Handbook On Workers' Statutory Monetary Benefits (2012 Edition)

HANDBOOK ON
WORKERS’STATUTORY
MONETARY BENEFITS
BUREAU OF WORKING CONDITIONS
DEPARTMENT OF LABOR AND EMPLOYMENT
INTRAMUROS, MANILA
2012

Republic
Project Team

Rosalinda Dimapilis-Baldoz
Secretary
Lourdes M. Trasmonte
Undersecretary
Brenda L. Villafuerte
Director IV - BWC
All Rights Reserved
This Handbook, or any part thereof, may not be reproduced for
commercial purposes without the written permission of the Bureau of
Working Conditions, Department of Labor and Employment.
Nicanor V. Bon
Chief- LEO
Emila T. de Guzman
Supervising LEO
This Handbook is published by the
Bureau of Working Conditions (BWC)
Department of Labor and Employment (DOLE)
3rd
Floor, DOLE Bldg., Intramuros, Manila
Tel. No. 527300 locals 301, 308; Telefax No. 536‐8975;
email: dole.bwc@gmail.com; website: www.bwc.dole.gov.ph
‐ NOT FOR SALE ‐
Cover Art: Edward M. Echavez and Gerald S. Khu

Republic of the Philippines
DEPARTMENT OF LABOR AND EMPLOYMENT
Intramuros, Manila

FOREWORD
I am pleased that the Bureau of Working Conditions has come up with this 2012
edition of its Handbook on Workers’ Statutory Monetary Benefits. This is a valuable
addition to the Department of Labor and Employment’s arsenal of current, useful
and relevant knowledge and information which it continually builds up and update
for the benefit of our clients, most notably our workers.
Promoting better observance of labor standards towards the protection of workers is
a key strategic response under the Rights at Work Pillar of the Labor and
Employment Plan 2011-2016 and is central to meeting the objective of decent work
in the country.
Ensuring compliance with the payment of minimum wage, overtime pay, night shift
differential pay, service incentive pay, holiday pay, maternity and paternity leave
pay, parental leave pay for solo parents, leave pay for victims of violence against
women and their children, thirteenth-month pay, separation pay, retirement pay,
and other labor standards, such as the payment of SSS and PhilHealth premiums, as
provided under the Labor Code and other relevant laws can be achieved if our
workers are vigilant about their Constitutionally-protected and guaranteed rights
and if our employers are fully informed about their obligations.
Thus, the publication of this Handbook on Workers’ Statutory Monetary Benefits will,
I am sure, benefit many.
In its better formal, the Handbook remains comprehensive in laying down the
essential statutes embracing general labor standards, as well as benefits under the
Employees Compensation Program, and PhilHealth and Social Security benefits.
What is new is that the Handbook now provides user-friendly tools for computing
specific monetary benefits and has a back-page directory and digitized e-links to
DOLE, its regional and field offices, and of course, the BWC, for inquiries and
feedbacks from workers, employers, and the public.
Another significant addition to this updated edition is the statutory provision of
Republic Act No. 9710 or the Magna Carta of Women that spells out the non-
discriminatory benefits for women workers.
It is, therefore, my sincere hope that this Handbook will find its place within the
reading confines of our workers and employers for this will really empower them to
become better informed.
I commend the BWC for the efforts it invested in updating this Handbook on
Workers’ Statutory Monetary Benefits.
Secretary

CONTENTS
COMPLIANCE GUIDE
1. MINIMUM WAGE
A. Coverage 2
B. Minimum Wage Rates 3
C. Basis 3
D. Monthly-Paid and Daily-Paid Employees 5
E. Minimum Wage of Househelpers (RA 7655) 5
F. Effect of Reduction of Workdays on Wages 6
G. Penalty and Double Indemnity for Violation of the
Prescribed Increases or Adjustments in the Wage Rates
(RA 8188) 6
H. Barangay Micro Business Enterprises (BMBEs) RA 9178 6
I. Minimum Wage of Workers Paid by Results 7
J. Minimum Wage of Apprentices, Learners, and
Disabled Workers 7
2. HOLIDAY PAY (Article 94)
A. Definition 8
B. Coverage 8
C. Regular Holidays 9
D. Muslim Holidays 10
E. Absences 11
F. Successive Regular Holidays 12
G. Temporary or Periodic Shutdown/Cessation of Work 12
H. Holiday Pay of Certain Employees 12
3. PREMIUM PAY (Articles 91-93)
A. Definition 13
B. Coverage 13
C. Special Days 14
D. Premium Pay Rates 15
4. OVERTIME PAY (Article 87)
A. Definition 16
B. Coverage 16
C. Overtime Pay Rates 16
D. Stipulated Overtime Rates 17
5. NIGHT SHIFT DIFFERENTIAL (Article 86)
A. Definition 18
B. Coverage 18
C. Computation of Night Shift Differential 19

6. SERVICE CHARGES (Article 96)
A. Sharing 21
B. Payments 21
C. Tips 21
7. SERVICE INCENTIVE LEAVE (Article 95)
A. Coverage 22
B. Meaning of “one year of service” 23
C. Usage/Conversion to Cash 23
8. MATERNITY LEAVE (RA 1161, as amended by RA 8282)
A. Coverage 24
B. Entitlement 24
9. PATERNITY LEAVE (RA 8187)
A. Coverage 25
B. The Paternity Leave Benefit 25
C. Conditions for Entitlement 25
D. Application for Paternity Leave 26
E. Nonconversion to Cash 26
F. Crediting of Existing Benefits 26
10. PARENTAL LEAVE FOR SOLO PARENTS (RA 8972)
A. Coverage 27
B. Definition of Terms 27
C. The Parental Leave Benefit 28
D. Conditions for Entitlement 28
E. Nonconversion to Cash 28
F. Crediting of Existing Leave 28
G. Termination of the Benefit 29
H. Protection Against Work Discrimination 29
11. LEAVE FOR VICTIMS OF VIOLENCE AGAINST WOMEN
AND THEIR CHILDREN (RA 9262)
A. Definition 30
B. Coverage and Purpose 30
C. Requirement for Entitlement 30
D. The Benefit 31
E. Usage of the Benefit 31
12. SPECIAL LEAVE FOR WOMEN (RA 9710)
A. Coverage 32
B. Definition of Term 32
C. Conditions for Entitlement 32

D. The Special Leave Benefit 32
E. Usage 33
F. Nonconversion to Cash 33
13. THIRTEENTH-MONTH PAY (PD 851)
A. Coverage 34
B. Definition of Rank-and-File Employees 34
C. Minimum Amount 34
D. Exempted Employers 35
E. Time of Payment of Thirteenth-Month Pay 35
F. Thirteenth-Month Pay for Certain Types of Employees 36
G. Thirteenth-Month Pay of Resigned
or Separated Employee 36
H. Non-inclusion in Regular Wage 37
14. SEPARATION PAY (Articles 283-84)
A. One-Half Month Pay per Year of Service 38
B. One-Month Pay per Year of Service 39
G. Notice of Termination 39
H. Basis of Separation Pay 39
I. Inclusion of Regular Allowance in the Computation 39
15. RETIREMENT PAY (Article 287, as amended by RA 7641)
A. Coverage 40
B. Amount of Retirement Pay 40
C. Retirement Benefits under a Collective Bargaining Agreement /
Applicable Contract 41
D. Retirement Benefits of Workers who are Paid by Results 41
E. Retirement Benefit of Part-time Workers 41
F. Retirement Benefit of Underground Mine Employees
under Republic Act 8558 42
G. Other Benefits upon Retirement 42
16. BENEFITS UNDER THE EMPLOYEES’ COMPENSATION
PROGRAM (PD 626)
A. The Employees’ Compensation Program 43
B. Coverage 43
C. The Benefits 43
D. Kinds of Disability 44
E. Filing of Claims 44
F. Obligations/Responsibilities of Employers 45
17. PHILHEALTH BENEFITS (RA 7875, as amended by RA 9241)
A. The National Health Insurance Program 46
B. Coverage 46
C. The Benefits 47

18. SOCIAL SECURITY BENEFITS (RA 1161, as amended by
RA 8282)
A. The Social Security Program 51
B. Coverage 51
C. The Benefits 51
APPENDIX Directory of DOLE Regional Offices 54
Directory of DOLE-NCR Field Offices 55
The Bureau of Working Conditions 56

COMPLIANCE GUIDE
Applicable Labor
Standards
Retail & Service
Establishments Non-
Agriculture
Reference
(Page no.)Employing
1 to 5
workers
Employing 1
to 9 workers
Minimum Wage    1
Holiday pay N/A N/A  8
Premium pay    13
Overtime pay    16
Night shift pay N/A   18
Service charge    21
Service incentive
leave N/A N/A

22
Maternity leave    24
Paternity leave    25
Parental leave    27
Leave for VAWC    30
Special leave for
women
   32
13t h
month pay    34
Separation pay    38
Retirement pay N/A N/A  40
ECC benefits*    43
PhilHealth benefits*    46
SSS benefits*    51
*will be paid by the Government
Subsidized Meals and Snacks
The employer may provide subsidized meals and snacks to his employees
provided that the subsidy shall not be less than 30% of the fair and reasonable
value of such facilities. In such case, the employer may deduct from the wages of
the employees not more than 70% of the value of the meals and snacks enjoyed by
the employees, provided further that such deduction is with the written authorization
of the employees concerned. (Sec. 4 Rule VII-A, Book III of the Rules Implementing
the Labor Code). For the computation of the fair and reasonable value of the meals
given, the employer may seek assistance from concerned Regional Tripartite Wages
and Productivity Board.
Salary of Househelper who works as salesclerk
Househelper who works as salesclerk should receive salary in accordance with
the prescribed minimum wage which is applicable in the retail and service
establishments, under existing Wage Orders.

