As HR professionals, it’s imperative that you know what the mandatory employee benefits in the Philippines are. To protect employees from being dealt with unfairly, we have laws in place that institute basic benefits for the country’s workforce. This covers all industries out there, no matter the field or occupation. As long as the individual works at least eight hours a day for at least 48 hours per week then he or she is covered under the Philippine law. These basic benefits include membership in SSS, Philhealth Insurance, Pag-ibig in addition to being able to receive 13th month pay, service incentive leaves, as well as meal and rest periods.

As of 2015, the following are the latest summary of Philippine benefits in the workplace:

  • Workers should get at least 12 paid regular holidays and seven special holidays annually.
  • Workers should get at least 13 vacation days upon regularization with an added one day once his or her 2nd year in the company starts. If unused, this can be convertible to cash at the end of the year. The max total for a vacation leave is 18 days.
  • Employees should get a comprehensive healthcare package that includes eligible dependents and provided through accredited hospitals by Medicard. Also included are dental benefits, outpatient medicine reimbursement, and maternity grant.
  • Employees will also be granted leaves for the following: sick leave (12 days a year for first two years; maximum of 15 days), paternity leave (7 days within 60 days of wife’s birth or miscarriage; up to four childbirths), bereavement (3 days in the event of any immediate family member’s death), solo parent leave (7 days), calamity leave (2 days for any employee who has been affected by typhoon, flood, or fire), magna carta for women (60 days leave for any female who undergoes surgery in relation to any gynecological disorder).


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