How to Tell Your Boss You are Pregnant in Singapore

Babyment

Note: This guide is for general information in the Singapore context and does not replace HR or legal advice. If you’re unsure, check your company handbook and speak to HR.

1) When should you tell your boss?

There’s no single “perfect” week to share the news. In Singapore, most parents choose a timing that balances privacy, safety, and planning.

A practical timing guide (what many working mums do)

• Common choice: after the first trimester (around 12–14 weeks) — once you’ve had an early check/scan and feel more confident sharing.
• Earlier is better if your job has physical or safety risks (e.g., heavy lifting, chemicals/fumes, long standing, overnight shifts) or if symptoms are affecting work (severe nausea, fatigue).
• Don’t wait until the last minute if you need schedule flexibility for antenatal appointments, or if you anticipate handover/training needs.

Singapore-specific “timing reality”: maternity leave notice rules

Even if you keep your pregnancy private early on, your employer will still need notice before you start maternity leave:

• Government-Paid Maternity Leave (GPML, 16 weeks): from 1 April 2025, you must inform your employer at least 4 weeks before starting your leave.
• Employment Act maternity leave (12 weeks): inform your employer as soon as possible, at least 1 week before starting your leave.

2) What to prepare before the conversation (a simple checklist)

Walking in with a plan helps your boss feel reassured — and helps you get the support you need.

• Your estimated due date (EDD) and current week of pregnancy.
• Likely appointment windows (e.g., key scans/check-ups) and how you’ll manage coverage.
• Your proposed work plan:
  • What can stay the same
  • What may need adjustment (e.g., heavy tasks, travel, late nights)
  • How you’ll keep performance steady
• A draft handover plan (even a 5-bullet outline is enough):
  • Top projects and deadlines
  • Key stakeholders and passwords/access (where applicable)
  • What to delegate vs. what you’ll finish before leave
  • Who can cover what
  • What “good” looks like while you’re away
• Documents (only when needed):
  • Many companies will later ask for a doctor’s note/certification or your GPML declaration and supporting documents when you confirm leave arrangements.

3) Who to tell first: boss or HR?

• Usually: tell your direct manager first (especially if your manager controls workload, roster, or performance expectations).
• Tell HR next if:
  • you need formal accommodations, flexible work arrangements, or shift changes
  • you want clarity on maternity leave, benefits, insurance coverage, or required forms
  • you’re concerned about confidentiality or fairness

4) The conversation structure (easy, calm, professional)

1. Open with the headline (clear and confident).
2. Share key facts: due month, any near-term needs (appointments, nausea, risk restrictions).
3. Reassure with a plan: how you’ll manage deadlines and handover.
4. Ask for what you need: time for appointments, temporary task adjustments, WFH if appropriate.
5. Close with next steps: agree when to inform HR/team and how to document the plan.

5) Ready-to-use scripts (Singapore workplace tone)

Script A: Simple and standard (most situations)

Hi [Boss Name], can I take 10 minutes for a quick update?

I’m pregnant, and my due date is around [Month]. I’m currently about [X] weeks along.
I’m sharing early so we can plan smoothly — I’ve started thinking about coverage and handover.

In the short term, I may have a few antenatal appointments, but I’ll keep you updated and plan work around them.
Could we align on the best way to manage timelines and when to inform HR?

Script B: When you need adjustments (fatigue, nausea, or job risks)

Hi [Boss Name], I wanted to let you know I’m pregnant (due around [Month]).

I’m still fully committed to my work, but I may need some temporary adjustments:
- [e.g., fewer late nights / reduced heavy lifting / less travel]
- flexibility for a few medical appointments

I’ve drafted a plan to keep projects on track and I’d like your guidance on what works best for the team.

Script C: If you’re on probation / new in the role

Hi [Boss Name], I’d like to share something personal but important for planning.
I’m pregnant, due around [Month].

I’m committed to meeting expectations and I want to manage this professionally.
I’ve prepared a plan for upcoming appointments and how I’ll maintain performance and timelines.
Could we discuss how to handle workload planning and HR processes?

Optional follow-up email (short and safe)

Subject: Follow-up on planning

Hi [Boss Name],
Thank you for taking the time today. As discussed, my due date is around [Month].
Next steps: [e.g., I’ll speak with HR / we’ll review workload by end of month / we’ll align on handover plan].

I’ll keep you updated as appointments and timelines firm up.
Thank you,
[Your Name]

6) What if you’re worried about unfair treatment?

In Singapore, if you have served your employer for at least 3 months, you have maternity protection against retrenchment and dismissal without sufficient cause during pregnancy, and employers have obligations regarding maternity benefits. If disputes arise, there are official avenues for assistance and claims.

• If there’s a maternity leave dispute or you feel wrongfully dismissed: you can file a claim with the Tripartite Alliance for Dispute Management (TADM).
• If it’s workplace discrimination (including pregnancy-related): the Tripartite Guidelines on Fair Employment Practices set expectations for fair, merit-based practices, and TAFEP provides guidance and support.

FAQ (Singapore) — How to tell your boss you’re pregnant