Leave Policy in the Philippines – An Overview

Welcome to our detailed exploration of the leave policy in the Philippines. The beautiful Southeast Asian nation is known for its specific provisions for employee leaves. Are you planning to expand your global team? You must understand these leave policies to ensure compliance and maintain a harmonious workplace. In the Philippines, employers must provide employees with service incentive leave. In addition, we will highlight many more to explore in our blog.

Want to understand employment regulations better? Read our blog on Employment Laws in the Philippines

What Are the Public Holidays in the Philippines for 2026?

Here’s the official list of regular and special non-working holidays in the Philippines for 2026, based on the government calendar.

• Regular holidays: According to the leave policy in the Philippines, traditional holiday employees get off days with total wages. If employees work on holidays, they get double their wages.
• Special holiday: During special holidays, employees are entitled to non-paid leave. If employees work, they will receive 30% extra pay. To budget correctly for holiday premium rates, statutory leave payouts, and employer contributions, explore our comprehensive guide on payroll services in the Philippines.

Types of Leave in the Philippines (2026 Guide)

Holiday	Date & Day (2026)
New Year’s Day	January 1, Thursday
Maundy Thursday	April 2, Thursday
Good Friday	April 3, Friday
Araw ng Kagitingan	April 9, Thursday
Labor Day	May 1, Friday
Independence Day	June 12, Friday
National Heroes Day	August 31, Monday (Last Monday of August)
Bonifacio Day	November 30, Monday
Christmas Day	December 25, Friday
Rizal Day	December 30, Wednesday

Special holidays for 2026:

Date (2026)	Holiday
August 21, Friday	Ninoy Aquino Day
November 1, Sunday	All Saints’ Day
December 8, Tuesday	Feast of the Immaculate Conception of Mary
December 31, Thursday	Last Day of the Year

What are the different types of leaves in the Philippines?

The labor law outlines different kinds of leaves in the Philippines. Here’s a breakdown of the most common ones:

1. Annual Leave

• Entitlement:
  In the Philippines, the Labor Code does not mandate traditional annual or vacation leave for private-sector employees. Instead, it provides for a Service Incentive Leave (SIL). Employees who have rendered at least one year of service are entitled to five days of paid SIL per year.
  However, it is common practice for private companies to go beyond the minimum requirement by offering annual/vacation leave as part of their benefits package. This is typically detailed in company policies or collective bargaining agreements.

• Duration:
  The length of annual leave often depends on company policy, the employee’s role, and tenure. Common ranges include:

  • 5 days (minimum, per SIL requirement after 1 year)

  • 10 to 15 days of paid annual leave is common in many private companies

  • Some companies offer additional leave days for every year of service or based on employee level (e.g., managerial or senior positions)

• Other Notes:

  • Annual leave is usually non-cumulative, meaning unused days may not carry over unless the company policy allows.

  • Some companies allow employees to convert unused leave into cash, subject to internal policies and tax rules.

  • Government employees follow a different leave structure and are typically granted 15 days of vacation leave and 15 days of sick leave annually.

2. Sick Leave

• Entitlement:
  The Labor Code of the Philippines does not specifically mandate sick leave for private sector employees. However, many companies voluntarily provide paid sick leave as part of their employment benefits. This is typically outlined in the company’s internal policies or collective bargaining agreements.
  Employees can also utilize their Service Incentive Leave (SIL)—which grants 5 paid days off annually after one year of service—for sickness if no specific sick leave is provided.

• Duration:
  The amount of paid sick leave offered varies by employer, but common practices include:

  • 5 to 15 days of paid sick leave per year

  • Additional unpaid sick leave may be granted with proper documentation

  • Some companies allow unused sick leave to be carried over or converted to cash, depending on policy

• SSS Sickness Benefit (Government Provision):

  • If an employee has used all available paid leave, they may still be eligible for benefits under the Social Security System (SSS).

  • Employees who have made at least 3 monthly SSS contributions within the last 12 months prior to sickness can qualify.

  • The SSS sickness benefit pays 90% of the employee’s daily salary for up to 120 days per year.

  • The employer initially advances the payment to the employee, and then SSS reimburses the employer.

• Requirements for SSS Sickness Benefit:

  • Proper notification to the employer and SSS

  • Medical certificate or hospital records confirming the illness or confinement

  • Form submissions such as SSS Sickness Notification and Reimbursement Forms

• Important Notes:

  • The benefit does not apply to minor illnesses (e.g., colds, mild flu) unless they result in hospitalization or quarantine.

  • This provision is particularly relevant during prolonged illnesses, hospitalization, or public health crises (e.g., pandemics).

3. Maternity Leave

• Entitlement:
  Under the Expanded Maternity Leave Law (Republic Act No. 11210), all female employees in both public and private sectors are entitled to maternity leave benefits, regardless of civil status or the legitimacy of the child. The law ensures adequate recovery time for the mother and bonding time with the newborn.

• Duration:

  • 105 days of fully paid maternity leave, regardless of whether the childbirth is via normal delivery or cesarean section.

  • An additional 15 days is granted for solo mothers, as defined by RA 8972 (Solo Parents’ Welfare Act), totaling 120 days.

