The Philippines has one of the most generous maternity leave policies in Southeast Asia, giving new mothers up to 105 days of paid leave—plus an option to extend. Solo parents receive even more support, with 120 days of paid leave.
These benefits give new moms the time and financial support they need to focus on recovery and bonding with their baby. Whether you're a parent preparing for leave or an employer making sure your team is supported, understanding how maternity leave in the Philippines works is key.
This guide explains everything you need to know.
Understanding maternity leave in the Philippines
Under the expanded Maternity Leave Law in the Philippines, eligible female workers are entitled to 105 days of fully paid maternity leave for a live birth, with the option to extend for another 30 days without pay. If the mother is a single parent, she gets an extra 15 days of paid leave, offering much-needed additional support.
Unfortunately, not all pregnancies go as planned. If a woman experiences a miscarriage or emergency termination, she is still entitled to 60 days of fully paid leave. This provision, known as miscarriage leave in the Philippines, ensures that women have time to recover—both physically and emotionally—without worrying about their employment status.
Employers in both the public and private sectors must follow these policies, making sure that pregnant women have access to full benefits. While employers cover the initial cost, the Social Security System (SSS) and PhilHealth (Philippine Health Insurance Corporation, the government-run health insurance program in the Philippines) reimburse the expenses.
Eligibility requirements to obtain maternity leave in the Philippines
Not every pregnant worker in the Philippines automatically qualifies for maternity leave benefits—there are a few necessary boxes to tick first. Those include:
- Proof of pregnancy: Employees need to provide a medical certificate or any official proof of pregnancy to their employer or the SSS to confirm that they’re expecting.
- SSS contributions: Private-sector employees must have paid at least three monthly SSS contributions in the 12 months before their due date or miscarriage to qualify for paid maternity leave. Self-employed individuals also need to meet this requirement.
- Advanced notification: To avoid last-minute issues, employees should inform their employer about their maternity leave at least 30 days before their due date. This helps with documentation and ensures that maternity benefits are processed on time.
- Employment status: Full-time employees are legally covered, but contractual workers and freelancers may need to check their eligibility for SSS maternity benefits on a case-by-case basis.
Maternity leave pay and benefits explained
Financial stability during maternity leave is a common concern among expectant mothers. In the Philippines, maternity leave comes with extended financial support, ensuring that mothers can focus on their health and their newborns. This support includes:
Full pay and health insurance coverage
Employees are entitled to 105 days of fully paid maternity leave, with an additional 15 days if they’re a solo parent. In cases of miscarriage or emergency termination, they still receive 60 days of paid leave to recover. Additionally, PhilHealth helps cover other maternal health expenses.
To qualify for PhilHealth coverage, an individual needs to have:
- At least three months of PhilHealth contributions within the six months before their due date (if employed).
- Nine months of contributions in the last twelve months before delivery (if they’re self-employed or a voluntary member).
- Active PhilHealth membership if they’re an OFW (overseas Filipino worker) or under a sponsored program.
Employer reimbursement through the SSS
As previously mentioned, maternity leave is paid by the employer in the Philippines initially, but the SSS later reimburses them—as long as the employee has met the SSS contribution requirements.
To qualify for SSS maternity benefits, employees must:
- Have paid at least three monthly contributions in the 12 months before their childbirth or miscarriage.
- Submit a maternity notification to their employer (if employed) or directly to the SSS (if self-employed or voluntary).
If self-employed or a voluntary SSS member, employees will receive their maternity benefits directly from the SSS, provided that their contributions are up to date.
Paternity leave in the Philippines
Fatherhood matters, too! In the Philippines, married fathers are entitled to seven days of paid paternity leave to support their partners and bond with their newborn. While only lasting a week, this allows fathers to be present during one of the most important moments in their family’s life.
Employee rights and protections during pregnancy
Pregnancy is a significant life event, and Philippine labor laws ensure that expectant mothers are protected in the workplace. Here are some key rights and legal protections every pregnant employee should know.
