Different Types of Employee Leaves in the Philippines
Leave credits are part of the compensation package once an individual is already a regular employee. Listed below are the updated leave credits mandated by the Labor Law in the Philippines.
government-mandated leave credits
Service Incentive Leaves
An employee who has rendered at least one year of service shall be entitled to a yearly SIL of 5 days with pay. The following employees are excluded from entitlement to SIL under the Labor Code, but may be entitled to the same or similar benefits if so provided under other laws, or collective bargaining agreement or employment contract:
1. Managerial employees as defined in Book Three of the Labor Code
2. Those who are already enjoying the benefit herein provided
3. Those enjoying vacation leave with pay of at least 5 days
4. Those employed in establishments employ less than 10 employees
Maternity Leave
The Expanded Maternity Leave under R.A. No. 11210 is an act increasing the maternity leave period to one hundred and five (105) calendar days for female workers with pay and an option to extend for an additional thirty (30) days without pay. This also grants an extension of fifteen (15) days for solo mothers and other purposes. Click the button below for more details.
Paternity Leave
The RA 8187 or the Paternity Leave Act of 1996 grants 7 days paternity leave to the father of the child if he is married to the female worker.
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Married Father - He can enjoy 7 days paternity leave and 7 days leave under RA 11210, a total of 14 days.
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Unmarried Father - He can enjoy 7 days paternity leave.
Parental Leave for Solo Parents
Parental leave for solo parents is provided for under Republic Act No. 8972 and granted to any solo parent or individual who is left alone with the responsibility of parenthood.
Leave for Victims of Violence Against Women and Their Children under RA No. 9262
Women employees who are victims as defined in Republic Act No. 9262 shall be entitled to a leave of up to ten (10) days with full pay. The said leave shall be extended when the need arises, as specified in the protection order issued by the barangay or the court. The leave benefit shall cover the days that the woman employee has to attend to medical and legal concerns.
To be entitled to the leave benefit, the only requirement is for the victim-employee to present to her employer a certification from the barangay chairman (Punong Barangay) or barangay councilor (barangay kagawad) or prosecutor or the Clerk of Court, as the case may be, that an action relative to the matter is pending.
The usage of the ten-day leave shall be at the option of the woman employee. In the event that the leave benefit is not availed of, it shall not be converted into cash and shall not be cumulative.
Special Leave Benefits for Women under RA No. 9710 or “The Magna Carta of Women Act”
Any female employee, regardless of age and civil status shall be entitled to a special leave of two (2) months with full pay based on her gross monthly compensation subject to existing laws, rules, and regulations due to surgery caused by gynecological disorders under such terms and conditions:
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She has rendered at least six (6) months continuous aggregate employment service for the last twelve (12) months prior to surgery;
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In the event that extended leave is necessary, the female employee may use her earned leave credits;
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This special leave shall be non-cumulative and nonconvertible to cash.
