In 2024, the fertility rate had fallen below 1, a historic low for Singapore. For nation-planning reasons, it’s important to have babies to replace the population and ensure a continuous talent flow to drive our future economy.
There are many reasons why people choose not to have babies, such as the financial costs of child-raising and the pressures of being a good parent. One of the key reasons is the challenges in managing work and family commitments.
In response to the decreasing fertility rate, the government has introduced policies to incentivise citizens, such as the extension to paternity leave from 2 weeks to 4 weeks, and the new shared parental leave that comprises 10 weeks of paid parental leave, shared between both parents.
This policy is designed to alleviate the pressures of working parents who have to juggle their responsibilities, especially when it comes to taking care of newborn babies. It also aims to encourage more moms and dads to care for their partners, share the responsibilities at home, and play a more active role in their families.
However, this policy is met with a strong debate. More specifically, parents are wondering if being away from work will harm their career progression prospects. Will it also create more workplace discrimination when their other colleagues have to take up more responsibilities during the parental leave period, in addition to the usual annual leave and childcare leave.
In this article, we look at why some parents do not use their parental leave fully and the perspectives of mothers, fathers and employers to find out if it will really harm your career prospects.
why do some parents not fully use their entitled parental leave?
Only close to half of fathers apply and use paternity leave and some mothers do not fully use their 4 months of eligible maternity leave. While more parents are using the employee benefit, why do some parents not use the parental leave they are entitled to?
stigma 1 - taking parental leave may hinder career development and salary increment
Some parents do not fully use their parental leave because of the stigma associated with taking it. There might be a belief that taking parental leave may lead to missing out on promotions or the opportunity to work on exciting projects that can potentially boost their careers. There is also a possibility that the role or function may be reassigned or restructured if parents decide to extend their parental leave beyond the minimum period.
This is trickier for moms. With the new shared parental leave scheme, moms who take maternity leave, childcare leave and annual leave in full will only be left with 6 months to meet their KPIs at work. It is unlikely that they are able to squeeze 12 months worth of work into 6 months.
As a result of time constraints, some parents may feel the pressure to choose between their personal priorities and professional goals. Consequently, this may hinder their opportunities for career progression, salary increases, and bonuses for that year.
stigma 2 - being away for too long may sour working relationships
Some parents might feel guilty for taking parental leave knowing that their tasks are being delegated to their colleagues and the team will have to work overtime to complete the additional workload. This could turn working relationships sour and create more discrimination against working parents.
As a result, some people continue to work during their parental leave, albeit at a lower capacity. However, working while on maternity and paternity leave can also strain how parents feel towards their bosses and colleagues.
stigma 3 - moms should be the primary caregivers
While more fathers in Singapore are taking paternity leave, some men might not want to take it due to traditional beliefs that mothers should be the primary caregivers at home and men assume the role of being the breadwinner. They may also fear that taking paternity leave would be seen as a sign of weakness or a lack of commitment to their careers.
However, these beliefs are outdated and societal norms have changed. There is now a growing expectation for fathers to be more involved in daily childcare and caring for their partners. A greater involvement in family activities can also improve overall marital satisfaction and father-child bonding.
At the same time, more employers are recognising the importance of supporting fathers in taking paternity leave. Companies that promote a family-friendly culture and encourage dads to use their paternity leave in full can help reduce the stigma associated with men taking time off for childcare.
Employers should encourage both moms and dads to use their eligible parental leave fully. For women, you should take the time to recover and prioritise your mental health as you welcome a new family member. For men, taking paternity leave allows you to support your spouse, build strong bonds with your child and be a part of important milestones.
what do employers really think when you take parental leave?
Your employers and colleagues are happy for you as this is a significant milestone in your life. However, they do face the challenge of potential disruption and productivity loss when employees take maternity and paternity leave. Small and medium enterprises are more likely to face bigger challenges, as manpower and operations are lean to start with.
“should i delegate the work or recruit temporary workers?”
Some companies hire contractors to cover the mom’s duties for 6 months and will need to spend on recruitment, training, and onboarding. This helps to ensure that the existing employees do not need to take on extra workload and can continue to have a good work-life balance.