Protection against pregnancy discrimination
In the Philippines, it’s illegal for employers to discriminate against female employees based on pregnancy. This means employers can’t refuse to hire or promote a pregnant employee, nor can they lay off a worker simply because they’re pregnant. Under the Magna Carta of Women, a Philippine law that protects the rights of women and aims to end discrimination against them, pregnancy is not grounds for being treated unfairly in the workplace.
Job security during maternity leave
New mothers have the right to return to their jobs after maternity leave. Keeping their roles open gives them the peace of mind to focus on recovery and bonding with their baby without worrying about having a job to return to.
Protection from dismissal during maternity leave
According to Philippine law, it’s also illegal to fire someone just for being on maternity leave. Dismissal is only allowed in rare cases, like serious misconduct or company downsizing. Because maternity leave is a form of paid time off (PTO), employees can take it without worrying about losing their jobs.
Maternity leave is just one of several types of leave covered under Philippine labor law. Depending on your employer’s policies, you may also be entitled to sick leave, vacation leave, and other benefits.
Employer responsibilities and compliance during maternity leave
Taking maternity leave should be a smooth process for working mothers, and employers play an important role in making that happen. Philippine law requires companies to support their employees before, during, and after maternity leave. Their legal responsibilities include:
Make sure employees know their rights
Expecting mothers shouldn’t have to figure everything out on their own. Employers must inform them about their maternity leave entitlements, including how long they can take off, how to claim benefits, and what documents they need to submit. Clear communication helps reduce stress and ensures compliance with labor laws.
Provide paid leave
Employers are responsible for granting 105 days of fully paid maternity leave (or 60 days in case of miscarriage). Again, while businesses initially cover this cost, the SSS reimburses them later. Denying or delaying maternity benefits is against the maternity leave law in the Philippines and can lead to hefty fines and other legal trouble.
Submit the right documents on time
It’s not just the employee’s job to file paperwork—employers must also submit necessary forms to the SSS, including proof of pregnancy, medical certificates, and salary records. Proper documentation ensures smooth processing of benefit claims and reimbursement for businesses.
For companies that may not have the internal resources or expertise to navigate the complexities of maternity leave compliance, partnering with an employer of record (EOR) like Oyster can make a big difference.
EORs take on the administrative burden, ensuring that maternity leave policies are adhered to and all required documentation is filed on time. They also handle the disbursement of maternity benefits, saving employers time and ensuring that employees’ entitlements are met without hassle.
Take the stress out of compliance with Oyster
Maternity leave laws vary from country to country, and keeping up with them isn’t always easy. But wherever your team is based, compliance is a must.
Whether in the Philippines or any of the 180+ countries where Oyster operates, our global employment platform helps you stay on top of it all—from managing PTO to ensuring payroll accuracy and staying aligned with local labor laws—so you can focus on supporting your team, not navigating compliance hurdles.
Learn more about Oyster’s compliance solutions and check out our Philippines Hiring Guide for everything you need to know about employing workers in the Philippines.
FAQs
Are there 120 days of maternity leave in the Philippines?
Yes, but only for solo parents. Under the Solo Parents’ Welfare Act, mothers who qualify as solo parents receive an extra 15 days of paid maternity leave, extending their leave from 105 days to 120 days. You must present a Solo Parent ID to your employer to take advantage of this benefit.
How do I count 105 days of maternity leave in the Philippines?
Maternity leave starts from the day you give birth. The 105-day leave includes weekends and holidays, and it runs consecutively, meaning you cannot split the leave into separate periods. However, you may choose to allocate up to 7 days of your leave to the child’s father or an alternate caregiver, as allowed under the law.
How much are maternity benefits in the Philippines?
The SSS provides maternity benefits based on your monthly salary credit. To calculate the benefit amount, take your average monthly salary credit (AMSC) for the past 12 months and divide it by 180 days to get your daily maternity benefit. Then, multiply by the number of maternity leave days you’re entitled to (105, 120, or 60 days).
For example, if your AMSC is PHP 20,000, your daily maternity benefit would be PHP 20,000 ÷ 180 = PHP 111.11. If you qualify for 105 days of leave, you’ll receive PHP 111.11 × 105 = PHP 11,666.67 in total benefits.
About Oyster
Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.
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