Philippines Leave Laws and Holidays

Employees are entitled to 5 days of annual leave after completing one year of service with the employer.

Employees are typically required to give a 2-week notice prior to taking their annual leave, though this can vary depending on company policy.

Annual leave requires approval from the employer, which should be obtained before scheduling the leave.

Additional annual leave days are not standard and depend on specific company policies or employment contracts.

Annual leave is accrued on a yearly basis, beginning from the date of hire, and is available after completion of one year of service.

Carrying over of annual leave to the next year depends on company policy; some companies might not allow carryover, while others may have specific limits.

Unused annual leave is paid out upon termination of employment.

Payout of unused annual leave at the end of the year is not mandatory and depends on the employer's leave policy.

Additional rules regarding annual leave are at the discretion of the employer and should be outlined in the employment contract or employee handbook.

Employees are entitled to at least five days of vacation leave annually after one year of service.

Employees are encouraged to provide advance notice of their intention to take vacation leave to ensure proper scheduling and coverage within the company.

Vacation leave must be approved by the employer, typically based on work requirements and the scheduling needs of the employer.

Additional vacation leave may be granted at the discretion of the employer and is often outlined in the employee handbook or employment contract.

Vacation leave is accrued annually and may be subject to a waiting period of one year from the date of hire before it can be used.

Some vacation leave may be carried over into the next year, but this is typically subject to limitations such as a cap on the total number of days that can be carried over.

Unused vacation leave is usually paid out upon termination of employment.

Unused vacation leave is not generally paid out at the end of the year unless employment is terminated.

Taking vacation leave may require coordination with management to ensure that business operations are not adversely affected.

Employees are entitled to 3 days of bereavement leave upon the death of an immediate family member.

Employees should inform their employer about the leave as soon as possible, ideally before the leave starts.

Bereavement leave is generally granted without needing prior approval, but notification is necessary.

Additional bereavement leave is not usually available beyond the stipulated 3 days.

Bereavement leave does not require an accrual period and is available immediately upon employment.

Bereavement leave is intended for immediate use for a specific event and cannot be carried over.

Unused bereavement leave is not paid out upon termination.

There is no end-of-year payout for unused bereavement leave.

Bereavement leave applies to the death of immediate family members only.

Emergency leave is typically granted at the discretion of the employer and may vary in duration according to company policy.

In cases of emergency, employees are expected to notify their employer as soon as feasibly possible.

Emergency leave usually requires approval from the employer, and in some cases, evidence of the emergency may be requested.

Additional emergency leave is at the discretion of the employer, depending on the circumstances and company policy.

Emergency leave does not follow a standard accrual system as it is intended for unforeseen circumstances.

Carry over of emergency leave is not applicable as it is granted based on specific emergency situations.

There is no payout for unused emergency leave upon termination as it is intended for immediate use during emergencies.

Unused emergency leave is not paid out at the end of the year as it must be used in the event of an emergency.

Emergency leave is often granted for situations involving immediate family members, though specific terms can vary by employer.

Fathers are entitled to 7 days of paid paternity leave for the birth of each child.

Fathers should notify their employer as soon as possible once the expected delivery date is known.

Paternity leave requires approval, and employees must provide proof of the birth of the child.

There is no provision for additional paternity leave beyond the 7 days granted by law.

Paternity leave is granted per childbirth and does not accrue over time.

There is no carry over for paternity leave; it must be used shortly after the birth of the child.

Paternity leave cannot be carried over or paid out upon termination as it is specific to the event of childbirth.

There is no end of year payout for unused paternity leave.

Paternity leave is only granted for the birth of legitimate children, as defined by Philippine law.

Solo parents are entitled to 7 days of leave annually, provided they have rendered at least one year of service.

Employees should provide reasonable notice and submit supporting documents to avail of solo parent leave.

Approval from the employer is required, and solo parent status must be verified.

The law does not provide provisions for additional solo parent leave beyond the 7 days per year.

Solo parent leave entitlement accrues annually and is based on a continuous service of at least one year.

Unused solo parent leave cannot be carried over to the next year.

There is no payout for unused solo parent leave upon termination of employment.

Unused solo parent leave is not paid out at the end of the year.

Employees must present a valid Solo Parent ID issued by the DSWD to qualify for this leave.

Eligible employees are entitled to 7 days of parental leave each year to attend to personal or family needs.

Employees should provide reasonable notice and the reason for taking parental leave, subject to employer's approval.

Parental leave requires employer approval, which may depend on the reason for the leave and the business needs at the time.

Additional parental leave is not standard and would depend on the employer's leave policy.

Parental leave is granted as an annual entitlement and does not accrue over time.

The carryover of unused parental leave is subject to the employer's leave policy.

Unused parental leave is generally not paid out upon termination, though this may vary based on company policy.

There is typically no payout for unused parental leave at the end of the year, dependent on company policy.

Employers may require proof or detailed explanation regarding the need for parental leave, particularly for planned absences.

Victims of violence against women and their children are entitled to 10 days of special leave, which may be extended when necessary.

Employers should be notified as soon as possible, with appropriate documentation provided, such as a protection order or a medical certificate.

