Leave Policy in the Philippines

Last updated: November 3, 2026

Overview and Legal Basis for Leave in the Philippines

Leave entitlements in the Philippines are shaped by a combination of statutory requirements and employer-defined policies. The legal framework establishes baseline protections that cover personal, family, and health-related time off, while individual companies may build upon these minimums through their own internal policies. Understanding the distinction between what the law mandates and what falls within employer discretion is essential for maintaining a compliant and balanced work environment.

For employers hiring in the Philippines, whether through an Employer of Record or other arrangements, familiarity with the country's leave regulations is a core component of effective workforce management. Navigating these rules accurately supports legal compliance and helps ensure that employment relationships are structured in a way that meets both regulatory expectations and the practical needs of a distributed team.

Philippine leave rights come from the Labor Code (Presidential Decree 442), which covers holiday pay (Article 94) and Service Incentive Leave (Article 95), together with special laws. These include RA 11210 (Expanded Maternity Leave Law), RA 8187 (Paternity Leave Act), RA 8972 as amended by RA 11861 (Solo Parents' Welfare Act), RA 9262 (Anti-VAWC Act) and RA 9710 (Magna Carta of Women). The Department of Labor and Employment (DOLE) administers the rules, and the Social Security System (SSS) reimburses employers for certain benefits. Official guidance: Department of Labor and Employment, Philippines. Official guidance: Department of Labor and Employment, Philippines.

Leave Policy at a Glance

The table below summarises the main statutory leave entitlements for employees in the Philippines. Contracts, collective agreements and company policy can provide more than these minimums.

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Annual Leave (Vacation)

Employees in the Philippines are entitled to a minimum of 5 days of Service Incentive Leave (SIL) per year after completing one year of service, under Article 95 of the Labor Code. This statutory leave can be used for vacation or sick purposes.

Many employers offer additional vacation leave by company policy, going beyond the statutory minimum. In the absence of a carryover policy, any unused leave must be compensated.

Public Holidays

Holiday Observance

• If a regular holiday falls on a Sunday, it will be observed on the following Monday.

• Regular holidays are paid non-working days.

• Special holidays are unpaid non-working days, but if worked, employees must be paid.

Holiday Pay Rates

• Work on regular holidays: Additional 100% of the daily rate for the first 8 hours and an additional 260% of the hourly rate for overtime.

• Work on special non-working holidays: 130% of the daily rate for the first 8 hours and an additional 195% of the hourly rate for overtime.

Religious Holidays

• Some religious holidays are determined by the lunar cycle and will be marked as 'Tentative' until confirmed closer to the date.

2026 Holidays in the Philippines

Sick Days

There is no legal obligation to offer paid or unpaid sick leave in the Philippines. Workers may use their annual leave days for illness. Many employers establish their own sickness policies that exceed statutory requirements.

SSS Sickness Benefit Eligibility:

• Employees must have contributed to the Social Security System (SSS) for at least 3 months within the previous 12 months.

• Eligible employees can claim 90% of their average daily salary if hospitalized for more than 3 days.

• Employers make the initial payment once the employee has exhausted their paid sick leave allowance.

• Employers are then reimbursed by the Social Security System.

Special Leave for Women (Gynecological Disorders):

• Available to female employees with at least six months of continuous service.

• Entitlement is two months of fully paid leave for treatment or surgery of gynecological disorders.

• A medical certificate must be submitted to qualify.

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Maternity Leave

• Female employees in the Philippines are entitled to 105 calendar days of paid maternity leave for live childbirth under RA 11210 (Expanded Maternity Leave Law), regardless of length of service.

• Eligibility for the maternity leave benefit is tied to SSS contributions: at least 3 monthly contributions in the 12 months before childbirth or miscarriage.

• Single mothers are entitled to an additional 15 days, for a total of 120 calendar days of maternity leave.

• Eligible employees receive a daily maternity leave benefit equal to 100% of their average daily salary.

• The employer makes the initial payment and is reimbursed by the SSS up to a maximum of $1,118 (PHP 70,000).

