A leave calculator only needs three inputs in Singapore: how long you have worked for your employer, whether you joined or left part-way through the year, and how many hours a week you actually do. Annual leave runs from 7 days in your first completed year up to 14 days from your eighth year onward, sick leave caps at 14 outpatient days, and hospitalisation leave at 60 days. Below are the exact Ministry of Manpower tables and the two formulas that handle pro-rated joiners, leavers and part-timers, so you can check the number on your payslip yourself instead of trusting HR's spreadsheet.
If you are covered by the Employment Act and have stayed at least three months, paid annual leave starts at 7 days in your first year and climbs one day each year until it tops out at 14 days. This is the statutory floor. Plenty of employers offer more, in which case your contract wins, but they can never give you less than the table below.
Your "year of service" counts from your start date with that employer, not the calendar year. So someone who joined in March 2024 enters their third year of service in March 2026 and moves from 8 to 9 days then, mid-calendar-year. Many leave systems apply the higher rate from the anniversary, so it pays to know your own start date to the day.
| Year of service | Annual leave days |
|---|---|
| 1st year | 7 |
| 2nd year | 8 |
| 3rd year | 9 |
| 4th year | 10 |
| 5th year | 11 |
| 6th year | 12 |
| 7th year | 13 |
| 8th year and after | 14 |
Almost nobody works a clean 12-month block, so the number you actually accrue gets pro-rated. The MOM formula is simple: take your completed months of service in the leave year, divide by 12, and multiply by your full-year entitlement.
Pro-rated leave = (completed months of service in the year ÷ 12) × annual leave days. The rounding rule matters and trips people up: if the fraction left over is less than half a day, round it down; if it is half a day or more, round it up to a full day.
Worked example. You join on 1 April 2026 and the company's leave year ends 31 December 2026. By year-end you have completed 9 months and you are in your first year, so 7 days applies. That is (9 ÷ 12) × 7 = 5.25 days. The 0.25 fraction is under half, so it rounds down to 5 days. Had you joined a month earlier and hit 5.5 days, it would round up to 6.
The same maths runs in reverse when you resign. If your annual leave year resets every January and you leave on 31 May 2026 in your fifth year (11 days), you have completed 5 months: (5 ÷ 12) × 11 = 4.58, which rounds up to 5 days. Take fewer than that and the balance is usually paid out; take more and the excess is clawed back from your final salary. Cross-check that against your salary-in-lieu and final-pay numbers, and run the gross figure through our salary calculator so you know what should land in your last payslip.
A part-timer in Singapore is anyone hired under a contract of service to work fewer than 35 hours a week. You still get annual leave, but it is scaled to the hours you do against a comparable full-timer, then expressed in hours rather than whole days.
Part-time annual leave hours = (your weekly hours × 52 ÷ full-timer's weekly hours × 52) × full-timer's annual leave days × full-timer's daily hours. The two "× 52" cancel out, so in practice it collapses to your weekly hours ÷ full-timer's weekly hours, times their leave days, times their daily hours.
Worked example. You do 21 hours a week (three 7-hour days). A full-timer does 44 hours over 5.5 days, so 8 hours a day, and is entitled to 14 days. Your leave works out to (21 ÷ 44) × 14 × 8 = roughly 53.4 hours. Divide by your own 7-hour day and that is about 7.6 days off. Sick and hospitalisation leave for part-timers use the exact same ratio against the full-time caps.
Paid sick leave is separate from annual leave and also pro-rated, but by months rather than years. You need at least three months of service, and the entitlement ramps up until it reaches the full cap at six months. Two pools exist: outpatient (non-hospitalisation) sick leave and hospitalisation leave.
Read the hospitalisation column carefully. The 60 hospitalisation days already include the 14 outpatient days, so you do not get 74 days in total. Your employer also has to reimburse medical consultation fees if a Medisave-approved or company-appointed doctor certifies you, as long as you have served three months and used at least one paid sick day. Cosmetic procedures are excluded.
For the deeper rules on extended stays and how proration interacts with a long admission, our guide to hospitalisation leave walks through the edge cases, and the wider employee benefits guide covers how leave sits alongside public holidays and overtime pay.
| Months of service | Outpatient sick leave | Hospitalisation leave |
|---|---|---|
| 3 months | 5 days | 15 days |
| 4 months | 8 days | 30 days |
| 5 months | 11 days | 45 days |
| 6 months or more | 14 days | 60 days |
What happens to leave you do not use depends on your contract. Under the Employment Act, statutory annual leave that goes unused can be carried into the next 12 months; after that, your employer may forfeit it. Anything above the statutory minimum follows whatever your handbook says, and many firms cap carry-forward at a set number of days or pay the rest out.
On encashment, an employer is not obliged to buy back leave you simply did not take while employed, but they must pay you for any earned, unused statutory leave when you leave the company. During your notice period you can be told to clear leave to offset the notice, or you can apply to take it as normal, subject to approval like any other leave request.
Annual leave also interacts with public holidays and CPF. A public holiday falling inside your approved annual leave should not be deducted from your leave balance, and leave you actually take is still ordinary working time for CPF purposes. If your leave decision affects total take-home pay, sanity-check the tax side with our income tax calculator before you commit.
Take your completed months of service in the leave year, divide by 12, then multiply by your full-year entitlement for that service year. Round a fraction under half a day down, and a fraction of half a day or more up to a full day.
If you have served at least three months, you get 7 days in your first year of service, rising by one day each year to a maximum of 14 days from your eighth year. Employers can offer more, but never less than this statutory floor.
Yes. Part-timers covered by the Employment Act get annual, sick and hospitalisation leave scaled by their hours against a comparable full-timer, expressed in hours. They can also encash annual leave into hourly pay, unless they work 30 to 34 hours weekly over five or more days.
No. The 60 days of paid hospitalisation leave already include the 14 days of outpatient sick leave, so the maximum is 60 days in total per year, not 74. Both pools are pro-rated by months of service and need at least three months of employment.
This is general financial information for Singapore, not personal financial advice. Figures change — verify current rates against the official sources above before acting. See our full disclaimer.