Final Answer:
Maternity leave is applicable to female employees, irrespective of whether they fall under the Employment Act (EA) or the Child Development Co-Savings Act (CDCA).
Step-by-step explanation:
Maternity leave is a statutory benefit designed to support female employees during pregnancy and childbirth, recognizing the need for physical recovery and bonding with the newborn. The eligibility for maternity leave is not contingent on whether the employment falls under the Employment Act (EA) or the Child Development Co-Savings Act (CDCA). It applies universally to female employees in Singapore, regardless of the specific employment legislation governing their workplace.
The Employment Act provides a statutory framework for the employment terms and conditions of certain employees, while the Child Development Co-Savings Act governs leave arrangements for parents in Singapore. Maternity leave is a common provision under both acts, and it typically grants female employees a certain number of weeks of leave with full or partial pay. The goal is to ensure the well-being of both the mother and the newborn during the critical postnatal period.
Regardless of the legislative framework governing an employment arrangement, the provision of maternity leave is a fundamental aspect of employment law in Singapore, emphasizing the importance of supporting female employees during a significant life event. The universality of maternity leave underscores the commitment to gender equality and the recognition of the unique needs associated with childbirth and early parenthood.