• Mothers have the option to take an additional 30 days of unpaid maternity leave.

• Employees must inform their employer of their pregnancy and expected due date at least 30 days before the intended leave date.

• A medical certificate must be provided to support the leave application.

Paternity Leave

• Under RA 8187, paternity leave applies to legally married fathers cohabiting with the mother, for up to the first four deliveries.

• Eligible fathers are entitled to 7 calendar days of paid paternity leave from the child's birth date.

• The employer makes the payment, which is reimbursed by the Social Security System.

• The mother can transfer up to 7 days of her paid maternity leave benefit to the child's father.

• This transfer can be made regardless of whether the parents are married or not.

Parental Leave

Single parents in the Philippines who have completed at least one year of service are entitled to 7 working days of paid parental leave each year to care for children under 18.

Solo Parent Leave

Under RA 8972, as amended by RA 11861 (Expanded Solo Parents Welfare Act), solo parents who have completed at least one year of service are entitled to 7 working days of paid parental leave per year. This leave supports solo parents in fulfilling caregiving responsibilities for children under 18, or for those with disabilities regardless of age. A Solo Parent Identification Card issued by the local government is required to qualify.

VAWC Leave

Under RA 9262 (Anti-Violence Against Women and Their Children Act), women employees who are victims of violence are entitled to 10 days of paid leave. This leave covers medical, legal, and other necessary actions related to the violence experienced. The leave is in addition to other paid leave entitlements and may be extended when necessary, as specified in a protection order. A certification from the appropriate authority (barangay, prosecutor, or court) is required to support the leave application.

Special Leave for Women

Under the Magna Carta of Women (RA 9710), female employees who have rendered at least six months of continuous service are entitled to a Special Leave Benefit of two months with full pay. This leave covers surgery for gynecological disorders. A medical certificate from a competent physician is required to qualify.

Bereavement leave

Employees in the Philippines are granted three days of bereavement leave when an immediate family member passes away. Immediate family members include a spouse, child, parent, grandparent, sibling, or in-laws.

Leave Policy Management in the Philippines with Gloroots

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Frequently Asked Questions About Leave Policy in the Philippines

How many days of annual leave are employees entitled to in the Philippines?

Employees who have completed one year of service are entitled to at least 5 days of Service Incentive Leave per year under Article 95 of the Labor Code.

Many employers give more vacation leave by policy. If there is no carryover policy, unused Service Incentive Leave days must be paid out.

What is the difference between regular and special holidays in the Philippines?

Regular holidays are paid non-working days. An employee who works on one earns an additional 100% of the daily rate, which is 200% in total.

Special non-working days are unpaid unless the employee works, in which case the daily rate is 130%.

Is sick leave mandatory in the Philippines?

No. There is no separate statutory sick leave, but employees can use their Service Incentive Leave for illness.

Employees who have at least 3 monthly SSS contributions in the previous 12 months may claim an SSS sickness benefit. Employers often provide additional sick leave by policy.

How long is maternity leave in the Philippines?

Under RA 11210, female employees are entitled to 105 calendar days of paid maternity leave for live childbirth, or 120 days for solo mothers. The benefit is 100% of average daily salary.

The employer advances the pay and is reimbursed by SSS. Mothers can also take 30 extra days of unpaid leave.

Who qualifies for paternity leave in the Philippines?

Married fathers who live with the mother are entitled to 7 calendar days of paid paternity leave for up to the first four deliveries under RA 8187.

A mother can also transfer up to 7 days of her own maternity leave to the child's father, whether or not they are married.

What is solo parent leave in the Philippines?

Solo parents with at least one year of service are entitled to 7 working days of paid parental leave each year, under RA 8972 as amended by RA 11861.

Employees need a Solo Parent ID issued by their local government.

What is VAWC leave in the Philippines?

Under RA 9262, women employees who are victims of violence are entitled to 10 days of paid leave for medical, legal and other necessary actions. It can be extended when a protection order says so.

The employee must provide certification from the barangay, prosecutor or court.