  • In cases of miscarriage or emergency termination of pregnancy, the female employee is entitled to 60 days of paid maternity leave.

  • The benefit is applicable regardless of the number of pregnancies or the frequency of childbirth.

• Allocable Leave:

  • The mother may voluntarily transfer 7 days of her maternity leave to the child’s father, regardless of whether they are married, as long as he is employed (this is called Paternity Leave Allocation).

  • If the father is unavailable or deceased, the 7-day allocation may be transferred to an alternate caregiver, such as a relative within the fourth civil degree or even the current partner.

• SSS Maternity Benefit:

  • Paid by the Social Security System (SSS), not the employer, provided the employee has paid at least 3 monthly contributions in the 12-month period immediately before the semester of childbirth or miscarriage.

4. Paternity Leave

• Entitlement:
  Governed by the Paternity Leave Act of 1996 (RA 8187), this leave is for married male employees in the private and public sectors whose legal wife has delivered or suffered a miscarriage.

• Duration:

  • 7 days of paid leave for each pregnancy of the legitimate spouse, applicable to the first four deliveries only (including miscarriage).

• Conditions:

  • The male employee must be legally married to the pregnant spouse.

  • He must be cohabiting with his wife at the time of delivery or miscarriage.

  • Leave must be availed of within a reasonable period, usually within the first few days or weeks following the delivery.

• Note:
  This leave is separate from any additional leave that may be granted through company policy or the 7-day allocation from the mother’s maternity leave (under RA 11210).

5. Parental leave for solo parents

Entitlement: The Solo Parents’ Welfare Act of 2000 (Republic Act No. 8972) offers additional leave for solo parents.
Duration: Qualified solo parents receive an additional 7 days of leave under the Philippines’ leave policy.

6. Special leave for women

Entitlement: The Magna Carta of Women (Republic Act No. 9710) provides special leave for female employees.
Duration: Women who have undergone critical surgery receive two months of leave with full pay.

7. Service incentive leave

Entitlement: According to the Philippine Labor Code, employees are entitled to Service Incentive Leave.
Duration: Employees who have rendered at least 1 year of service receive 5 days of full-paid incentive leave under the leave policy in the Philippines.

8. Bereavement Leave in the Philippines

• Entitlement: Bereavement leave is not required under the Philippine Labor Code. Nevertheless, numerous employers provide it to support employees during times of loss. The availability and specifics of this leave depend on individual company policies or collective bargaining agreements.

• Duration: The length of bereavement leave varies by employer. Common practices include:

  • 3 to 5 days of paid leave for immediate family members (e.g., spouse, parent, child, sibling).

  • 1 to 2 days for extended family members (e.g., grandparents, in-laws).

  • Some companies may offer up to 7 days of paid leave, depending on their policies.

• Legislative Developments: While bereavement leave isn’t currently mandated, there have been legislative efforts to formalize it:

  • House Bill No. 4340 proposes a 7-day paid bereavement leave for employees in both public and private sectors, covering the death of immediate family members.

  • In the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM), Parliament Bill No. 281 seeks to grant employees 5 days of paid bereavement leave upon the death of an immediate family member.​

• Recommendations for Employees:

  • Review Company Policies: Check your employment contract or employee handbook to understand your company’s bereavement leave provisions.

  • Consult HR: If unclear, discuss available leave options with your Human Resources department.

  • Documentation: Be prepared to provide necessary documents, such as a death certificate, when applying for bereavement leave.​

9. Emergency or calamity leave

Entitlement: Some companies provide leave during natural disasters or emergencies, although this depends on the company’s decision.

Employers in the Philippines must adhere to these leave policies stipulated by the labor law and ensure that their company policies align with legal requirements. The implementation of these leave policies should be communicated to all employees.

Note: Leave provisions may vary depending on company policy, employment type, or collective bargaining agreement.

Also Read: Work culture in the Philippines – Learn the facts

Implementation and compliance with Global Squirrels

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It’s one of the leading platforms that assist with remote hiring and payroll management, including compensation and benefits management, leave management, and compliance with international laws.

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Conclusion

The leave policy in the Philippines includes paid and unpaid leave types like SIL, maternity, paternity, solo parent leave, and more. Understanding the leave policy in the Philippines is essential for both employers and employees to ensure compliance with labor laws and promote a balanced work-life environment. While some leaves are mandated by law, others depend on company policy.

As the Philippines continues to evolve its labor laws, staying informed about these changes is crucial for everyone in the workforce.

FAQ’s

1. What is the standard leave policy in the Philippines?

The standard leave policy in the Philippines for private-sector employees is the Service Incentive Leave, which gives qualified employees 5 days of paid leave per year after completing at least one year of service with the employer. This leave may be used for vacation, sickness, personal matters, or other approved absences. Some companies also provide additional vacation leave, sick leave, emergency leave, or bereavement leave as part of their internal employee benefits policy.

2. How many leaves are allowed for government employees in the Philippines?

Government employees in the Philippines generally receive 15 days of vacation leave and 15 days of sick leave annually with full pay, excluding Saturdays, Sundays, and public holidays. They may also qualify for other leave benefits such as maternity leave, paternity leave, solo parent leave, special privilege leave, and agency-approved wellness leave. The Civil Service Commission has also authorized government agencies to grant up to 5 days of wellness leave, subject to agency discretion.