1
1
MINIMUM WAGE
Republic Act No. 6727 (also known as the “Wage Rationalization
Act”) mandates the fixing of the minimum wages applicable to
different industrial sectors, namely, non-agriculture, agriculture
plantation, and nonplantation, cottage/handicraft, and retail/service,
depending on the number of workers or capitalization or annual
gross sales in some sectors.
The Rules Implementing RA 6727 define the industrial sectors as
follows:
“Agriculture” refers to farming in all its branches and, among
others, includes the cultivation and tillage of the soil,
production, cultivation, growing and harvesting of any
agricultural or horticultural commodities, dairying, raising of
livestock or poultry, the culture of fish and other aquatic
products in farms or ponds, and any activities performed by a
farmer or on a farm as an incident to or in conjunction with
such farming operations, but does not include the
manufacturing and/or processing of sugar, coconut, abaca,
tobacco, pineapple, aquatic or other farm products.
“Retail Establishment” is one principally engaged in the sale of
goods to end-users for personal or household use. A retail
establishment that regularly engages in wholesale activities
loses its retail character.
“Service Establishment” is one principally engaged in the sale
of service to individuals for their own or household use and is
generally recognized as such.
It is regularly employing not more than ten (10) workers
regardless of status, except the owner/s, for at least six (6)
months in any calendar year.
The said law rationalized wage determination by establishing the
mechanism and proper standards through the creation of Regional
Tripartite Wages and Productivity Boards (RTWPBs) authorized to
determine the daily minimum wage rates in the following different
regions based on established criteria:

2
National Capital Region (NCR) or Metro Manila
Cordillera Administrative Region (CAR)
Region 1 - Northern Luzon or Ilocos
Region 2 - Cagayan Valley
Region 3 - Central Luzon
Region 4-A - CALABARZON (Cavite, Laguna, Batangas,
Rizal, Quezon)
Region 4-B - MIMAROPA (Mindoro, Marinduque, Romblon,
Palawan)
Region 5 - Bicol
Region 6 - Western Visayas
Region 7 - Central Visayas
Region 8 - Eastern Visayas
Region 9 - Western Mindanao or Zamboanga Peninsula
Region 10 - Northern Mindanao
Region 11 - Southern Mindanao or Davao
Region 12 - Central Mindanao or SOCCSKSARGEN (South
Cotabato, North Cotabato, Sultan Kudarat-
Sarangani, General Santos)
Region 13 - Caraga
Autonomous Region in Muslim Mindanao (ARMM).
The Regional Wage Orders prescribe the daily minimum wage
rates per industry per locality within the region and in some
instances depending on the number of workers and the
capitalization of enterprises. The Wage Orders likewise provide the
basis and procedure for application for exemption from compliance
therefrom. Some Wage Orders grant allowances instead of wage
increases.
A. Coverage
A.1 The wage increases prescribed under Wage Orders apply to
all private sector workers and employees receiving the daily
minimum wage rates or those receiving up to a certain daily wage
ceiling, where applicable, regardless of their position, designation,
or status, and irrespective of the method by which their wages are
paid, except the following:
1. Househelpers, including family drivers and workers in the
personal service of another whose conditions of work are
prescribed in Republic Act No. 7655.

3
2. Workers of registered Barangay Micro Business Enterprises
(BMBEs) with Certificates of Authority issued by the Office of
the Municipal or City Treasurer.
A.2 Upon application with and as determined by an RTWPB,
based on documentation and other requirements in accordance with
applicable rules and regulations issued by the National Wages and
Productivity Commission (NWPC), a company/establishment may be
exempted from compliance with a Wage Order for a period not to
exceed one (1) year.
B. Minimum Wage Rates
DAILY MINIMUM WAGE (MW)
National Capital Region
As of January 2012
Cities/Municipality
Caloocan, Las Piñas, Makati, Malabon,
Mandaluyong, Manila, Marikina,
Muntinlupa, Navotas, Paranaque,
Pasay, Pasig, Quezon, San Juan,
Taguig, Valenzuela, and Pateros
Sector/Industry
MW
under
W.O. No.
NCR-14a
MW
under
W.O. No.
NCR-15b
MW
under
W.O. No.
NCR-16c
COLA
Total
Non-agriculture 382.00 404.00 22.00 426.00
Agriculture
Plantation 345.00 367.00 22.00 389.00
Nonplantation 345.00 367.00 22.00 389.00
Private Hospitals
With bed capacity of 100 or less 345.00 367.00 22.00 389.00
Retail/Service Establishments
Employing 15 workers or less 345.00 367.00 22.00 389.00
Manufacturing Establishments
Employing less than 10 workers 345.00 367.00 22.00 389.00
C. Basis
The basis of the minimum wage rates prescribed by law shall be
the normal working hours of eight (8) hours a day.
a
Effectivity date is on 28 August 2008.
b
Effectivity date is on July 1, 2010 (additional P22.00)
c
Effecitivity date is on May 26, 2011

4
SUMMARY OF CURRENT REGIONAL DAILY MINIMUM WAGE RATES
Non-Agriculture, Agriculture
As of January 2012
(In pesos)
REGION
WO No./
DATE OF EFFECTIVITY
NON-
AGRICULTURE
AGRICULTURE
Plantation Non-Plantation
NCR a/ WO 16/May 26, 2011 P 426.00 P 389.00 P 389.00
CAR b/ WO 14/January 1, 2011 255.00 - 272.00 238.00 - 254.00 238.00 - 254.00
I c/ WO 14/January 20, 2011 228.00 - 248.00 228.00 200.00
II d/ WO 14/February 16, 2011 237.00 - 245.00 225.00 - 233.00 225.00 - 233.00
III e/ WO 16/June 24, 2011 279.00 - 330.00 264.00 - 300.00 244.00 - 284.00
IV-A f/ WO 14/January 15, 2011 253.00 - 337.00 233.00 - 312.00 213.00 - 292.00
IV-B g/ WO 05/Nov. 11, 2010 252.00 - 264.00 210.00 - 219.00 190.00 - 199.00
V h/ WO 14/ Nov. 1, 2010 216.00 - 247.00 215.00 - 225.00 195.00 - 205.00
VI i/ WO 19/ July 15, 2011 235.00 - 277.00 245.00 235.00
VII j/ WO16/Sept 22, 2011 260.00 - 305.00 240.00 - 287.00 240.00 - 287.00
VIII k/ WO 16/June 1, 2011 253.00 228.00-234.00 213.50
IX l/ WO 17/ Nov. 25, 2011 267.00 242.00 222.00
X m/ WO 16/July 24, 2011 271.00 - 286.00 259.00 - 274.00 259.00 - 274.00
XI n/ WO 16/Jan. 1, 2012 291.00 281.00 281.00
XII o/ WO 16/Oct. 31, 2010 260.00 240.00 235.00
XIII p/ WO 11/November 11, 2011 258.00 248.00 228.00
ARMM q/ WO 13/ September 2, 2011 232.00 232.00 232.00
a/ ProvideP 22.00 COLA
b/ Granted P P12.00 COLA
c/ Granted P 5.00 or 8.00 wage increase and integrated the P10 COLA under W .O. 13 into the
basic pay.
d/ Granted P 10.00 wage increase.
e/ Granted additional P 14COLA, the P4 under W .O. 15 will be integrated into the basic wage on
January 1, 2012
f/ Granted P 17.00 wage increase
g/ Granted P 12 wage increase
h/ Granted P 8 wage increase and integrated the 7 COLA into the basic wage.
i/ Granted P12.00 ECOLA for three months
j/ Granted P20.00 wage increase
k/ Granted P15COLA to be given in 2 tranches: P10on Jun 1 & P5 on Sept. 1, 2011; integrated
into the basic pay the P8 COLA under W .O.14
l/ Granted P 12 wage increase.
m/ Integrated the P17 COLA effective for 6 months; to be integrated into the basic wage thereafter.
n/ Granted P15 COLA; P5 effective Jan. 1, 2012 and P10 effective May 1, 2012
o/ Granted P15COLA (P10 upon effectivity & P5 on Apr. 1, 2011) and integrated the P21 COLA
from previous W Os into the basic pay
p/ Granted P11 wage increase and P4 COLA
q/ Granted P10.00 COLA.
Source: National W ages and Productivity Commission
Updated: 10 January 2012

5
D. Monthly-Paid Employees and Daily-Paid Employees
Monthly-paid employees are those who are paid everyday of the
month, including unworked rest days, special days, and regular
holidays. Factor 365 days in a year is used in determining the
equivalent monthly salary of monthly-paid employees.
Daily-paid employees are those who are paid on the days they
actually worked and on unworked regular holidays. Factor 313 (6-
day work per week) or 261 (5-day work per week) may be used in
computing the equivalent monthly salary of daily-paid employees.
To compute their equivalent monthly rate, the procedure is as
follows:
Applicable Daily Rate (ADR) x factor* = Estimated Equivalent
12 months Monthly Salary (EEMR)
Without prejudice to existing company policies, practices
and/or agreements, the above formula are merely suggestions and
may be used as guides in determining the equivalent monthly
minimum wage rates.
E. Minimum Wage of Househelpers (RA 7655)
The minimum compensation of eight hundred pesos (P800.00) a
month is required for househelpers in the cities of Caloocan, Las
Piñas, Makati, Malabon, Mandaluyong, Manila, Marikina,
Muntinlupa, Navotas, Parañaque, Pasay, Pasig, Quezon, San Juan,
Taguig, Valenzuela, and in the municipality of Pateros.
Meanwhile, a compensation of six hundred fifty pesos (P650.00)
a month is required for househelpers in other chartered cities—cities
other than Manila, Pasay, Quezon, and Caloocan—highly urbanized
cities, and first-class municipalities.
On the other hand, a compensation of five hundred fifty pesos
(P550.00) a month is required for househelpers in other
municipalities.
Househelpers who are receiving at least one thousand pesos
(P1,000.00) a month shall be covered by the Social Security System
and shall be entitled to all the benefits provided therein.
___________________________
*Factors 310 or 258 may be used instead of 313 or 261, respectively, if the
three (3) national special days are not considered paid.

