Guides on SIL, vacation leave, sick leave, maternity, paternity, solo parent, VAWC, special leave for women, and leave credit computation.
Philippine leave programs mix statutory benefits and company policy. SIL, maternity, and several special leaves are created by law; VL and SL usually are not.
Read ArticleLeave credit math follows the company’s configured policy except where a statute fixes the benefit. Accrual, proration, rounding, and conversion should be written down.
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Leave pay depends on the leave type, whether it is paid, and the daily rate method the company uses. Statutory benefits and company benefits are not interchangeable.
Read ArticleExpanded maternity leave is a statutory benefit under RA 11210, not the old Labor Code duration. Payroll still has to coordinate leave dates, SSS benefit, and pay.
Read ArticleRA 8187 grants seven days of paternity leave with pay to qualified married male employees, subject to the statute’s coverage, notice, and documentation rules.
Read ArticleCovered employees who have rendered at least one year of service are generally entitled to five days of paid Service Incentive Leave, subject to statutory exceptions.
Read ArticleSick leave is commonly provided by company policy, not as a universal Labor Code mandate. Track it separately from SIL and apply the payroll rule your policy states.
Read ArticleQualified solo parents may be entitled to seven working days of parental leave each year, subject to RA 11861, the SPIC, and the applicable service requirement.
Read ArticleThe Magna Carta of Women provides a special leave benefit of two months with full pay for qualified women employees who undergo surgery for gynecological disorders.
Read ArticleVacation leave is usually a company or CBA benefit. If the company grants it, the policy controls accrual, approval, carry-over, and conversion.
Read ArticleRA 9262 provides up to ten days of paid leave for qualified employees. HR should record the leave with restricted access and without collecting unnecessary personal detail.
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