Leave Policies in The Philippines

Mandatory Leave Policies in The Philippines

The annual leave entitlement in the Philippines is referred to as Service Incentive Leave (SIL). Employees who have rendered at least one year of service are entitled to five days of paid SIL per year. These five days can be used for vacation or sick leave purposes. Public holidays are separate from SIL and are not included within these days.

Additionally, the Philippines observes several types of leave, each with specific durations and mandates. Below is a summary:

Public Holidays in The Philippines

The employees in the Philippines obtain 18 public holidays per year. The Philippines has the following national holidays in 2025:

Types of Leave in The Philippines

Sick Leave

While Philippine labor law does not mandate a specific number of sick leave days, employees can utilize their Service Incentive Leave (SIL) for sickness which provides five days of paid vacation, applicable for either vacation or sick leave. Reimbursement may be possible through the Social Security System (SSS) sickness benefit. Employers often provide additional sick leave benefits beyond the mandated SIL. Employees typically need to present a medical certificate for extended absences.

Paid Time Off

Full-time employees in the Philippines are eligible for a minimum of five days of paid annual leave after completing one year of service. It is common to offer employees 15 days of leave. Unused holidays is often compensated at the year-end. Part-time employees do not have leave entitlements.

Maternity Leave

Maternity leave is initially granted for 105 days with full pay, applicable to live childbirth, miscarriage, or emergency termination of pregnancy. Solo parents are entitled to an additional 15 days of fully paid leave. Employees may extend the leave for an additional 30 days, but this extended period will be unpaid unless covered by company policy or other arrangements

Paternity Leave

Fathers are eligible for a fully paid paternity leave of up to seven days, for the first four deliveries of their legitimate spouse.

Parental Leave

There are no legal provisions for additional parental leave beyond maternity and paternity leave. However, solo parents are eligible to seven days off per year to fulfill their parental duties.

Rehabilitation Leave

Employees in the Philippines receive rehabilitation leave due to work-related disabilities. The medical authority recommends the duration, frequency, and conditions for taking this leave.

Special Leave For Women

Female employees with at least six months of continuous service in the last year are eligible for two months of fully paid leave following gynecological surgery.

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Best Practices for Implementing Leave Policies in The Philippines

 
• Compliance with Legal Requirements: Ensure that all mandatory leave entitlements are provided in accordance with Philippine labor laws.
 
• Clear Communication: Develop and disseminate a leave policy that outlines the types of leave available, eligibility, and application procedures.
 
• Flexibility and Support: Consider offering additional leave benefits such as bereavement leave or mental health days to promote employee well-being.
 
• Regular Policy Review: Periodically update leave policies to ensure compliance with changes in labor laws.

Providing Leave Benefits in The Philippines With an EOR

A competitive compensation package is critical to attract and retain the best talent, but every country different regulations, customs and expectations. That’s the advantage of using a trusted Employer of Record like Playroll to manage benefits for your global team. They can:

• ‍Handle the benefits admin: Playroll ensures compliant contracts with built-in statutory checks. Add region-specific premium benefits, while we handle administration and employee claims. Manage leave, expenses, and more – all in one easy dashboard.
• ‍Run global payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• ‍Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.