6
Employers shall review the employment contracts of their
househelpers every three (3) years with the end in view of improving
the terms and conditions thereof.
F. Effect of Reduction of Workdays on Wages
In situations where the employer has to reduce the number of
regular working days to prevent serious losses, such as when there
is a substantial slump in the demand for his/her goods or services or
when there is lack of raw materials, the employer may deduct the
wages corresponding to the days taken off from the workweek,
consistent with the principle of “no work, no pay.” This is without
prejudice to an agreement or company policy which provides
otherwise.
G. Penalty and Double Indemnity for Violation of the Prescribed
Increases or Adjustments in the Wage Rates (RA 8188)
Any person, corporation, trust, firm, partnership, association or
entity which refuses or fails to pay any of the prescribed increases
or adjustments in the wage rates made in accordance with RA 6727,
shall be punished by a fine of not less than Twenty-five Thousand
Pesos (P25,000.00) nor more than One Hundred Thousand Pesos
(P100,000.00) or imprisonment of not less than two (2) years nor
more than four (4) years, or both such fine and imprisonment at the
discretion of the court: Provided, That any person convicted hereof
shall not be entitled to the benefits provided for under the Probation
Law.
The employer concerned shall be ordered to pay an amount
equivalent to double the unpaid benefits owing to the employees:
Provided, That payment of indemnity shall not absolve the employer
from the criminal liability imposable hereof.
If the violation is committed by a corporation, trust, firm,
partnership, association or any other entity, the penalty of
imprisonment shall be imposed upon the entity’s responsible
officers, including, but not limited to, the president, vice-president,
chief executive officer, general manager, managing director or
partner.
H. Barangay Micro Business Enterprises (BMBEs)
BMBEs or business enterprises engaged in the production,
processing or manufacturing of products or commodities including
agro-processing, trading and services whose total assets, excluding

7
the land on which the particular business entity’s office, plant and
equipment are situated, are not more than three million (3,000,000)
shall be exempt from the coverage of the Minimum Wage Law:
Provided, that all employees shall still be entitled to the same
benefits given to regular employees such as social security and
healthcare benefits.
To avail of the benefits, the BMBE should register with the city or
municipality having jurisdiction over the same and must secure a
Certificate of Authority authorizing them to operate as such.
The BMBE workers and owners shall agree on the acceptable
wage rates based on the wage advisories issued by the RTWPBs.
I. Minimum Wage of Workers Paid by Results
All workers paid by results, including homeworkers and those who
are paid on piece rate, takay, pakyaw or task basis, shall receive not
less than the prescribed minimum wage rates under the Regional
Wage Orders for normal working hours which shall not exceed eight
(8) hours a day, or a proportion thereof.
The wage rates of workers who are paid by results may be
determined through time and motion studies or consultation with
representatives of employers’ and workers’ organizations in a
tripartite called by the DOLE Secretary.
J. Minimum Wage of Apprentices, Learners, and Disabled
Workers
Wage of apprentices and learners shall in no case be less than
seventy-five (75%) percent of the applicable minimum wage rates.
Apprentices and learners are those who are covered by
apprenticeship and learnership agreements duly approved by the
Technical Education and Skills Development Authority (TESDA).
A qualified disabled employee shall be subject to the same terms
and conditions of employment and the same compensation,
privileges, benefits, fringe benefits or allowances as a qualified able
bodied person (Sec. 5 of RA 7277 or the Magna Carta for Disabled
Person).

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2
HOLIDAY PAY
(Article 94)
A. Definition
Holiday pay refers to the payment of the regular daily wage for
any unworked regular holiday.
B. Coverage
This benefit applies to all employees except:
1. Government employees, whether employed by the National
Government or any of its political subdivisions, including those
employed in government-owned and/or controlled corporations
with original charters or created under special laws;
2. Those of retail and service establishments regularly employing
less than ten (10) workers;
3. Househelpers and persons in the personal service of another;
4. Managerial employees, if they meet all of the following
conditions:
4.1 Their primary duty is to manage the establishment in
which they are employed or of a department or
subdivision thereof;
4.2 They customarily and regularly direct the work of two or
more employees therein;
4.3. They have the authority to hire or fire other employees
of lower rank; or their suggestions and
recommendations as to hiring, firing, and promotion, or
any other change of status of other employees are
given particular weight.
5. Officers or members of a managerial staff, if they perform the
following duties and responsibilities:
5.1 Primarily perform work directly related to management
policies of their employer;
5.2 Customarily and regularly exercise discretion and
independent judgment;
5.3 (a) Regularly and directly assist a proprietor or
managerial employee in the management of the
establishment or subdivision thereof in which he or she
is employed; or (b) execute, under general supervision,
work along specialized or technical lines requiring

9
special training, experience, or knowledge; or (c)
execute, under general supervision, special
assignments and tasks; and
5.4 Do not devote more than twenty percent (20%) of their
hours worked in a workweek to activities which are not
directly and closely related to the performance of the
work described in paragraphs 5.1, 5.2, and 5.3 above.
6. Field personnel and other employees whose time and
performance is unsupervised by the employer, including
those who are engaged on task or contract basis, purely
commission basis or those who are paid a fixed amount for
performing work irrespective of the time consumed in the
performance thereof.
C. Regular Holidays
Every employee covered by the Holiday Pay Rule is entitled to
the minimum wage rate (daily basic wage and COLA). This means
that the employee is entitled to at least 100% of his/her minimum
wage rate even if he/she did not report for work, provided he/she is
present or is on leave of absence with pay on the work day
immediately preceding the holiday.
Work performed on that day merits at least twice (200%) the
wage rate of the employee.
Illustration: Using the NCR minimum wage rate (daily basic wage
and COLA) of P404.00 + P22.00 per day for the non-agricultural
sector, effective May 26, 2011 under Wage Order No. NCR-16.
For work within eight (8) hours:
Plus 100% of the minimum wage rate of 100% or a total of 200%
Sector/Industry Rate Amount
Non-agriculture P426.00 P426 x 200% = P852.00
Retail/Service Establishment
employing less than 10 workers P367.00
Not covered or
exempted
Where the holiday falls on the scheduled rest day of the
employee, work performed on said day merits at least an additional
30% of the employee’s regular holiday rate of 200% or a total of at
least 260% (Please see 3. Premium Pay).

10
When a regular holiday falls on a Sunday, the following Monday
shall not be a holiday, unless a proclamation is issued declaring it a
special day.
Unless otherwise modified by law, order, or proclamation, the
following are the twelve (12) regular holidays in a year under
Executive Order No. 292, as amended by Republic Act 9849:
New Year’s Day January 1
Maundy Thursday Movable Date
Good Friday Movable Date
Araw ng Kagitingan Monday nearest April 9
Labor Day Monday nearest May 1
Independence Day Monday nearest June 12
National Heroes’ Day Last Monday of August
Eidl Fitr Movable Date
Eidl Adha Movable Date
Bonifacio Day Monday nearest November 30
Christmas Day December 25
Rizal Day Monday nearest December 30
When Araw ng Kagitingan falls on the same day as Maundy
Thursday or Good Friday, a covered employee is entitled to at least
two hundred percent (200%) of his/her basic wage even if said day
is unworked. Where the employee is required to work on that day,
he/she is entitled to an additional 100% of the basic wage.
D. Muslim Holidays
Presidential Decree No. 1083 (Code of Muslim Personal Laws of
the Philippines), as amended, recognizes the four (4) Muslim
holidays, namely:
1. ‘Ămun Jadid (New Year), which falls on the first day of the
lunar month of Muharram;
2. Maulid-un-Nabi (Birthday of the Prophet Muhammad), which
falls on the twelfth day of the third lunar month of Rabi-ul-Awwal;
3. Lailatul Isrā Wal Mi’rāj (Nocturnal Journey and Ascension of
the Prophet Muhammad), which falls on the twenty-seventh day
of the seventh lunar month of Rajab;
These official holidays shall be observed in the provinces of
Basilan, Lanao del Norte, Lanao del Sur, Maguindanao, North
Cotabato, Sultan Kudarat, Sulu, Tawi-Tawi, Zamboanga del Norte

11
and Zamboanga del Sur and in the cities of Cotabato, Iligan,
Marawi, Pagadian, and Zamboanga, and in such other Muslim
provinces and cities as may be created by law. Upon proclamation
by the President of the Philippines, Muslim holidays may also be
officially observed in other provinces and cities.
The dates of Muslim holidays shall be determined by the Office of
the President of the Philippines in accordance with the Muslim Lunar
Calendar (Hijra).
Presidential Proclamation No. 1198 (26 October 1973) provides:
“All private corporations, offices, agencies and entities or
establishments operating within the provinces and cities
enumerated herein shall observe the legal holidays as
proclaimed, provided, however, that all Muslim employees
working outside of the Muslim provinces and cities shall be
excused from work during the observance of the Muslim
holidays as recognized by law without diminution or loss of
wages during the said period xxx.”
Considering that all private corporations, offices, agencies, and
entities or establishments operating within the designated Muslim
provinces and cities are required to observe Muslim holidays, both
Muslims and Christians working within the Muslim areas may not
report for work on the days designated by law as Muslim holidays.
E. Absences
1. All covered employees shall be entitled to holiday pay when
they are on leave of absence with pay on the workday
immediately preceding the regular holiday. Employees who are
on leave of absence without pay on the day immediately
preceding a regular holiday may not be paid the required
holiday pay if they do not work on such regular holiday.
2. Employers shall grant the same percentage of the holiday pay
as the benefit granted by competent authority in the form of
employee’s compensation or social security payment,
whichever is higher, if the employees are not reporting for
work while on such leave benefits.
3. Where the day immediately preceding the holiday is a non-
work day in the establishment or the scheduled rest day of the
employee, he/she shall not be deemed to be on leave of
absence on that day, in which case he/she shall be entitled to

12
the holiday pay if he/she worked on the day immediately
preceding the nonwork day or rest day.
F. Successive Regular Holidays
Where there are two (2) successive regular holidays, like Maundy
Thursday and Good Friday, an employee may not be paid for both
holidays if he/she absents himself/herself from work on the day
immediately preceding the first holiday, unless he/she works on the
first holiday, in which case he/she is entitled to his/her holiday pay
on the second holiday.
G. Temporary or Periodic Shutdown/Cessation of Work
In cases of temporary or periodic shutdown and temporary
cessation of work of an establishment, as when a yearly inventory or
when the repair or cleaning of machineries and equipment is
undertaken, the regular holidays falling within the period shall be
compensated in accordance with the Rules Implementing the Labor
Code, as amended.
H. Holiday Pay of Certain Employees
1. Where the covered employee is paid on piece-rate basis, his/
her holiday pay shall not be less than his/her average daily
earnings for the last seven (7) actual work days preceding the
regular holiday; provided, however, that in no case shall the
holiday pay be less than the applicable statutory minimum
wage rate.
2. Seasonal workers may not be paid the required holiday pay
during off-season when they are not at work.
3. Workers who do not have regular working days, such as
stevedores, shall be entitled to this benefit.