Approval for VAWC leave requires submission of relevant documentation to support the leave request.

Additional leave may be granted depending on the severity of the situation and the specific needs of the employee, as assessed by the employer.

VAWC leave is granted per occurrence of violence and does not follow a standard accrual system.

Carry over of unused VAWC leave is not applicable as the leave is intended for use specifically during the period of dealing with the incident.

Unused VAWC leave is not paid out upon termination as it is granted based on specific incidents.

There is no end of year payout for unused VAWC leave as it is contingent upon the occurrence of qualifying events.

Requests for VAWC leave must be handled with strict confidentiality to protect the privacy and safety of the affected individual.

Rehabilitation leave is granted based on medical advice and the specific needs of the employee’s rehabilitation program.

Notice should be given as recommended by a healthcare or rehabilitation professional, along with appropriate documentation.

Approval for rehabilitation leave requires a medical recommendation and may depend on the employer’s assessment of the documentation provided.

Additional rehabilitation leave may be granted based on continuous medical assessment and the demonstrated need for further rehabilitation.

Rehabilitation leave does not accrue and is granted based on the specific circumstances and medical advice at the time of the illness or injury.

Carry over of rehabilitation leave is not applicable as it is granted based on immediate medical needs.

There is no payout for unused rehabilitation leave upon termination as it is specific to the condition and timing of the rehabilitation.

Rehabilitation leave does not have an end of year payout as it is used specifically during the period of rehabilitation.

The provision and handling of rehabilitation leave may be subject to additional rules specified within company policies or agreements.

Study leave in the Philippines is not standardized and may vary greatly depending on employer policies and the relevance of the study to the employee's job.

The required notice period for study leave can vary by employer and should be specified in the employment contract or company policy.

Study leave typically requires approval from the employer, often based on the relevance and benefit of the study to the company.

Additional study leave may be granted at the discretion of the employer, based on the employee's performance and the relevance of the study.

Accrual of study leave is not standardized and is largely dependent on specific employer policies.

Carry over of unused study leave is not standardized and depends on the specific terms set by the employer.

Study leave is generally not paid out upon termination, as it is not considered accrued leave.

There is generally no end-of-year payout for unused study leave.

Employers may set specific criteria for the approval of study leave, such as the expected benefit to the company and the employee's tenure.

Women employees suffering from gynecological disorders are entitled to a special leave of up to 2 months with full pay, based on a medical certificate.

Employees must provide a medical certificate to qualify for the special leave for women, ideally before the leave commences.

Approval from the employer is required, based on the submission of a medical certificate.

Additional leave may be granted based on medical advice and employer's discretion.

Eligible women are entitled to this leave immediately upon diagnosis of a gynecological disorder.

This leave is granted based on specific medical conditions and cannot be carried over.

There is no payout for unused special leave for women upon termination of employment.

Unused special leave for women is not paid out at the end of the year.

A valid medical certificate specifying the gynecological condition is required to avail of this leave.

Employees are entitled to 5 days of sick leave per year, which can be used for personal illness or injury.

Employees should inform their employer about their sickness as soon as possible, preferably on the first day of absence.

While formal approval may not be necessary, notification and possibly medical certification are required to substantiate the sick leave.

Additional sick leave is generally not standard and would depend on employer policies or collective agreements.

Sick leave is typically granted in full at the start of each calendar year and does not usually accrue monthly.

Sick leave does not carry over to the next year; unused days are forfeited at year-end.

Unused sick leave is not paid out upon termination of employment.

There is no payout for unused sick leave at the end of the year.

Employers may require a medical certificate to approve sick leave if the absence is more than a certain number of days, typically specified by company policy.

Employees are entitled to 5 days of service incentive leave every year, applicable after one year of service.

The notice period for service incentive leave may vary and should be checked against the company's internal policies.

Service incentive leave generally requires employer approval, following the company's leave policy.

The law specifies a fixed quota of 5 days per year, with no provision for additional service incentive leave.

Employees start accruing service incentive leave after completing one year of service with the employer.

The ability to carry over unused service incentive leave is not mandated by law and depends on the employer's policy.

Unused service incentive leave is to be paid out upon termination of employment.

End-of-year payout for unused service incentive leave is not mandated and may depend on company policy.

Certain types of employees, such as those in managerial positions or those paid on commission, may be excluded from this entitlement.

Pregnant employees are entitled to 105 days of paid maternity leave, which can be extended by an additional 30 days without pay.

Employees are required to provide at least 30 days notice prior to the expected date of childbirth, along with a medical certificate.

Maternity leave needs to be approved by the employer, with appropriate medical documentation provided as evidence of pregnancy.

After the standard 105 days, an employee can avail an additional 30 days of maternity leave without pay.

Maternity leave does not accrue over time but is available per instance of pregnancy.

There is no carryover applicable for maternity leave as it is granted per pregnancy.

Since maternity leave is specific to each pregnancy, it does not have a payout upon termination unless it coincides with the pregnancy period.

Maternity leave is not subject to end of year payout as it must be used during the pregnancy period.

Solo parents may be eligible for an additional 15 days of paid leave under the Solo Parents’ Welfare Act, subject to certain conditions.