The Philippines, with its fast-growing economy, strong BPO sector, and expanding tech and services industries, is a major hub for global employers. Hiring in the Philippines requires compliance with the Labor Code of the Philippines and related laws that strongly protect workers’ rights.
The leave policy in the Philippines outlines employee entitlements across vacation leave, maternity, paternity, parental, sick leave, public holidays, and other special categories. Employers must comply with these statutory provisions to avoid disputes and ensure fair treatment.
This guide provides a detailed breakdown of leave entitlements in the Philippines for 2025.
Table of Contents
- Adoption Leave in the Philippines
- Earned Leave (Annual Paid Leave) in the Philippines
- Maternity Leave in the Philippines
- Parental Leave in the Philippines
- Paternity Leave in the Philippines
- Public Holidays in the Philippines
- Sick Leave Policy in the Philippines
- Casual Leave in the Philippines
- Unpaid Leave in the Philippines
- Other Special Leave Types in the Philippines
- Digital Leave Management in the Philippines with Asanify AI
- FAQs on Leave Policy in the Philippines
Adoption Leave in the Philippines
The Labor Code of the Philippines and the Expanded Maternity Leave Law (RA 11210) regulate adoption leave in the Philippines, giving adoptive parents time to bond with their child and adjust to family responsibilities.
- Duration: Female employees who legally adopt a child under seven (7) years old receive 60 days of adoption leave with full pay.
- Special cases: The benefit applies specifically to female employees. Although reforms have been proposed to extend this to all adoptive parents, the current law limits coverage to women.
- Multiple adoptions: The entitlement remains at 60 days regardless of the number of children adopted at the same time.
Employers are obligated to grant this leave without discrimination. Employees must provide the official adoption order and notify their employers in advance. Employers then process the required payroll adjustments to ensure correct payment during the leave period.
Earned Leave (Annual Paid Leave) in the Philippines
The Philippines does not mandate general paid annual leave, but employees are entitled to Service Incentive Leave (SIL).
- Employees with at least one year of service are entitled to 5 days of paid SIL annually.
- Employers may voluntarily provide vacation leave benefits beyond this minimum, often 10–15 days in private companies.
- Unused SIL can be converted to cash at year-end.
Employers must ensure proper Payroll processing to account for SIL and additional company-provided leave.
Suggested Read: Employer of Record China: A Comprehensive Guide
Maternity Leave in the Philippines
Maternity leave in the Philippines is governed by the 105-Day Expanded Maternity Leave Law (RA 11210).
| Feature | Details |
| Standard duration | 105 days for live childbirth (normal or caesarean) |
| Extended leave | Additional 15 days for solo mothers (total 120 days) |
| Miscarriage/termination | 60 days |
| Payment | 100% salary, reimbursed by Social Security System (SSS) |
| Protections | Employers cannot terminate employees during maternity leave |
Parental Leave in the Philippines
Parental leave includes provisions for solo parents and employees with caregiving responsibilities.
- Solo Parent Leave: 7 days of additional paid leave per year under the Solo Parents’ Welfare Act.
- Parental Leave for Women in Government Service: 7 days annually for government employees.
Paternity Leave in the Philippines
Paternity leave supports fathers or partners in early childcare.
| Feature | Details |
| Duration | 7 days for the first 4 deliveries (legitimate spouse) |
| Payment | Full pay by the employer |
| Conditions | Applies only to married male employees |
Public Holidays in the Philippines
The Philippines observes 18 public holidays annually, divided into regular holidays and special (non-working) days.
| Holiday | Date |
| New Year’s Day | 1 January |
| Maundy Thursday | Movable |
| Good Friday | Movable |
| Araw ng Kagitingan | 9 April |
| Labor Day | 1 May |
| Independence Day | 12 June |
| National Heroes Day | Last Monday of August |
| Bonifacio Day | 30 November |
| Christmas Day | 25 December |
| Rizal Day | 30 December |
Other special non-working days (e.g., Chinese New Year, All Souls’ Day) are announced yearly by the government.
Sick Leave Policy in the Philippines
Sick leave is not mandated under the Labor Code, but many employers grant it as a company benefit.
- Government employees receive 15 days of sick leave per year.
- Private companies often provide 5–15 days of sick leave, depending on policy.
- Employees may also use SSS Sickness Benefits, providing daily cash allowances after 4 consecutive days of illness, up to 120 days per year.
Casual Leave in the Philippines
Casual leave is not a statutory category, but many employers provide short-term leave benefits for:
- Family responsibilities
- Personal emergencies
- Education or training
These are often company-specific entitlements.
Unpaid Leave in the Philippines
Employees may request unpaid leave with employer approval.
- Common for family emergencies, extended sickness, or caregiving.
- Employment contract and company policies determine terms.
Other Special Leave Types in the Philippines
- Special Leave for Women (RA 9710): 2 months with full pay for gynecological disorders.
- Magna Carta for Women Leave: Special entitlements for female employees in both public and private sectors.
- Union/Political Leave: Time off for union officials or civic duties.
Suggested Read: Understanding Labour Laws in the Philippines: A 2025 Guide
Digital Leave Management in the Philippines with Asanify AI
Managing leave in the Philippines manually can quickly become overwhelming due to overlapping provisions under the Labor Code, SSS reimbursements, and company-level policies. Errors in Payroll processing or miscalculations of Service Incentive Leave (SIL), maternity benefits, or sickness reimbursements not only cause employee dissatisfaction but also expose companies to compliance risks. This is where Asanify AI transforms the process with automation designed for global and Philippine workforces.
Here’s how Asanify simplifies leave management in the Philippines:
- Real-time visibility of employee leave balances, ensuring clarity for both managers and staff.
- Slack and mobile-based approvals, eliminating delays caused by manual email requests.
- Integrated Payroll processing to handle SIL, maternity reimbursements, and SSS sickness benefits with accuracy.
- Audit-ready reports aligned with Philippine labor laws and DOLE regulations, minimizing compliance risks.
- Policy automation for complex leave types such as maternity, paternity, and special leaves under the Magna Carta for Women, reducing guesswork.
With Asanify, employers hiring in the Philippines can stay compliant with strict regulations while offering employees a seamless, transparent experience. Drawing from expertise in EOR in Philippines and proven success with Employer of Record Services Philippines, Asanify applies the same compliance precision globally. Its platform also supports Global Contractor Management, enabling businesses to manage both employees and contractors across multiple regions under one unified system.
FAQs
Employees receive 5 days of paid Service Incentive Leave after 1 year of service. Many companies provide additional vacation days.
Maternity leave lasts 105 days, with solo mothers entitled to 120 days.
Married male employees are entitled to 7 days of paternity leave for the first 4 deliveries.
The Philippines observes 18 holidays: 12 regular and 6 special (non-working) days.
Yes, government workers get 15 days annually; private company policies vary, and SSS provides sickness benefits.
Yes, but unpaid leave requires employer approval and is typically case-based.
Yes, adoptive mothers receive 60 days of adoption leave with pay.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
