⚠️ Disclaimer: This guide is for informational and educational purposes only. It does not constitute legal or professional advice. For specific concerns, consult DOLE or a licensed labor lawyer.
1. Service Incentive Leave (SIL)
- Legal Basis
- Labor Code Article 95
- Entitlement
- 5 days per year for employees who have rendered at least 1 year of service.
- Who Qualifies
- All rank-and-file employees — except those already enjoying at least 5 days of vacation leave, those in establishments with fewer than 10 employees, and certain field personnel.
- Monetization
- Unused SIL at year-end must be converted to cash at the employee's daily rate. At separation, any unused SIL must be included in the final pay.
2. Vacation Leave (VL)
- Legal Basis
- Company policy (not separately mandated beyond SIL)
- Entitlement
- Most companies provide additional VL days as a benefit. The number of days and accrual rules depend on the company's HR policy or CBA.
- At Separation
- Whether unused VL converts to cash depends on company policy. If the policy or established practice allows it, it must be included in the final pay.
3. Sick Leave (SL)
- Legal Basis
- Company policy (not separately mandated by law)
- Entitlement
- Sick leave beyond SIL is a company-provided benefit. Its convertibility at separation depends on company policy or CBA.
- Note
- If the company policy states unused SL is forfeited, that is generally valid — unless a CBA or established practice provides otherwise.
4. Maternity Leave
- Legal Basis
- Republic Act No. 11210 (Expanded Maternity Leave Law)
- Entitlement
- 105 days for normal delivery or C-section · 120 days for solo mothers · 60 days for miscarriage or emergency termination of pregnancy
- Who Qualifies
- All female workers in the public and private sectors, regardless of civil status or legitimacy of the child.
- Funding
- Paid by SSS for private sector employees, with the employer advancing the benefit. Up to 7 days may be transferred to the child's father or an alternative caregiver.
5. Paternity Leave
- Legal Basis
- Republic Act No. 8187 (Paternity Leave Act)
- Entitlement
- 7 days of paid leave for a married male employee, covering the first 4 deliveries of his legitimate spouse.
- Who Qualifies
- Married male employees in the private sector.
- Funding
- Employer-funded (not SSS-funded).
6. Solo Parent Leave
- Legal Basis
- Republic Act No. 8972 (Solo Parents' Welfare Act)
- Entitlement
- 7 additional paid working days per year.
- Who Qualifies
- Employees with a valid Solo Parent ID issued by the DSWD, with at least 1 year of service.
- How to Avail
- Present your Solo Parent ID to your HR department.
7. Special Leave for Women (Magna Carta of Women)
- Legal Basis
- Republic Act No. 9710 (Magna Carta of Women)
- Entitlement
- 2 months of paid special leave for female employees who undergo surgery due to gynecological disorders.
- Who Qualifies
- Female employees with at least 6 months of continuous service.
8. VAWC Leave
- Legal Basis
- Republic Act No. 9262 (Anti-Violence Against Women and Children Act)
- Entitlement
- 10 days of paid leave for female employees who are victims of physical, sexual, psychological, or economic abuse.
- Requirement
- Present a barangay protection order or other supporting documentation to your employer.
9. Bereavement Leave
- Legal Basis
- Company policy (not mandated by law)
- Entitlement
- Most companies provide 3–5 days of paid bereavement leave for the death of immediate family members. Exact scope and days depend on company policy.
10. Leave Monetization at Separation
When you separate from employment, the following leave credits are typically convertible to cash in your final pay:
- ✅Unused SIL — mandated by law
- ✅Unused VL — if company policy allows conversion
- ✅Unused SL — if company policy allows conversion
The conversion rate is your daily rate multiplied by the number of unused leave days. FinalPay.ph's Final Pay Calculator includes this computation automatically.
Related: Service Incentive Leave Guide · Final Pay Calculator