13
3
PREMIUM PAY
(Articles 91-93)
A. Definition
Premium pay refers to the additional compensation for work
performed within eight (8) hours on nonwork days, such as rest days
and special days.
B. Coverage
Government or any of its political subdivisions, including
those employed in government-owned and/or controlled
corporations with original charters or created under special
laws;
conditions:
2.2 They customarily and regularly direct the work of two
or more employees therein;
2.3 They have the authority to hire or fire other employees

14
work described in paragraphs 3.1, 3.2, and 3.3 above.
5. Workers who are paid by results, including those who are paid
on piece rate, takay, pakyaw, or task basis, and other nontime
work, if their output rates are in accordance with the standards
prescribed in the regulations, or where such rates have been
fixed by the Secretary of Labor and Employment;
6. Field personnel, if they regularly perform their duties away
from the principal or branch office or place of business of the
employer and whose actual hours of work in the field cannot
be determined with reasonable certainty.
C. Special Days
1. Special Days
Unless otherwise modified by law, order, or proclamation, the
following are the three (3) special days in a year under Executive
Order No. 292, as amended by Republic Act 9849 that shall be
observed in the Philippines:
Ninoy Aquino Day Monday nearest August 21
All Saints Day November 1
Last Day of the Year December 31
The “no work, no pay” principle applies during special days and
on such other special days as may be proclaimed by the President
or by Congress.
Workers who are not required or permitted to work on special
days are not entitled to any compensation. This, however, is without
prejudice to any voluntary practice or provision in the Collective
Bargaining Agreement (CBA) providing for payment of wages and
other benefits for days declared as special days even if unworked.
On the other hand, work performed on special days merits
additional compensation of at least thirty percent (30%) of the basic
pay or a total of one hundred thirty percent (130%). Where the
employee works on a special day falling on his rest day, he/she shall
be entitled to an additional compensation of at least fifty percent

15
(50%) of his/her basic wage or a total of one hundred fifty percent
(150%).
2. Special Work Days
For work performed on a declared Special Work Day, an
employee is entitled only to his/her daily wage rate. No premium pay
is required since work performed on said day is considered work on
an ordinary workday.
D. Premium Pay Rates
The COLA shall not be included in the computation of premium
pay. The minimum statutory premium pay rates are as follows:
1. For work performed on rest days or on special days:
Plus 30% of the daily basic rate of 100% or a total of 130%.
Retail/Service Establishment P367.00 P367 x 130% = P477.10
2. For work performed on a rest day which is also a special day:
Plus 50% of the daily basic rate of 100% or a total of 150%.
Retail/Service Establishment P367.00 P367 x 150% = P550.50
3. For work performed on a regular holiday which is also the
employee’s rest day (not applicable to employees who are
not covered by the holiday-pay rule).
Plus 30% of the regular holiday rate of 200% based on his/her
daily basic wage rate or a total of 260%.
Non-agriculture P404.00 P404 x 260% = P1,050.40
employing less than 10 workers P367.00
Not covered by holiday
pay rule

16
4
OVERTIME PAY
(Article 87)
A. Definition
Overtime pay refers to the additional compensation for work
performed beyond eight (8) hours a day.
B. Coverage
Same as those covered under 3. Premium Pay.
C. Overtime Pay Rates
The COLA shall not be included in the computation of overtime
pay. The minimum overtime pay rates vary according to the day the
overtime work is performed, as follows:
1. For work in excess of eight (8) hours performed on ordinary
working days: Plus 25% of the hourly rate.
Non-agriculture P404.00
P404/8 x 125% = P50.50 x 125% x
number of hours OT work
Retail/Service Establishment P367.00
P367/8 x 125% = P45.88 x 125% x
number of hours OT work
2. For work in excess of eight (8) hours performed on a
scheduled rest day or a special day: Plus 30% of the hourly
rate on said days.
P404/8 x 130% x 130% = P50.50 x
130% x 130% x number of hours
OT work
Retail/Service Establishment P367.00
P367/8 x 130% x 130% = P45.88 x
OT work

17
3. For work in excess of eight (8) hours performed on a regular
holiday: Plus 30% of the hourly rate on said days.
P404/8 x 200% x 130% = P50.50 x
OT work
employing less than 10 workers
P367.00
Not covered by the rule on holiday
pay
4. For work in excess of eight (8) hours performed on a regular
holiday which falls on a scheduled rest day: Plus 30% of the
hourly rate on said days.
P404/8 x 260% x 130% = P50.50 x
OT work
P367.00
Not covered by the rule on holiday
pay
D. Stipulated Overtime Rates
Generally, the premium pay for work performed on rest days,
special days, or regular holidays is included as part of the regular
rate of the employee in the computation of overtime pay for overtime
work rendered on said days, especially if the employer pays only the
minimum overtime rates prescribed by law.
The employees and employer, however, may stipulate in their
collective agreement the payment for overtime work at rates higher
than those provided by law.

18
5
NIGHT SHIFT DIFFERENTIAL
(Article 86)
A. Definition
Night Shift Differential (NSD) refers to the additional
compensation of ten percent (10%) of an employee’s regular wage
for each hour of work performed between 10 p.m. and 6 a.m.
B. Coverage
2. Those of retail and service establishments regularly employing
not more than five (5) workers;
conditions:

19
work described in paragraphs 5.1, 5.2, and 5.3 above;
6. Field personnel and those whose time and performance are
unsupervised by the employer.
C. Computation of Night Shift Differential
The COLA shall not be included in the computation of night shift
pay. The table below may be used to guide computations:
Work on: Pay equals
Ordinary day 100% or 1
Sunday or rest day 130% or 1.3
Special day 130% or 1.3
Special day falling on rest day 150% or 1.5
Regular Holiday 200% or 2
Regular Holiday falling on rest day 260% or 2.6
Double holiday 300% or 3
Double holiday falling on rest day 390% or 3.9
Ordinary day, night shift 1 x 1.1 = 1.1 or 110%
Rest day, night shift 1.3 x 1.1 = 1.43 or 143%
Special day, night shift 1.3 x 1.1 = 1.43 or 143%
Special day, rest day, night shift 1.5 x 1.1 = 1.65 or 165%
Regular Holiday, night shift 2 x 1.1 = 2.2 or 220%
Regular Holiday, rest day, night shift 2.6 x 1.1 = 2.86 or 286%
Double holiday, night shift 3 x 1.1 = 3.3 or 330%
Double holiday, rest day,night shift 3.9 x 1.1 = 4.29 or 429%
Ordinary day, overtime (OT) 1 x 1.25 = 1.25 or 125%
Rest day, overtime 1.3 x 1.3 = 1.69 or 169%
Special day, overtime 1.3 x 1.3 = 1.69 or 169%
Special day, rest day, overtime 1.5 x 1.3 = 1.95 or 195%
Regular Holiday, overtime 2 x 1.3 = 2.6 or 260%
Regular Holiday, rest day, overtime 2.6 x 1.3 = 3.38 or 338%
Double holiday, overtime 3 x 1.3 = 3.9 or 390%
Double holiday, rest day, overtime 3.9 x 1.3 = 5.07 or 507%
Ordinary day, night shift, overtime 1 x 1.1 x 1.25 = 1.375 or 137.5%
Rest day, night shift, overtime 1.3 x 1.1 x 1.3 = 1.859 or 185.9%
Special day, night shift, overtime 1.3 x 1.1 x 1.3 = 1.859 or 185.9%
Special day, rest day, night shift, OT 1.5 x 1.1 x 1.3 = 2.145 or 214.5%

20
Regular Holiday, night shift, OT 2 x 1.1 x 1.3 = 2.86 or 286%
Reg. Holiday, rest day, night shift, OT 2.6 x 1.1 x 1.3 = 3.718 or 371.8%
Double holiday, night shift, OT 3 x 1.1 x 1.3 = 4.29 or 429%
Double holiday, rest day, night shift, OT 3.9 x 1.1 x 1.3 = 5.577 or 557.7%
The minimum night shift pay rates vary according to the day the
night shift work is performed.
Non-agriculture P404.00 P404/8 x *110% = P50.50 x 110% x
number of hours work
P367.00
P367/8 x *110% = P45.88 x 110% x
number of hours work
* This value may be substituted based on the above rates depending
on the day the night shift work is performed.

21
6
SERVICE CHARGES
(Article 96)
A. Sharing
All rank-and-file employees of employers collecting service
charges are entitled to an equal share in the eighty-five percent
(85%) of the total of such charges. The remaining fifteen percent
(15%) of the charges may be retained by management to answer for
losses and breakages and for distribution to managerial employees,
at the discretion of the management in the latter case. Service
charges are collected by most hotels and some restaurants,
nightclubs, cocktail lounges, among others.
B. Payments
The shares of the employees in the service charges shall be
distributed to them once every two (2) weeks or twice a month at
intervals not exceeding sixteen (16) days.
Where the company stopped collecting service charges, the
average share previously enjoyed by the employees for the past
twelve (12) months immediately preceding such stoppage shall be
integrated into their basic wages.
C. Tips
Where a restaurant or similar establishment does not collect
service charges but has a practice or policy of monitoring and
pooling tips given voluntarily by its customers to its employees, the
pooled tips should be monitored, accounted, and distributed in the
same manner as the service charges.

22
7
SERVICE INCENTIVE LEAVE
(Article 95)
A. Coverage
Every employee who has rendered at least one (1) year of
service is entitled to Service Incentive Leave (SIL) of five (5) days
with pay.
conditions:

23
work described in paragraphs 3.1, 3.2, and 3.3 above;
4. Field personnel and those whose time and performance is
unsupervised by the employer;
5. Those already enjoying this benefit;
6. Those enjoying vacation leave with pay of at least five (5)
days; and
7. Those employed in establishments regularly employing less
than ten (10) employees.
B. Meaning of “one year of service”
The phrase “one year of service” of the employee means service
within twelve (12) months, whether continuous or broken, reckoned
from the date the employee started working. The period includes
authorized absences, unworked weekly rest days, and paid regular
holidays. If through individual or collective agreement, company
practice or policy, the period of the working days is less than twelve
(12) months, said period shall be considered as one year for the
purpose of determining the entitlement to the service incentive
leave.
C. Usage/Conversion to Cash
The service incentive leave may be used for sick and vacation
leave purposes. The unused service incentive leave is commutable
to its money equivalent at the end of the year. In computing, the
basis shall be the salary rate at the date of conversion.
The use and conversion of this benefit may be on a pro rata
basis.d
Illustration: An employee was hired on 1 January 2000 and
resigned on 1 March 2001. Assuming that he/she has not used or
commuted any of his/her accrued SIL, he/she is entitled to the
conversion of his/her accrued SIL, upon his/her resignation, as
follows:
SIL earned as of 31 December 2000 5 days
Proportionate SIL for January and February 2001
(2/12) x 5 days 0.833 day
Total accrued SIL as of 1 March 2001 5.833 days
d
Based on the opinion of DOLE Legal Service.

