calculator (Employment Act)

Work out an employee’s paid annual leave under Singapore’s Employment Act (section 88A): 7 days for the first year of service with the employer, one more for each further year, up to 14 days from the 8th year, once the employee has served at least 3 months. Enter the first day of work and the date to count up to (today, or the last day of employment with the notice period), and the calculator finds the service year, its days and the leave earned so far.

For a year that is not complete, the leave is pro-rated exactly as the Act and the Ministry of Manpower (MOM) say: completed months of service divided by 12, times the year’s days, with a fraction under half a day dropped and half a day or more counted as a day; incomplete months and approved unpaid leave are left out. Add the leave already taken, a contract that gives more days, a part-time schedule (leave in hours) or the monthly pay to see the balance and what it is worth at the gross rate of pay for a day. Nothing you type leaves your browser.

Without a pass, the free preview shows the annual leave earned in the service year in full, with the first step of the working and the first rows of the service years; a Pro pass unlocks the whole year’s days, the service counted, the balance and its value, the whole working and the summary to copy.

How much annual leave the Employment Act gives

After at least 3 months of service: 1st year: 7 days · 2nd year: 8 days · 3rd year: 9 days · 4th year: 10 days · 5th year: 11 days · 6th year: 12 days · 7th year: 13 days · 8th year and after: 14 days. The service year begins on the day the employee starts work with the employer, so a start on 14 March gives a service year from 14 March to 13 March (MOM). These are minimums: a contract can give more (Employment Act s88A).

Pro-rated leave and the rounding rule

An employee who has served at least 3 months but not a whole year of service gets leave in proportion to the completed months of service in that year, probation included (MOM):

• pro-rated leave = (completed months of service ÷ 12) × the year’s days of leave;
• a fraction of a day under one-half is disregarded, and one-half or more counts as one day (s88A(3));
• incomplete months are disregarded: from 14 March to 31 July is 4 completed months (to 13 July).

The same applies to the last, incomplete year of an employee who is leaving, with the notice period counted. The calculator ends a month of service on the day before the same date of the next month; when that month is shorter, on its last day.

Unpaid leave, absence and leaving

Unpaid leave granted at the employee’s request is disregarded when counting continuous service (s88A(4)), so it reduces the completed months: MOM’s examples count a period with one unpaid day in each of four months as 3 completed months. An employee who is absent without permission or reasonable excuse on more than 20% of the working days loses the annual leave (s88A(5)), and so does one dismissed for misconduct (MOM). An employee dismissed for any other reason must be paid the gross rate of pay for each day of annual leave not taken (s88A(8)). Paid leave taken beyond the entitlement is treated as unpaid leave.

Taking leave and carrying it forward

Employees under Part 4 of the Act (workmen with a basic monthly salary of up to S$4,500, other employees up to S$2,600) must be given, and take, each year’s leave within 12 months after that year; leave not taken by then is lost (s88A(6)). For days above the Act’s and for employees outside Part 4, the contract decides whether unused leave is carried forward, paid out or forfeited (MOM). A day of leave taken on a half working day counts as a full day unless the employer counts it as half, and for shifts longer than 8 hours one day of leave is one working day.

Pay for a day of leave

Annual leave is paid at the gross rate of pay (s88A(7)): the pay including allowances, but without overtime, bonuses or annual wage supplements, reimbursements, productivity incentives, or travelling, food and housing allowances (s2). For an employee on a monthly rate, the rate for one day is 12 × the monthly gross rate of pay ÷ (52 × the working days in a week, or their average when weeks differ) (Third Schedule).

Who the Act covers

The Employment Act covers employees under a contract of service, local and foreign, full-time, part-time, temporary and on contract; it does not cover seafarers, domestic workers, or civil servants and statutory board employees, whose leave follows their terms of employment (MOM). A part-time employee (under 35 hours a week) gets leave in hours, in proportion to a similar full-time employee’s (MOM), without the Act’s rounding to half days, and is paid for it at the hourly gross rate of pay: for a monthly rate, the monthly gross rate × 12 ÷ (weekly hours × 52) (Employment (Part-Time Employees) Regulations).

Limitations

• The Act’s minimum. A contract, collective agreement or company policy can give more leave and sets the terms for those extra days.
• Unpaid leave is entered as a number of days and taken off the end of the service; the service years in the table are dated without it, although in law it also moves each later anniversary by the days taken before it.
• For start dates on the 29th to the 31st, a month of service ends on the last day of a shorter month: MOM does not publish a rule for these dates.
• Part-time leave is shown in hours to two decimals (MOM’s example shows one). The Act’s rounding to half days does not apply to part-time employees (regulation 7(4) of the part-time regulations), so the hours are not rounded further.
• Public holidays, sick leave, childcare and other leave types are not worked out here.
• Information for planning, not legal advice. MOM’s guidance and the Act decide; check disputes with MOM or the Tripartite Alliance for Dispute Management.

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