New Zealand
The Holidays Act gives 10 days' sick leave once an employee reaches 6 months' service, and the entitlement is not pro-rated, so part-timers get the full 10 days. Up to 10 unused days carry over each year, capped at 20 days held. The employer pays at relevant daily pay; there is no state reimbursement.
- Entitlement10 days a year from 6 months' service
- Part-timeFull 10 days, not pro-rated
- Cap20 days held
- Who paysEmployer
| Length of service | Entitlement |
|---|
| 0 to 6 months | None (contract can be more generous) |
| From 6 months | 10 days a year, capped at 20 held |
- The Employment Leave Bill would move sick leave to pro-rated, hours-based accrual from day one, but it is still a bill; nothing changes before roughly 2028.
Source: Employment New Zealand (Holidays Act 2003, 10 days since 2021). Checked July 2026.
Singapore
Employment Act employees qualify after 3 months, with the entitlement stepping up monthly to the full 14 outpatient days and 60 hospitalisation days at 6 months. The hospitalisation figure is a combined cap, not an extra 60. The employer pays, and a medical certificate is required.
- Outpatient14 days a year from 6 months' service
- Hospitalisation60 days a year, inclusive of the 14
- Qualifying service3 months
- Who paysEmployer
| Length of service | Entitlement |
|---|
| 3 months' service | 5 outpatient / 15 hospitalisation days |
| 4 months | 8 / 30 |
| 5 months | 11 / 45 |
| 6 months and beyond | 14 / 60 |
- Covers all Employment Act employees including managers and executives; the S$2,600 threshold people cite only limits hours-of-work protections, not leave.
Source: Ministry of Manpower (Employment Act s.89). Checked July 2026.
Sources
Every figure on this page comes from the government source for its market.
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