24
8
MATERNITY LEAVE
(RA 1161, as amended by RA 8282)
A. Coverage
This benefit applies to all female employees, whether married or
unmarried.
B. Entitlement
Every pregnant employee in the private sector, whether married
or unmarried, is entitled to maternity leave benefit of sixty (60) days
in case of normal delivery or miscarriage, or seventy-eight (78)
days, in case of Caesarian section delivery, with benefits equivalent
to one hundred percent (100%) of the average daily salary credit of
the employee as defined under the law.
To be entitled to the maternity leave benefit, a female employee
should be an SSS member employed at the time of her delivery or
miscarriage; she must have given the required notification to the
SSS through her employer; and her employer must have paid at
least three monthly contributions to the SSS within the twelve-month
period immediately before the date of the contingency (i.e.,
childbirth or miscarriage).
The maternity leave benefit, like other benefits granted by the
Social Security System (SSS), is granted to employees in lieu of
wages. Thus, this may not be included in computing the employee’s
thirteenth-month pay for the calendar year.

25
9
PATERNITY LEAVE
(RA 8187)
A. Coverage
Paternity Leave is granted to all married male employees in the
private sector, regardless of their employment status (e.g.,
probationary, regular, contractual, project basis). The purpose of
this benefit is to allow the husband to lend support to his wife during
her period of recovery and/or in nursing her newborn child.
Government employees are also entitled to the paternity leave
benefit. They shall be governed by the Civil Service rules.
B. The Paternity Leave Benefit
Paternity leave benefit shall apply to the first four (4) deliveries
of the employee’s lawful wife with whom he is cohabiting. For this
purpose, “cohabiting” means the obligation of the husband and wife
to live together.
If the spouses are not physically living together because of the
workstation or occupation, the male employee is still entitled to the
paternity leave benefit.
The paternity leave shall be for seven (7) calendar days, with full
pay, consisting of basic salary and mandatory allowances fixed by
the Regional Wage Board, if any, provided that his pay shall not be
less than the mandated minimum wage.
Usage of the paternity leave shall be after the delivery, without
prejudice to an employer’s policy of allowing the employee to avail
of the benefit before or during the delivery, provided that the total
number of days shall not be more than seven (7) calendar days for
each covered delivery.
C. Conditions for Entitlement
A married male employee shall be entitled to paternity leave
benefit provided that he has met the following conditions:
1. He is an employee at the time of the delivery of his child;

26
2. He is cohabiting with his spouse at the time that she gives
birth or suffers a miscarriage;
3. He has applied for paternity leave with his employer within a
reasonable period of time from the expected date of delivery
by his pregnant spouse, or within such period as may be
provided by company rules and regulations, or by collective
bargaining agreement; and
4. His wife has given birth or suffered a miscarriage.
D. Application for Paternity Leave
The married male employee shall apply for paternity leave with
his employer within a reasonable period of time from the expected
date of delivery by his pregnant spouse, or within such period as
may be provided by company rules and regulations, or by collective
bargaining agreement. In case of a miscarriage, prior application
for paternity leave shall not be required.
E. Nonconversion to Cash
In the event that the paternity leave is not availed of, it shall not
be convertible to cash and shall not be cumulative.
F. Crediting of Existing Benefits
1. If the existing paternity leave benefit under the collective
bargaining agreement, contract, or company policy is greater
than seven (7) calendar days as provided for in RA 8187, the
greater benefit shall prevail.
2. If the existing paternity leave benefit is less than that provided
in RA 8187, the employer shall adjust the existing benefit to
cover the difference.
Where a company policy, contract, or collective bargaining
agreement provides for an emergency or contingency leave
without specific provisions on paternity leave, the employer
shall grant to the employee seven (7) calendar days of
paternity leave.

27
10
PARENTAL LEAVE FOR SOLO PARENTS
(RA 8972)
A. Coverage
Parental leave for solo parents is granted to any solo parent or
individual who is left alone with the responsibility of parenthood due
to:
1. Giving birth as a result of rape or, as used by the law, other
crimes against chastity;
2. Death of spouse;
3. Spouse is detained or is serving sentence for a criminal
conviction for at least one (1) year;
4. Physical and/or mental incapacity of spouse as certified by a
public medical practitioner;
5. Legal separation or de facto separation from spouse for at
least one (1) year: Provided that he/she is entrusted with the
custody of the children;
6. Declaration of nullity or annulment of marriage as decreed by
a court or by a church: Provided, that he/she is entrusted with
the custody of the children;
7. Abandonment of spouse for at least one (1) year;
8. Unmarried father/mother who has preferred to keep and rear
his/her child/children, instead of having others care for them
or give them up to a welfare institution;
9. Any other person who solely provides parental care and
support to a child or children: Provided, that he/she is duly
licensed as a foster parent by the Department of Social
Welfare and Development (DSWD) or duly appointed legal
guardian by the court; and
10. Any family member who assumes the responsibility of head of
family as a result of the death, abandonment, disappearance,
or prolonged absence of the parents or solo parent: Provided,
that such abandonment, disappearance, or prolonged absence
lasts for at least one (1) year.
B. Definition of Terms
“Parental leave” shall mean leave benefits granted to a solo
parent to enable him/her to perform parental duties and
responsibilities where physical presence is required.

28
“Child” refers to a person living with and dependent on the solo
parent for support. He/she is unmarried, unemployed, and below
eighteen (18) years of age, or even eighteen (18) years old and
above but is incapable of self-support because he/she is mentally-
and/or physically-challenged.
C. The Parental Leave Benefit
The parental leave, in addition to leave privileges under existing
laws, shall be for seven (7) work days every year, with full pay,
consisting of basic salary and mandatory allowances fixed by the
Regional Wage Board, if any, provided that his/her pay shall not be
less than the mandated minimum wage.
D. Conditions for Entitlement
A solo parent employee shall be entitled to the parental leave,
provided that:
1. He/she has rendered at least one (1) year of service, whether
continuous or broken;
2. He/she has notified his/her employer that he/she will avail
himself/herself of it, within a reasonable period of time; and
3. He/she has presented to his/her employer a Solo Parent
Identification Card, which may be obtained from the DSWD
office of the city or municipality where he/she resides.
E. Nonconversion to Cash
In the event that the parental leave is not availed of, it shall not
be convertible to cash, unless specifically agreed on previously.
F. Crediting of Existing Leave
If there is an existing or similar benefit under a company policy or
a collective bargaining agreement, the same shall be credited as
such. If the same is greater than the seven (7) days provided for in
RA 8972, the greater benefit shall prevail.
Emergency or contingency leave provided under a company
policy or a collective bargaining agreement shall not be credited as
compliance with the parental leave provided for under RA 8972.

29
G. Termination of the Benefit
A change in the status or circumstance of the parent claiming the
benefit under the law, such that he/she is no longer left alone with
the responsibility of parenthood, shall terminate his/her eligibility for
this benefit.
H. Protection Against Work Discrimination
No employer shall discriminate against any solo parent employee
with respect to terms and conditions of employment on account of
his/her being a solo parent.

30
11
LEAVE FOR VICTIMS OF VIOLENCE
AGAINST WOMEN
AND THEIR CHILDREN
(RA 9262)
A. Definition
“Violence against women and their children,” as used in Republic
Act 9262 (the “Anti-Violence Against Women and Their Children Act
of 2004”), “refers to any act or a series of acts committed by any
person against a woman who is his wife, former wife, or against a
woman with whom the person has or had a sexual or dating
relationship, or with whom he has a common child, or against her
child whether legitimate or illegitimate, within or without the family
abode, which will result in or is likely to result in physical, sexual,
psychological harm or suffering, or economic abuse including
threats of such acts, battery, assault, coercion, harassment or
arbitrary deprivation of liberty.”
B. Coverage and Purpose
Private sector women employees who are victims as defined in
RA 9262 shall be entitled to the paid leave benefit under such terms
and conditions provided herein.
The leave benefit shall cover the days that the woman employee
has to attend to medical and legal concerns.
C. Requirement for Entitlement
To be entitled to the leave benefit, the only requirement is for the
victim-employee to present to her employer a certification from the
barangay chairman (Punong Barangay) or barangay councilor
(barangay kagawad) or prosecutor or the Clerk of Court, as the case
may be, that an action relative to the matter is pending.

31
D. The Benefit
In addition to other paid leaves under existing labor laws,
company policies, and/or collective bargaining agreements, the
qualified victim-employee shall be entitled to a leave of up to ten
(10) days with full pay, consisting of basic salary and mandatory
allowances fixed by the Regional Wage Board, if any.
The said leave shall be extended when the need arises, as
specified in the protection order issued by the barangay or the
court.
E. Usage of the Benefit
The usage of the ten-day leave shall be at the option of the
woman employee. In the event that the leave benefit is not availed
of, it shall not be convertible into cash and shall not be cumulative.

32
12
SPECIAL LEAVE FOR WOMEN
(RA 9710)
A. Coverage
Any female employee regardless of age and civil status shall be
entitled to a special leave benefit under such terms and conditions
provided herein.
B. Definition of Term
“Gynecological disorders” refers to disorders that would require
surgical procedures such as, but not limited to dilatation and
curettage and those involving female reproductive organs such as
the vagina, cervix, uterus, fallopian tubes, ovaries, breast, adnexa
and pelvic floor, as certified by a competent physician. It shall also
include hysterectomy, ovariectomy and mastectomy.
C. Conditions for Entitlement
1. She has rendered at least six (6) months continuous
aggregate employment service for the last twelve (12)
months prior to surgery;
2. She has filed an application for special leave with her
employer within a reasonable period of time from the
expected date of surgery or within such period as may be
provided by company rules and regulations or collective
bargaining agreement; and
3. She has undergone surgery due to gynecological disorders
as certified by a competent physician.
D. The Special Leave Benefit
The employee is entitled to special leave benefit of two (2)
months with full pay based on her gross monthly compensation.
Gross monthly compensation refers to the monthly basic pay plus
mandatory allowances fixed by the regional wage boards.

33
E. Usage
The special leave shall be granted to the qualified employee after
she has undergone surgery without prejudice to an employer
allowing an employee to receive her pay before or during the
surgery.
F. Nonconversion to Cash
The special leave shall be non-cumulative and non-convertible to
cash unless otherwise provided by a collective bargaining
agreement (CBA).

