Leave policy in the Philippines: Employer’s guide in 2026
Learn about the leave policy in the Philippines, including public holidays, maternity leave, sick leave, and PTO in 2026.
Leave policy in the Philippines centers on Service Incentive Leave (SIL), which is 5 paid days a year after one year of service. On top of that, the law guarantees paid maternity, paternity, solo-parent, and special leaves, while sick leave and vacation leave above SIL are set by the employer.
Understanding leave policy in the Philippines is a key part of hiring and managing Filipino teams. Employees are entitled to set amounts of leave under Philippine labor law, and employers need to apply them correctly.
This guide walks through each statutory leave type, the 2026 public holidays, what happens if you get leave wrong, and how a workforce management platform like Payoneer Workforce Management can manage time off for you.
Book a demo today to learn about hiring in the Philippines.
What is the statutory leave policy in the Philippines?
Philippine law guarantees several paid leaves, including Service Incentive Leave for a year, paid maternity leave, paternity and solo-parent leave, plus special leaves for women, and regular public holidays.
The table summarizes each entitlement; the sections below explain who qualifies.
| Leave type | Entitlement | Who qualifies |
|---|---|---|
| Service Incentive Leave (SIL) | 5 paid days per year | After 1 year of service, some exclusions |
| Maternity leave | 105 days paid (120 for solo parents); 60 for miscarriage | Female employees, paid through SSS |
| Paternity leave | 7 paid days | Married fathers, first 4 deliveries |
| Solo parent leave | 7 paid days per year | Solo parents, after 6 months, with a DSWD ID |
| VAWC leave | 10 paid days | Women employees who are victims of violence |
| Magna Carta special leave | Up to 60 days paid | Women, after 6 months, after gynecological surgery |
| Regular holidays (2026) | 11 days | All employees |
| Special non-working days (2026) | 8 days | All employees (no work, no pay basis) |
What happens if you get leave wrong in the Philippines?
Leave entitlements in the Philippines are enforced by the Department of Labor and Employment (DOLE), and shortfalls surface as money claims or complaints. Denying maternity leave, miscounting SIL, or refusing solo-parent leave can each lead to back pay, fines, or a case.
Our employment law guide covers the wider obligations.
| Mistake | What it can trigger | How a platform helps |
|---|---|---|
| Denying or underpaying for maternity leave | A fine of PHP 20,000 to 200,000 and possible imprisonment under RA 11210 | It administers the SSS maternity claim correctly |
| Miscounting SIL or special leaves | Money claims and back pay at DOLE or the NLRC | It tracks each statutory entitlement |
| Treating employees as contractors to avoid leave | Reclassification, back pay, and unpaid contributions | It engages staff compliantly as the legal employer |
Your wider obligations depend on your activities in the Philippines, so consult your own tax and legal advisors. Talk to our experts about engaging talent in the Philippines.
What is the annual leave policy in the Philippines?
Paid annual leave in the Philippines is Service Incentive Leave (SIL): 5 paid days a year once an employee completes one year of service. Unused SIL credits are converted to cash at the end of the year, based on the employee’s daily rate, not a fixed amount.
Not all workers are eligible for SIL. Under the Labor Code of the Philippines, the following are excluded:
- Government employees: SIL applies only to the private sector
- Managerial employees: those in senior or authority roles are not covered
- Field employees: workers not office-based or not bound to set hours
- Domestic and personal helpers: the personal service sector is excluded
- Employees in firms with fewer than 10 workers: small businesses are exempt
An employer can offer paid time off above SIL, extending a more generous vacation policy. In that case, employees receive one or the other, not both. Public holidays are separate and not counted against SIL.
What public holidays apply in the Philippines in 2026?
For 2026, Proclamation No. 1006 sets 11 regular holidays and 8 special non-working days. Regular holidays are paid even if not worked; special non-working days follow a no-work, no-pay rule unless company policy says otherwise. Work on either day attracts holiday premium pay.
Regular holidays in 2026
| Regular holiday | 2026 date |
|---|---|
| New Year’s Day | January 1 |
| Maundy Thursday | April 2 |
| Good Friday | April 3 |
| Araw ng Kagitingan | April 9 |
| Labor Day | May 1 |
| Independence Day | June 12 |
| National Heroes Day | August 31 |
| Bonifacio Day | November 30 |
| Christmas Day | December 25 |
| Rizal Day | December 30 |
| Eidul Fitr and Eidul Adha | Dates announced separately |
Special non-working days in 2026
The 8 special non-working days are Chinese New Year (February 17), Black Saturday (April 4), Ninoy Aquino Day (August 21), All Saints’ Day (November 1), All Souls’ Day (November 2), Feast of the Immaculate Conception (December 8), Christmas Eve (December 24), and the Last Day of the Year (December 31).
