Annual Leave & Other Leave Policies in Philippines

Statutory Annual Paid Leave

Employees in the Philippines who have completed a full year of service are entitled to five days of paid leave per calendar year, known as Special Incentive Leave or Service Incentive Leave. This leave is designed to reward employees for their service and to provide them with an opportunity to rest and recharge. In addition to the annual paid leave, employees are also entitled to various other holidays. The Philippines recognizes 10 regular national holidays and eight special non-working holidays, with additional special holidays declared through Presidential Proclamations.

Understanding these leave entitlements is essential for both employers and employees to ensure that leave policies are implemented fairly and consistently. Employers should communicate these entitlements clearly to their employees and ensure that leave requests are processed in a timely manner.

Statutory Paid Sick Leave

Unlike some countries, the Philippines does not have a statutory provision for paid sick leave. Instead, employees can utilize their Service Incentive Leaves, which are five days per year. These leaves can be used for any purpose, including illness. Additionally, employees who have made at least three monthly contributions to the Social Security System (SSS) in the last 12 months can claim a sickness benefit. This benefit comprises 90% of their monthly salary once their other sick leave entitlements have been exhausted. This system ensures that employees have some form of financial support during periods of illness, even in the absence of statutory sick leave.

Statutory Maternity Leave

Maternity leave in the Philippines is quite generous compared to many other countries. Female employees are entitled to 105 days of maternity leave for normal & caesarean delivery, and 120 days for a solo parent. This leave is designed to allow new mothers sufficient time to recover from childbirth and bond with their newborns. Employees must inform their employers about the pregnancy and expected delivery date at least 30 days before going on maternity leave, supported by a medical certificate. Employers are prohibited from terminating employment or demoting employees due to maternity leave and must provide a supportive work environment.

Paternity, Solo Parent, and Special Leave

In addition to maternity leave, there are other types of leave available to support employees with family responsibilities:

• Paternity Leave: Male employees are entitled to a maximum of seven working days of paternity leave when their spouse delivers a child or suffers a miscarriage. This leave is intended to support new fathers in caring for their newborns and assisting their spouses.
• Solo Parent Leave: Solo parents are granted parental leave for up to seven working days. This leave is intended to support single parents in balancing their work and family responsibilities.
• Special Leave for Women: Women are entitled to up to two months of special leave after surgery due to gynaecological disorders. Additionally, victims of violence against women and children are entitled to up to 10 days of paid leave. These leaves ensure that women have the necessary time to recover from medical procedures and trauma.

Rest Day Entitlement

Employees in the Philippines are entitled to a rest period of not less than 24 consecutive hours after every six consecutive normal working days. This entitlement ensures that employees have adequate time to rest and recuperate, which is essential for maintaining productivity and overall well-being.

Public Holidays in the Philippines

In 2025, the public holidays in the Philippines are as follows:

Regular Holidays:

Special (Non-Working) Holidays:

Please note that all the information listed below are to be used as a general guideline. For more detailed accounts of Philippines employment laws and regulations, please visit the official governmental websites.

Updated on: February 2025