34
13
THIRTEENTH-MONTH PAY
(PD 851)
A. Coverage
All employers are required to pay their rank and file employees
thirteenth-month pay, regardless of the nature of their employment
and irrespective of the methods by which their wages are paid,
provided they worked for at least one (1) month during a calendar
year. The thirteenth-month pay should be given to the employees
not later than December 24 of every year.
B. Definition of Rank-and-File Employees
The Labor Code, as amended, distinguishes a rank-and-file
employee from a managerial employee. A managerial employee is
one who is vested with powers or prerogatives to lay down and
execute management policies and/or to hire, transfer, suspend,
layoff, recall, discharge, assign, or discipline employees, or to
effectively recommend such managerial actions. All employees not
falling within this definition are considered rank-and-file employees.
The above distinction shall be used as guide for the purpose of
determining who are rank-and-file employees entitled to the
thirteenth-month pay.
C. Minimum Amount
The thirteenth-month pay shall not be less than one-twelfth (1/12)
of the total basic salary earned by an employee in a calendar year.
The "basic salary" of an employee for the purpose of computing
the thirteenth-month pay shall include all remunerations or earnings
paid by his or her employer for services rendered. It does not
include allowances and monetary benefits which are not considered
or integrated as part of the regular or basic salary, such as the cash
equivalent of unused vacation and sick leave credits, overtime,
premium, night shift differential and holiday pay, and cost of living
allowance (COLA). However, these salary-related benefits should
be included as part of the basic salary in the computation of the
thirteenth-month pay if these are treated as part of the basic salary

35
of the employees, through individual or collective agreement,
company practice or policy.
D. Exempted Employers
The following employers are not covered by PD 851:
1. The government and any of its political subdivisions, including
government-owned and controlled corporations, except those
corporations operating essentially as private subsidiaries of
the government;
2. Employers who are already paying their employees thirteenth-
month pay or more in a calendar year or its equivalent at the
time of the issuance of PD 851;
3. Employers of househelpers and persons in the personal
service of another in relation to such workers; and
4. Employers of those who are paid on purely commission,
boundary or task basis, and those who are paid a fixed amount
for performing specific work, irrespective of the time consumed
in the performance thereof (except those workers who are paid
on piece-rate basis, in which case their employer shall grant
them thirteenth-month pay).
As used herein, “workers paid on piece-rate basis” shall refer to
those who are paid a standard amount for every piece or unit of
work produced that is more or less regularly replicated, without
regard to the time spent in producing the same.
The term "its equivalent" as used in item D.2 above shall include
Christmas bonus, midyear bonus, cash bonuses, and other
payments amounting to not less than one-twelfth (1/12) of the basic
salary but shall not include cash and stock dividends, cost of living
allowance, and all other allowances regularly enjoyed by the
employee, as well as nonmonetary benefits.
E. Time of Payment of Thirteenth-Month Pay
The thirteenth-month pay shall be paid not later than December
24 of every year. An employer, however, may give to his or her
employees one-half (1/2) of the thirteenth-month pay before the
opening of the regular school year and the remaining half on or
before December 24 of every year. The frequency of payment of
this monetary benefit may be the subject of an agreement between

36
the employer and the recognized/collective bargaining agent of the
employees.
F. Thirteenth-Month Pay for Certain Types of Employees
1. Employees who are paid on piecework basis are entitled to
the thirteenth-month pay.
2. Employees who are paid a fixed or guaranteed wage plus
commission are also entitled to the thirteenth-month pay,
based on their earnings during the calendar year (i.e., on
both their fixed or guaranteed wage and commission).
In the consolidated cases of Boie Takeda Chemicals, Inc.
vs. Dionisio de la Serna, G.R. No. 92174 December 10, 1993,
and Philippine Fuji Xerox Corporation vs. Cresenciano B.
Trajano and Philippine Fuji Xerox Employees Union, G.R. No.
102552 December 10, 1993, the Supreme Court ruled that
commissions, while included in the generic term wage, are
not part of "basic salary/wage" and therefore should not be
included in computing the thirteenth-month pay. Thus:
In remunerative schemes consisting of a fixed or
guaranteed wage plus commission, the fixed or guaranteed
wage is patently the "basic salary" for this is what the
employee receives for a standard work period.
Commissions are given for extra efforts exerted in
consummating sales or other related transactions. They
are, as such, additional pay, which this Court has made
clear do not form part of the "basic salary" (228 SCRA 329
[1993]).
3. Employees with multiple employers
Government employees working part-time in a private
enterprise, including private educational institutions, as well
as employees working in two or more private firms, whether
on full-time or part-time basis, are entitled to the thirteenth-
month pay from all their private employers, regardless of
their total earnings from each of their employers.
G. Thirteenth-Month Pay of Resigned or Separated Employee
An employee who has resigned or whose services are terminated
at any time before the time of payment of the thirteenth-month pay
is entitled to this monetary benefit in proportion to the length of time
he or she has worked during the year, reckoned from the time he or

37
she has started working during the calendar year up to the time of
his or her resignation or termination from the service. Thus, if he or
she worked only from January to September, his or her
proportionate thirteenth-month pay should be equal to one-twelfth
(1/12) of his or her total basic salary earned during that period.
H. Non-inclusion in Regular Wage
The mandated thirteenth-month pay need not be credited as part
of the regular wage of employees for purposes of determining
overtime and premium payments, fringe benefits, as well as
contributions to the State Insurance Fund, Social Security System,
National Health Insurance Program, and private retirement plans.

38
14
SEPARATION PAY
(Articles 283-84)
Separation pay is given to employees in instances covered by
Articles 283 and 284 of the Labor Code of the Philippines. An
employee’s entitlement to separation pay depends on the reason or
ground for the termination of his or her services. An employee may
be terminated for just cause (i.e., gross and habitual neglect of duty,
fraud, or commission of a crime), and other similar causes as
enumerated under Article 282 of the Labor Code and, generally, may
not be entitled to separation pay.e
On the other hand, where the
termination is for authorized causes, separation pay is due.
A. One-Half (1/2) Month Pay per Year of Service
An employee is entitled to receive a separation pay equivalent to
one-half (1/2) month pay for every year of service, a fraction of at
least six (6) months being considered as one (1) whole year, if
his/her separation from the service is due to any of the following
authorized causes:
1. Retrenchment to prevent losses (i.e., reduction of personnel
effected by management to prevent losses);
2. Closure or cessation of operation of an establishment not due
to serious losses or financial reverses; and
3. When the employee is suffering from a disease not curable
within a period of six (6) months and his/her continued
employment is prejudicial to his/her health or to the health of
his/her co-employees.
In no case will an employee get less than one (1) month
separation pay if the separation is due to the above stated causes,
and he/she has served for at least six (6) months.
Thus, if an employee had been in the service for at least six (6)
months but less than a year, he/she is entitled to one (1) full
e
The Supreme Court has ruled in certain cases that separation pay shall be
granted the workers.

39
month’s pay as his/her separation pay if his/her separation is due to
any of the causes enumerated above.
B. One-Month Pay per Year of Service
An employee is entitled to separation pay equivalent to his/her
one-month pay for every year of service, a fraction of at least six (6)
months being considered as one whole year, if his/her separation
from service is due to any of the following:
1. Installation by employer of labor-saving devices;
2. Redundancy, as when the position of the employee has been
found to be excessive or unnecessary in the operation of the
enterprise; and
3. Impossible reinstatement of the employee to his or her former
position or to a substantially equivalent position for reasons
not attributable to the fault of the employer, as when the
reinstatement ordered by a competent authority cannot be
implemented due to closure or cessation of operations of the
establishment/employer, or the position to which he or she is
to be reinstated no longer exists and there is no substantially
equivalent position in the establishment to which he or she can
be assigned.f
G. Notice of Termination
The employer may terminate the employment of any employee
due to the above-mentioned authorized causes by serving a written
notice on the employee and the Department of Labor and
Employment through its regional office having jurisdiction over the
place of business at least one (1) month before the intended date
thereof.
H. Basis of Separation Pay
The computation of separation pay of an employee shall be based
on his/her latest salary rate.
I. Inclusion of Regular Allowance in the Computation
In the computation of separation pay, it would be error not to
integrate the allowance with the basic salary. The salary base
properly used in computing the separation pay should include not
just the basic salary but also the regular allowances that an
employee has been receiving.g
f
Gaco vs. NLRC, et al., G.R. No. 104690, February 23, 1994.
g
Planters’ Products, Inc. vs. NLRC, G.R. No. 78524, January 20, 1989.

40
15
RETIREMENT PAY
(Article 287, as amended by RA 7641)
A. Coverage
1. Employees shall be retired upon reaching the age of sixty (60)
years or more but not beyond sixty-five (65) years old [and
have served the establishment for at least five (5) years].
2. This benefit applies to all employees except:
1) government employees;
2) employees of retail, service and agricultural
establishments/operations regularly employing not more
than ten (10) employees.
B. Amount of Retirement Pay
The minimum retirement pay shall be equivalent to one-half (1/2)
month salary for every year of service, a fraction of at least six (6)
months being considered as one (1) whole year.
For the purpose of computing retirement pay, "one-half month
salary" shall include all of the following:
1. Fifteen (15) days salary based on the latest salary rate;
2. Cash equivalent of five (5) days of service incentive leave;
3. One-twelfth (1/12) of the thirteenth-month pay.
(1/12 x 365/12 = .083 x 30.41 = 2.5)
Thus, “one-half month salary” is equivalent to 22.5 days (Capitol
Wireless, Inc. vs. Honorable Secretary Ma. Nieves R. Confesor, G.
R. No. 117174, November 13, 1996).
The COLA shall not be included in the computation of retirement
pay.
Illustration:
Minimum Retirement Pay = Daily Rate x 22.5 days x number of
years in service

41
Other benefits may be included in the computation of the
retirement pay upon agreement of the employer and the employee or
if provided in the Collective Bargaining Agreement (CBA).
C. Retirement Benefits under a Collective Bargaining Agreement
or Applicable Contract
Any employee may retire or be retired by his or her employer
upon reaching the retirement age established in the collective
bargaining agreement (CBA) or other applicable agreement/contract
and shall receive the retirement benefits granted therein; provided,
however, that such retirement benefits shall not be less than the
retirement pay required under RA 7641, and provided further that if
such retirement benefits under the agreement are less, the employer
shall pay the difference.
Where both the employer and the employee contribute to a
retirement fund pursuant to the applicable agreement, the
employer's total contributions and the accrued interest thereof
should not be less than the total retirement benefits to which the
employee would have been entitled had there been no such
retirement benefits’ fund. If such total portion from the employer is
less, the employer shall pay the deficiency.
D. Retirement Benefits of Workers who are Paid by Results
For covered workers who are paid by results and do not have a
fixed monthly salary rate, the basis for the determination of the
salary for fifteen (15) days shall be their average daily salary (ADS).
The ADS is derived by dividing the total salary or earnings for the
last twelve months reckoned from the date of retirement by the
number of actual working days in that particular period, provided
that the determination of rates of payment by results are in
accordance with the established regulations.
E. Retirement Benefit of Part-time Workers
Part-time workers are also entitled to retirement pay of “one-
month salary” for every year of service under RA 7641 after
satisfying the following conditions precedent for optional retirement:
(a) there is no retirement plan between the employer and the
employee and (b) the employee should have reached the age of
sixty (60) years, and should have rendered at least five (5) years of
service with the employer.

