Important Points from the IRR: Expanded Maternity Leave Law

The IRR to the Expanded Maternity Leave Law was signed on May 1st. So, let’s go straight to the heart of the matter.

Also Read: Expanded Maternity Leave: Inclusions and Implications in the Workplace

Important Points for the Private Sector

1. 105 Days for live childbirth

  • Must be in continuous and uninterrupted manner
  • In NO case shall postnatal care be less than 60 days
  • Additional 15 days for solo parents
  • 60 days for miscarriage and emergency termination of pregnancy
  • Employee workers shall receive full pay which consists of i. SSS maternity benefit computed based on their average daily salary credit and ii. salary differential to be paid by the employer

2. An option to extend for an additional 30 days without pay for live childbirth

  • Employer must be given due notice
  • Must be in written form
  • Must be given at least forty-five days before the end of maternity leave
  • Shall not be considered gap in service

3. Maternity leave is granted regardless of frequency of pregnancy, miscarriage or emergency termination of pregnancy

Previously, only up to 4 gestations were considered. That includes miscarriage, ectopic pregnancies, etc.

4. Grant of maternity leave benefit after termination of employment

Maternity leave with full pay shall be granted even if the childbirth or miscarriage or emergency termination occurs not more than 15 calendar days after the termination of an employee’s service

5. Employers from the private sector shall pay for the difference between the full salary and the actual cash benefits received from SSS

There are companies that already practice this. I have been blessed to work with a Company – Maxim Integrated – that does so when I gave birth. Some only rely on the SSS benefit. Well, now, everyone will be on the same page here.

6. Allocation of maternity leave credits.

  • The female employee shall notify her employer of her option to allocate with her application for maternity leave
  • The father (whether or not they are married) or alternate care giver shall notify the employer concerned of his or her availment of the allocated leave and the inclusive dates
  • Can allocate up to 7 days of said benefit to the child’s father or alternate care giver in case the father is dead or incapacitated
  • Father should be granted a leave with pay by his employer (unless in the case when full payment had been advanced to the mother, the father be will allowed to go on leave without pay)
  • May be enjoyed either in a continuous or in an intermittent matter not later than the period of the maternity leave availed of
  • Or, to a relative within the fourth degree of consanguinity, in case of death, absence or incapacity of the father
  • Or, to current partner (regardless of gender), in case of death, absence or incapacity of the father

Full document here: Implementing Rules and Regulations Expanded Maternity Leave Law

Also Read:

SSS Updated Table of Contributions

Allocation of Maternity Leave Credits Form

Computation of Salary Differential

There you go. ’til next! 🙂


Featured photo by onlyyouqj from freepik.com

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About Emile Therese

Emile Therese is a graduate of the University of Philippines in Diliman with a degree in Psychology. She is happily married. She and her husband, Dennis, are blessed with one amazing daughter (and hopefully at least one more child). She believes that values and character ought to be taught as early as possible and that these are key to community and nation building. This was also how she and her siblings were brought up by their two awesome parents! She is a Certified HR Professional who advocates employee engagement in its entirety. Emile believes that true employee engagement rests on the pillars of basic human needs and in ensuring that process and leadership basics are in place - the employee engagement imperatives. She hopes to contribute to making this world a better place for all of us now and the next generation. She loves sipping tea, conversations, reading and writing. The latter gave birth to two blogs - Purposeful Parenting Journey (purposefulparentingjourney.com) and Engagement Imperative (engagementimperative.com).

8 Responses

  1. Leklek Bartolome

    If additional 30 days is availed, what will be the process for the Statutory benefits? It will be a gap in the SSS contribution, Pagibig, Philhealth. Same question if the employee has an existing loan with these agencies?

    Liked by 1 person

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