3. Can an employer deny leave in the Philippines?

Yes, an employer may deny or reschedule a leave request in the Philippines if the employee is not yet qualified, has no available leave credits, failed to follow company leave procedures, or if business operations require staffing support. However, employers should not deny statutory leave benefits when the employee is legally qualified, such as service incentive leave, maternity leave, paternity leave, solo parent leave, or VAWC leave. Service incentive leave is a Labor Code benefit for qualified employees who have completed at least one year of service.

4. Is leave of absence paid in the Philippines?

A leave of absence in the Philippines may be paid or unpaid, depending on the type of leave and the employee’s available leave credits. Statutory leaves such as service incentive leave, maternity leave, paternity leave, VAWC leave, and special leave for women are paid when the employee meets the legal requirements. If the employee has no leave credits or requests leave beyond the paid entitlement, the absence may be treated as unpaid leave, depending on company policy.

5. How many types of leave are there in the Philippines?

There are 9 common types of leave in the Philippines that employers and employees should know:

1. Service incentive leave: 5 days of paid leave per year for qualified private-sector employees.
2. Vacation leave: Usually provided by company policy, often beyond the statutory minimum.
3. Sick leave: Usually provided by company policy unless covered under service incentive leave.
4. Maternity leave: 105 days with full pay, with an option to extend for 30 days without pay.
5. Paternity leave: 7 days with full pay for qualified married male employees.
6. Solo parent leave: 7 working days per year for qualified solo parents.
7. Special leave for women: Up to 2 months with full pay after surgery caused by gynecological disorders.
8. VAWC leave: Up to 10 days of paid leave for victims covered under the Anti-Violence Against Women and Their Children Act.
9. Bereavement leave: Usually provided by company policy, since it is not a mandatory private-sector leave under the Labor Code.

6. How many days of annual leave do employees get in the Philippines?

Private-sector employees in the Philippines are legally entitled to 5 days of paid service incentive leave per year after completing at least one year of service. This is often treated as the minimum annual leave entitlement. Many employers offer more generous vacation and sick leave benefits, but anything beyond the statutory 5 days depends on the employment contract, company handbook, or company policy.

7. How many public holidays are observed in the Philippines?

In 2026, the Philippines observes 20 nationwide non-working public holidays, made up of 12 regular holidays and 8 special non-working days. There is also 1 special working day, and additional local holidays may apply depending on the city, province, or municipality. Proclamation No. 1006 listed the regular holidays and special days for 2026, while separate proclamations later declared Eid’l Fitr and Eid’l Adha as regular holidays.

8. What is the standard workweek in the Philippines?

The standard work arrangement in the Philippines is generally based on 8 hours of work per day. Employers must also provide employees with at least 24 consecutive hours of rest after every 6 consecutive normal workdays, which commonly results in a 6-day or 5-day workweek depending on the employer’s schedule.

9. What is the maternity and paternity leave policy in the Philippines?

The maternity leave policy in the Philippines provides 105 days of paid maternity leave for qualified female workers, with an option to extend for another 30 days without pay. Solo mothers may receive an additional 15 days with full pay. For paternity leave, qualified married male employees are entitled to 7 days of paid leave for the first four deliveries of their lawful spouse with whom they are cohabiting.

10. What is the termination and severance policy in the Philippines?

In the Philippines, employment cannot be terminated without a valid legal ground. Employers must follow due process and may terminate employees only for just causes or authorized causes. Separation pay is generally required for authorized causes such as redundancy, retrenchment, business closure not due to serious losses, or disease. Depending on the reason for termination, separation pay may be equal to one month’s pay or one-half month’s pay per year of service, whichever is higher, or one month’s pay per year of service in cases such as redundancy or installation of labor-saving devices.

11. What is bereavement leave in the Philippines?

Bereavement leave in the Philippines is time off given to an employee after the death of an immediate family member, such as a spouse, parent, child, or sibling. It allows the employee to grieve, attend funeral arrangements, and handle family responsibilities. However, bereavement leave is generally not a mandatory statutory leave under the Philippine Labor Code for private-sector employees. It is usually provided through company policy, employment contracts, collective bargaining agreements, or employee handbooks.

12. Is bereavement leave paid or unpaid?

Bereavement leave in the Philippines may be paid or unpaid, depending on the employer’s policy. Since bereavement leave is not generally required by the Labor Code, companies decide whether to offer it as a paid benefit, unpaid leave, or part of other available leave credits. Many employers provide paid bereavement leave as an employee support benefit, but the exact rules should be clearly stated in the company handbook or employment contract.

13. How many days is normal for bereavement leave?

A normal bereavement leave policy in the Philippines is usually 3 to 5 days for the death of an immediate family member. Some employers may offer fewer or more days depending on the relationship to the deceased, company policy, travel needs, or collective bargaining agreements. Since there is no general mandatory bereavement leave requirement under the Philippine Labor Code, the number of days depends on the employer’s internal policy.