42
Applying the foregoing principle, the components of retirement
benefit of part-time workers may likewise be computed at least in
proportion to the salary and related benefits due them.
F. Retirement Benefit of Underground Mine Employees under
Republic Act 8558
The retirement age of underground mine employees has been
reduced to a much lower age. For this purpose, an underground
mine employee refers to any person employed to extract mineral
deposits underground or to work in excavations or workings such as
shafts, winzes, tunnels, drifts, crosscuts, raises, working places
whether abandoned or in use beneath the earth’s surface for the
purpose of searching for and extracting mineral deposits.
In the absence of a retirement plan or other applicable agreement
providing for retirement benefits of underground mine employees in
the establishment, an employee may retire upon reaching the
compulsory retirement age of sixty (60) years or upon optional
retirement at the age of fifty (50) years, provided he/she has served
for at least five (5) years as an underground mine employee or in
underground mine of the establishment.
G. Other Benefits upon Retirement
The retirement benefits under RA 7641 and RA 8558 are separate
and distinct from those granted by the Social Security System.
Under the law, upon optional or compulsory retirement, the
employee is also entitled to the proportionate thirteenth-month pay
for the calendar year and to the cash equivalent of accrued leave
benefits.

43
16
BENEFITS UNDER THE EMPLOYEES’
COMPENSATION PROGRAM
(PD 626)
A. The Employees’ Compensation Program
The Employees’ Compensation Program (ECP) is a government
program designed to provide a compensation package to public and
private sector employees or their dependents in the event of work-
related sickness, injury, disability, or death.h
B. Coverage
The ECP covers all workers in the formal sector.
Coverage in the ECP starts on the first day of employment.
Employees in the private sector who are registered members of
the Social Security System (SSS), except self-employed workers
and voluntary members of the SSS.
C. The Benefits
Loss of income benefit or a cash benefit given to a worker to
compensate for lost income due to his or her inability to work.
Medical benefits which include the reimbursement of the cost of
medicine for the illness or injury, payments to providers of medical
care, hospital care, surgical expenses, and the costs of appliances
and supplies where necessary. The medical services are limited to
ward services of an accredited hospital.
Rehabilitation services which include physical therapy,
vocational training, and special assistance provided to employees
h
For more information, please write or call the Employees’ Compensation
Commission (ECC), Information and Public Assistance Division, located at 355
Sen. Gil Puyat Avenue, Makati City. Telephone Nos. 899-4251 to 52 locals 227
and 228; Fax: 897-7597. Public Assistance Center (PAC) Telephone No. 899-
4251. Email: ecc_mail@yahoo.com. Website: www.ecc.gov.ph

44
who sustain a disability as a result of sickness or injury arising out
of employment. The objective is to develop the workers’ mental,
vocational, and social potential and to help them remain as
productive members of society.
Carer’s allowance which is provided to an employee who suffers
a permanent total disability (PTD) arising out of employment the
extent of which is such that he or she could not on his or her own
attend to his or her basic personal needs.
Death benefits which are granted to beneficiaries of an
employee who dies as a result of sickness or injury arising out of
employment. When a worker on PTD status dies, his or her primary
beneficiaries shall receive eighty percent (80%) of his or her
monthly income benefit plus ten percent (10%) for every dependent
child but not exceeding five (5).
D. Kinds of Disability
There are three (3) types of loss of income benefits:
Temporary Total Disability (TTD) benefit which is given to an
employee who is unable to work for a continuous period not
exceeding 120 days.
Permanent Partial Disability (PPD) benefit which is given to a
worker who loses a body part and consequently the loss of the use
of that body part.
Permanent Total Disability (PTD) benefit which is given if the
employee’s inability to work lasts for more than 240 days. PTD
benefit can be claimed in the following cases:
1. complete loss of sight of both eyes;
2. loss of two limbs at or above the ankles or wrists;
3. permanent and complete paralysis of two limbs;
4. brain injury resulting in incurable imbecility or insanity; and
5. such cases as determined and approved by SSS.
E. Filing of Claims
Employees can claim only for work-connected sickness, injuries,
or death.

45
Who may file: The claimant or his/her representative may file an
appropriate claim with the GSIS, in case of public sector
claimant, or with the SSS, in case of private sector claimant.
When: A claim must be filed within one (1) year from the last day
of confinement from the hospital. For home confinement, it must
be filed within one (1) year from the start of illness.
How: Fill in the prescribed forms supplied by the GSIS or SSS
and attach the supporting documents required for every
contingency.
Where: A claim may be filed at any GSIS branch office, for
government employees, or at any SSS branch office, for
employees in the private sector.
Period of Appeal. The claimant shall file with the GSIS or the SSS,
as the case may be, a notice of appeal within thirty (30) calendar
days from receipt of the decision.
F. Obligations/Responsibilities of Employers
1. Contribution to the State Insurance Fund (SIF). – The
employer shall contribute in behalf of his or her employees to
the SIF, from which payments for benefits are drawn.
2. Registration. – Every employer (and every employee as well)
shall be registered with the GSIS or SSS by accomplishing the
prescribed forms.
3. Safety Devices. – The employer shall comply with health and
safety laws and shall take the necessary precautions for the
prevention of work-related disability or death.
4. Employer’s Logbook. – The employer is required to maintain
a logbook to contain his or her employees’ sickness, injuries,
disabilities, and deaths. Notification of such contingencies to
the GSIS or SSS shall be made within five (5) days from the
date of contingency.
5. Deprivations Clause. – No contract, regulation, or device
whatsoever shall operate to deprive the employee or his/her
dependents of any part of the ECP compensation package.

46
17
PHILHEALTH BENEFITS
A. The National Health Insurance Program
The National Health Insurance Program (NHIP), formerly known
as Medicare, is a health insurance program for SSS members and
their dependents whereby the healthy subsidize the sick who may
find themselves in need of financial assistance when they get
hospitalized.
The Philippine Health Insurance Corporation or PhilHealth is the
mandated administrator of the Medicare program (now known as
NHIP) under the National Health Insurance Act of 1995 (Republic
Act 7875).i
B. Coverage
The program covers the following:
1. Employed Members – all those employed in the government
and private sector.
2. Individually Paying Members – self-employed, overseas
Filipino workers, professionals in private practice (doctors,
lawyers, dentists, etc.)
5. Non-paying Members – the following are entitled to lifetime
coverage:
 Retirees and pensioners of the GSIS and SSS
(including permanent total disability and survivorship
pensioners of the SSS) prior to the effectivity of RA
7875 on March 4, 1995.
i
For inquiries on NHIP coverage, benefits and procedures for SSS members,
you may visit the Philippine Health Insurance Corporation (PhilHealth) at the
Citystate Centre Bldg., 709 Shaw Blvd., Barangay Oranbo, Pasig City or call
telephone number 637-9999. You may also visit the PhilHealth website at
http://www.philhealth.gov.ph.

47
 Members who have reached the retirement age and
have paid at least 120 monthly contributions.
Optional Retirees (under RA1616, PD 1146 or PD
1184) are not yet entitled to lifetime coverage until
they reach the age of retirement (60 years old).
4. Indigent Members – under the indigent component of the
NHIP.
C. The Benefits
A unified benefit package for all PhilHealth members is being
implemented which includes the following categories of personal
health services:
1. Inpatient hospital care:
 Room and board;
 Services of health care professionals;
 Diagnostic, laboratory, and other medical examination
services;
 Use of surgical or medical equipment and facilities;
 Prescription drugs and biologicals, subject to the
limitations stated in Section 37 of RA 7875; and
 Inpatient education packages.
2. Outpatient care:
 Services of health care professionals;
 Diagnostic, laboratory, and other medical examination
services;
 Personal preventive services;
 Prescription drugs and biologicals, subject to the
limitations described in Section 37 of RA 7875; and
 Emergency and transfer services.

48
The New PhilHealth Inpatient Benefit Schedule
Effective April 5, 2009
HOSPITAL CATEGORIES
Levels 3 & 4 Hospitals (Tertiary)
Benefit Item Case Type
A B C D
Room and Board
P500/day P500/day P800/day P1,100/day
Drugs and Medicines
P 4,200 P 14,000 P 28,000 P 40,000
X-ray, Lab. and Others** P 3,200 P 10,500 P 21,000 P 30,000
Operating Room
For procedures with RVU 30 & below = P1,200
For procedures with RVU 31 to 80 = P1,500
For procedures with RVU 81 to 600: RVU x PCF 20
(Minimum = P3,500)
Professional Fees
a. Daily visits
General Practitioner (Groups 1, 5, and 6)
Per Day P300 P400 P500 P600
Maximum per confinement P1,200 P2,400 P4,000 P6,000
Specialist (Groups 2, 3, and 4)
Per Day P500 P600 P700 P800
Maximum per confinement P2,000 P3,600 P5,600 P8,000
b. Surgery
For RVU 500 and below For RVU 501 and above
Surgeon Anes.thesiologis
t
Surgeon Anesthesiologist
General Practitioner
First Tier
(Group 1)
RVU x PCF 40
= PF1
Max. of P3,200
40% of
surgeon’s fee
(PF1) Max. of
P1,280
RVU x PCF 40
= PF1
Max. of P3,200
40% of
surgeon’s fee
(PF1) Max. of
P1,280
With training
Second Tier
(Groups 5 and 6)
RVU x PCF 48
= PF2
48% of
surgeon’s fee
(PF1)
RVU x PCF 48
= PF2
48% of
surgeon’s fee
(PF1)
Diplomate/fellow
Third Tier
(Groups 2, 3, and 4)
RVU x PCF 56
= PF3
56% of
surgeon’s fee
(PF1)
RVU x PCF 80
= PF4
40% of
surgeon’s fee
(PF4)

Maximum of 45 days per year.
 
per single period of confinement.