Is sick leave paid in the Philippines?
Sick leave is not a statutory paid entitlement in the Philippines; it is offered at the employer’s discretion. Most employers offer between 12 and 15 sick days a year, so workers do not have to use SIL to cover illness. Separately, the SSS pays a sickness benefit for qualifying members on extended medical leave, which the employer advances through payroll and then reclaims.
What is the maternity leave policy in the Philippines?
New mothers are entitled to 105 days of maternity leave at full pay for a live birth, with an option to extend by 30 days without pay. Solo parents receive an additional 15 days at full pay, for a total of 120 days, and up to 7 days can be transferred to the child’s father or an alternate caregiver. For a miscarriage or emergency termination, the entitlement is 60 days at full pay.
Maternity leave is paid through the SSS maternity benefit, which the employer advances and then claims back from the SSS. The benefit is set under RA 11210, the Expanded Maternity Leave Law, and applies regardless of civil status or the number of pregnancies.
How much paternity leave is there in the Philippines?
The Paternity Leave Act of 1996 grants 7 days of paternity leave at full pay. It applies to married male employees for the first four deliveries of their lawful spouse. This is separate from the up-to-7 days a mother may transfer from her own maternity leave, so a married father can receive both.
What is solo parental leave in the Philippines?
Philippine law grants paid leave to solo parents. A solo parent is someone with sole parental care of a child due to the death, detention, or incapacity of a spouse, or legal separation. Under RA 11861, the Expanded Solo Parents Welfare Act, solo parents receive 7 working days of paid leave a year after at least 6 months of service.
To qualify, the employee must be registered with the Department of Social Welfare and Development (DSWD) and hold a valid Solo Parent ID.
What other leave types apply in the Philippines?
Two further paid leaves protect women employees.
Leave for victims of violence (VAWC)
Under Section 43 of RA 9262, the Anti-Violence Against Women and Their Children Act, women who are victims of violence may take up to 10 days of paid leave to seek help, get medical treatment, or attend legal or counseling appointments.
Magna Carta of Women special leave
Under the Magna Carta of Women (RA 9710), female employees who undergo surgery for a gynecological disorder are entitled to up to 2 months (60 days) of paid leave, provided they have worked continuously for at least 6 months.
Explore Payoneer Workforce Management in the Philippines
Deciding your policy on special non-working days, or whether to offer leave above the statutory floor, can shape how well you attract and keep talent in the Philippines. As a workforce management platform, Payoneer Workforce Management can act as the legal employer for your Filipino team, so you engage staff without a local entity while it administers payroll, statutory leave, SSS maternity and sickness claims, and time-off tracking.
You can also compare nearby markets, such as leave policy in Malaysia, to see how statutory leave differs across the region.
Pricing starts at $199 per employee per month and scales with headcount and contract structure.
Book a demo to see how it fits your team in the Philippines.
Frequently asked questions (FAQs)
Paid annual leave is Service Incentive Leave (SIL): 5 days per year after one year of service, with unused days paid out in cash. Employees also get 12 regular holidays and 8 special non-working days in 2026, plus statutory maternity, paternity, solo-parent, and special leaves set by law.
No. Paid sick leave is not required by law and is offered at the employer’s discretion, though 12 to 15 days a year is common practice. For longer illnesses, the SSS pays a sickness benefit to qualifying members, which the employer advances and then reclaims from the SSS.
Female employees get 105 days of paid maternity leave for a live birth, 120 days if they are solo parents, and 60 days for a miscarriage or emergency termination. An optional 30 unpaid days can be added, and up to 7 days can be transferred to the father. It is paid through the SSS.
In 2026, there are 11 regular holidays, including Eid al-Fitr and Eid al-Adha, announced separately, and 8 special non-working days, under Proclamation No. 1006. Regular holidays are paid even if not worked, while special non-working days follow a no-work, no-pay rule unless company policy is more generous.
Solo parents are entitled to 7 working days of paid parental leave per year after at least 6 months of service, under RA 11861. The employee must hold a valid Solo Parent ID from the DSWD. This leave is separate from SIL and from the 15 extra maternity days a solo mother can receive.
Yes. Unused Service Incentive Leave credits must be converted to cash by the employer at the end of the year, based on the employee’s daily rate. Leave offered above the statutory SIL is converted only if the company policy or the employment contract provides for it.
Payoneer Workforce Management can engage a Filipino team through a compliant employment framework (BPO) and manage statutory leave, holiday pay, SSS maternity and sickness claims, and time-off tracking, without you setting up a local entity. That keeps you in line with Philippine law while you direct the day-to-day work.
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