However, there is also a risk that having a new person on the team might change the team’s synergy and dynamics.
On the other hand, some bosses may decide to delegate the work to other employees instead as they do not require additional training to do the work. Companies that choose to pass your work to your colleagues may bear hidden costs, such as a burnout and unhappy workforce.
“how should my expectations on performance change?”
Employers know that they have to be realistic as their employee’s productivity will be affected because they are away for a period of time. Their expectations will also change when they find out that their staff have to take parental leave in a few months’ time.
Employers would be able to assess your performance and potential with 6 months of inputs or through 360-evaluation from your peers.
It is your employer’s duty to foster an equitable working environment that is safe and supportive for working parents, or employees who want to start a family. Rather than penalise employees for the time that they are not around, bosses should evaluate the employee's performance based on their work before and after taking parental leave.
how to protect your career and reputation when you know you are going to take parental leave
Even though family planning is a personal matter, it is always a good idea to let your employer know as early as possible so that they can start making plans for the team. Here’s how you can protect your career and reputation at work when making plans to take parental leave soon.
1. start the discussion early
If you choose to only share the good news with others after your first trimester, there is still a good 4 to 6 months to make plans. You can talk to your manager about when you would like to start your parental leave so that you can help give a proper handover and prepare your home before your baby arrives.
During your pregnancy, you will also have to take leave for doctor appointments and you can discuss how you would like to use your leave. Having a chat with your manager about your plans can also help them understand your experiences so that they can empathise with you.
2. discuss and align on how your work performance should be managed
You should request a performance review approximately 3 to 6 months before your due date. This will help create a documented assessment of your performance before you go on leave. You should also take this opportunity to realign your KPIs with your boss. It ensures that your contributions are recognised and that you do not miss out on promotions or salary increases just because you are on parental leave.
By having the performance review earlier, you and your boss can set clear goals for your performance prior to your leave, during your leave and when you return. This helps establish expectations and demonstrates your commitment to your role.
3. do a proper handover
Work with your manager and colleagues to create a plan for covering your duties during your absence. Identify tasks that can be delegated and discuss who has the capabilities and time to take on these additional responsibilities.
Alternatively, if you feel that your workload is too much or too complex to be delegated to your colleagues, you should let your manager know that it might be better for them to hire a contractor to fill the role. Your boss would appreciate you having an honest discussion with them about how your workload should be shared. This is especially the case for employees who are in highly-technical roles and not be able to share the work with their colleagues even if they want to.
With a proper handover and the right resources for your colleagues, it shows that you have the right intentions to ensure that productivity and morale are not impacted when you are away.
As much as you are planning for a new family member, your employers and colleagues are also trying to plan their time. By allowing them time to plan together with you, discrimination against working parents will improve over time and it will encourage more parents to take their parental leave in full.
4. maintain your relationships with your colleagues while you’re on parental leave
Even though you are busy with your newborn, it is recommended for you to take some time to maintain regular contact with your colleagues. Maintaining relationships with colleagues while on parental leave can be challenging, but doable with some thoughtful effort.
You can meet them at your convenience for a coffee or meal to learn about the new developments at work. You should also stay active in group chats for non-work communications to maintain your presence and relationships with your colleagues.
If you’re comfortable, you can share occasional updates about your new life as a parent. This helps your colleagues understand your experience and keeps them feeling connected to you. They will also gain insights into your new routine as a parent and can express more empathy for the significant changes that you are experiencing in your life.
When you keep in contact with your colleagues, it will make returning back to work after parental leave much easier, and it also shows your colleagues that you are still committed to the job.
let randstad help you look for a job with greater flexibility
With your new responsibilities as a parent, we understand that your priorities may change. You may prefer to have more work flexibility so that you can balance the responsibilities of being an employee and a parent.
If you are looking for a new role as a parent, we understand your needs. Our specialised consultants take the time to understand how your career priorities have changed and what type of working environment you can thrive in as a parent.
If you’re looking for a job with greater flexibility, you can apply for a new job or create a Randstad job seeker account to connect with our consultants.