<TABLE border=0 cellSpacing=0 cellPadding=0 width="100%"><TBODY><TR>Aug 8, 2009
MATERNITY LEAVE BENEFITS
</TR><!-- headline one : start --><TR>Women's rights
</TR><!-- headline one : end --><!-- show image if available --></TBODY></TABLE>
<!-- START OF : div id="storytext"--><!-- more than 4 paragraphs -->I REFER to the letters by Ms Chin Hwee Chin ('Provide better protection for pregnant women in workforce', Forum Online, Monday) and Mr Yeh Siang Hui ('Pregnancy no guarantee against job loss', Thursday).
We would like to clarify Mr Yeh's comment on the maternity leave benefits of female employees in executive positions. Female employees, including managerial and executive staff, are entitled to maternity leave benefits if they meet the qualifying conditions under the Children Development Co-Savings Act or the Employment Act. The laws also protect them against unfair dismissal during pregnancy and from being denied their maternity benefits if they are retrenched.
Employers and employees are encouraged to work out mutually beneficial arrangements to minimise the impact on business operations during the maternity leave period. The option to take the last eight weeks of maternity leave flexibly over a period of 12 months is one way to balance both parties' needs. Contrary to Mr Yeh's belief, the Government shares with employers the cost of providing maternity leave benefits to eligible female employees. Specifically, the Government pays for the last eight weeks of maternity leave for the first two births and the full 16 weeks for the third and subsequent births.
With regard to Ms Chin's case, we would like to invite her to contact us on 6317-1182 or e-mail us at [email protected]. The Ministry of Manpower would like to ascertain whether this is a case of retrenchment or unfair dismissal.
If it is found to be a case of retrenchment, the law requires employers who retrench an employee in the last three months of her pregnancy to still pay the maternity leave benefits. Maternity leave benefits are distinct from any other retrenchment benefits paid by the companies to affected employees.
If it is found to be a case of unfair dismissal, the employer may be ordered to reinstate the employee, or compensate her. In addition, maternity leave benefits would have to be paid if the unfair dismissal occurred during the last six months of pregnancy.
Farah Abdul Rahim (Ms)
Director, Corporate Communications
Ministry of Manpower
MATERNITY LEAVE BENEFITS
</TR><!-- headline one : start --><TR>Women's rights
</TR><!-- headline one : end --><!-- show image if available --></TBODY></TABLE>
<!-- START OF : div id="storytext"--><!-- more than 4 paragraphs -->I REFER to the letters by Ms Chin Hwee Chin ('Provide better protection for pregnant women in workforce', Forum Online, Monday) and Mr Yeh Siang Hui ('Pregnancy no guarantee against job loss', Thursday).
We would like to clarify Mr Yeh's comment on the maternity leave benefits of female employees in executive positions. Female employees, including managerial and executive staff, are entitled to maternity leave benefits if they meet the qualifying conditions under the Children Development Co-Savings Act or the Employment Act. The laws also protect them against unfair dismissal during pregnancy and from being denied their maternity benefits if they are retrenched.
Employers and employees are encouraged to work out mutually beneficial arrangements to minimise the impact on business operations during the maternity leave period. The option to take the last eight weeks of maternity leave flexibly over a period of 12 months is one way to balance both parties' needs. Contrary to Mr Yeh's belief, the Government shares with employers the cost of providing maternity leave benefits to eligible female employees. Specifically, the Government pays for the last eight weeks of maternity leave for the first two births and the full 16 weeks for the third and subsequent births.
With regard to Ms Chin's case, we would like to invite her to contact us on 6317-1182 or e-mail us at [email protected]. The Ministry of Manpower would like to ascertain whether this is a case of retrenchment or unfair dismissal.
If it is found to be a case of retrenchment, the law requires employers who retrench an employee in the last three months of her pregnancy to still pay the maternity leave benefits. Maternity leave benefits are distinct from any other retrenchment benefits paid by the companies to affected employees.
If it is found to be a case of unfair dismissal, the employer may be ordered to reinstate the employee, or compensate her. In addition, maternity leave benefits would have to be paid if the unfair dismissal occurred during the last six months of pregnancy.
Farah Abdul Rahim (Ms)
Director, Corporate Communications
Ministry of Manpower