49
Level 2 Hospitals (Secondary)
Benefit Item
Case Type
A B C
Room and Board* P 400/day P 400/day P 600/day
Drugs and Medicines** P 3,360 P 11,200 P 22,400
X-ray, Laboratory and Others** P 2,240 P 7,350 P 14,700
Operating Room
For procedures with RVU 30 & below = P750
For procedures with RVU 31 to 80 = P1,200
For procedures with RVU 81 to 600
RVU x PCF 15
(Minimum = P2,200 and Maximum = P7,500)
Professional Fees
a. Daily visits
Per Day P300 P400 P500
Maximum per confinement P1,200 P2,400 P4,000
Per Day P500 P600 P700
Maximum per confinement P2,000 P3,600 P5,600
b. Surgery (for Case Types A, B and C) Surgeon Anesthesiologist
First tier
(Group 1)
RVU x PCF 40
= PF1
Maximum of P3,200
40% of surgeon’s fee
(PF1)
Maximum of P1,280
With training
Second tier
(Groups 5 and 6)
RVU x PCF 48
= PF2
(PF1)
Diplomate/fellow
Third tier
RVU x PCF 56
= PF3
(PF1)
Level 1 Hospitals (Primary)
Benefit Item Case Type
A B
Room and Board* P300/day P300/day
Drugs and Medicines** P2,700 P 9,000
X-ray, Laboratory and Others** P1,600 P 5,000
Operating Room P500
Professional Fees
a. Daily visits
Per Day P300 P400
Maximum per confinement P1,200 P2,400
Per Day P500 P600
Maximum per confinement P2,000 P3,600
b. Surgery (for Case Types A and B) Surgeon Anesthesiologist

50
First Tier
(Group 1)
RVU x PCF 40
= PF1
(PF1)
With training
Second Tier
(Groups 5 and 6)
RVU x PCF 48
= PF2
(PF1)
Diplomate/fellow
Third Tier
RVU x PCF 56
= PF3
(PF1)
Max. of P2,000 per
confinement
Max. fee computed as
percentage of P2,000
The following are also included in your
PhilHealth benefits:
• Outpatient Malaria Package starting 01
December 2008
• Normal Spontaneous Delivery up to
fourth childbirth starting 01 January 2009
• Voluntary Surgical Contraception
Procedures starting 01 October 2008
• Cataract Package starting 01 May 2009
• A(H1N1) Package starting 01 May 2009
Additional Update
• In compliance to PhilHealth Circular Nos.
22, s. 2007 and 11, s. 2008, the hospital’s
Statement of Account (SA) or Billing
Statement (BS) should be attached to a claim
application.
• No need to attach an SA or BS to claim
applications for packages like Maternity
Care Package, SARS, Peritoneal Dialysis,
and Avian Flu.

51
18
SOCIAL SECURITY BENEFITS
A. The Social Security Program
The Social Security Program provides a package of benefits in
the event of death, disability, sickness, maternity, and old age.
Basically, the Social Security System (SSS) provides for a
replacement of income lost on account of the aforementioned
contingencies.j
B. Coverage
 A private employee, whether permanent, temporary or
provisional;
 A household helper earning at least P1,000 a month is
subject to compulsory coverage starting September 1, 1993.
C. The Benefits
C.1 Sickness
The sickness benefit is a daily cash allowance paid for the
number of days a member is unable to work due to sickness or
injury.
A member is qualified to avail himself/herself of this benefit if:
1. he/she is unable to work due to sickness or injury and is
thus confined either in the hospital or at home for at
least four days;
2. he/she has paid at least three monthly contributions
within the 12-month period immediately before the
semester of sickness;
j
For inquiries on SSS benefits and other related matters, you may visit the
Social Security System (SSS) at the SSS Building, East Avenue, Diliman,
Quezon City or its nearest branch office. You may also call telephone numbers
920-6401 (operator-assisted), 920-6446 (Member Relations Department), 917-
7777 (machine-assisted; press your SSS no. and wait for instructions) or visit
its website at www.sss.gov.ph or e-mail it at member_relations@sss.gov.ph.

52
3. he/she has used up all current company sick leaves with
pay for the current year; and
4. he/she has notified his/her employer.
The amount of an employee’s sickness benefit is computed as:
the daily sickness allowance times the approved number of days.
Effective May 24, 1997, the daily sickness allowance is 90
percent of the average daily salary credit (Section 14 of Republic
Act 8282).
C.2. Maternity (see Title #8. Maternity Leave on page 24)
C.3. Disability
It is a cash benefit paid to a member who becomes
permanently disabled, either partially or totally.
A member who suffers partial or total permanent disability,
with at least one (1) contribution paid to the SSS prior to the
semester of contingency, is qualified.
The complete and permanent loss of use of any of the
following parts of the body under permanent partial disability:
one thumb sight of one eye one big toe
one index finger hearing of one ear one hand
one middle finger hearing of both ears one arm
one ring finger one foot one ear
one little finger one leg both ears
The following fall under permanent total disability:
1. Complete loss of sight of both eyes;
2. Loss of two limbs at or above the ankle or wrists;
3. Permanent complete paralysis of two limbs;
4. Brain injury causing insanity; and
5. Other cases as determined and approved by the SSS.
Types of disability benefits:
1. The monthly pension which is paid to a disabled member
who has paid at least 36 monthly contributions to the
SSS; and
2. The lump sum amount which is granted to those who
have not paid the required 36 monthly contributions.
C.4. Retirement

53
It is a cash benefit paid to a member who can no longer work
due to old age.
A member is qualified to avail himself of this benefit if:
b. He/she is 60 years old and unemployed and has paid
at least 120 monthly contributions prior to the
semester of retirement.
b. he/she is 65 years old, whether employed or not. If
employed he/she should have paid 120 monthly
contributions prior to the semester of retirement,
whether employed or not.
The types of retirement benefits are:
a. the monthly pension, and
b. the lump sum amount.
The monthly pension is a lifetime cash benefit paid to a retiree
who has paid at least 120 monthly contributions to the SSS prior to
the semester of retirement.
The lump sum amount is granted to a retiree who has not paid
the required 120 monthly contributions.
C.5. Death & Funeral
The death benefit is a cash paid to the beneficiaries of a
deceased member.
The primary beneficiaries are the legitimate dependent spouse
until he or she remarries and legitimate, legitimated, legally
adopted or illegitimate dependent children of the member. In the
absence of primary beneficiaries, the secondary beneficiaries are
the dependent parents of the member. In their absence, the person
designated by the member as beneficiary in his/her member’s
record will be the recipient.
The types of death benefits are:
1. the monthly pension; and
2. the lump sum amount.
The monthly pension is granted only to the primary beneficiaries
of a deceased member who had paid 36 monthly contributions
before the semester of death.
The lump sum is the amount granted to the primary
beneficiaries of a deceased member who had paid less than 36
monthly contributions before the semester of death.

54
Directory of DOLE Regional Offices
National Capital Region (NCR)
DOLE-NCR Bldg.,
967 Maligaya St., Malate,
1004 Manila
Telephones: 339-2013 & 339-2017 /
523-2677 & 400-6011
Fax: (632) 400-6241
dolencr_planning@yahoo.com
See next page for the Directory of
DOLE-NCR Field Offices
Cordillera Administrative Region (CAR)
Cabinet Hills,
2600 Baguio City
Tel. # (074) 442-2447; 442-0824
(074) 443-5338
dolecar88@yahoo.com
Region 1
ARNEL Bldg., Mabini St.,
Catbangen, San Fernando City,
2500 La Union
Telefax: (072) 700-2520
dole_ro1@yahoo.com
Region 2
Turingan Bldg., Caritan Centro,
Tuguegarao City, 3500 Cagayan
Telephones: (078) 304-5085
Telefax: (078) 844-2728
Imsd_services@yahoo.com
ad_services_ro2@yahoo.com
Region 3
Regional Gov’t Center,
Brgy. Maimpis, City of San Fernando
2000 Pampanga
Tel. # (045) 961-1305
Telefax: (045) 455-1613 to 19
dolero3@gmail.com
Region 4-A CALABARZON
3/F & 4/F, Andenson Bldg. II,
Barangay Parian, Calamba City,
4027 Laguna
Tel. # (049) 545-7360
Telefax: (049) 545-7357
dole4imsd@yahoo.com
Region 4-B MIMAROPA
2
n d
Flr. Home Mark Bldg.,
JP Rizal St. Camilmil, Calapan City
Oriental Mindoro
Tel. # (043) 288-1485
doleregion4b@yahoo.com
Region 5
Doña Aurora St., Old Albay,
4500 Legaspi City
Tel. # (052) 820-4806
dolero5@yahoo.com
Region 6
G/F Swan Rose Bldg., Commission Civil
St., Jaro, Iloilo City 5000
Luna St., La Paz,
5000 Iloilo City
Tel. # (033) 320-8026
Telefax: (033) 509-0400
doleregionsix@yahoo.com
doleregion6@yahoo.com.ph
Region 7
2/F, GMC Plaza Bldg.,
M. J. Cuenco Avenue cor. Legaspi St.,
6000 Cebu City
Telephones: (032) 253-0638 &
Telefax: (032) 416-6418
dole_centralvisayas@yahoo.com
Region 8
Trece Martirez St.,
6500 Tacloban City 6500
Tel. # (053) 325-5236
Telefax: (053) 523-4220
doletacloban@yahoo.com
Region 9
Right Wing, 3
r d
Flr., QNS Bldg., Veteran
Ave. ext. Tumaga, Zamboanga City 7000
Telefax: (062) 991-2672 & 991-2673
dole_region_9@yahoo.com
Region 10
2/F, Gonzalo Go Bldg., Corrales Avenue,
9000 Cagayan de Oro City
Telefax: (088) 857-2218
dole10_imsd@yahoo.com
Region 11
LDL Bldg., F. Bangoy St.,
8000 Davao City
Tel. # (082) 227-8772
Telefax: (082) 226-2671
dole11davao@yahoo.com
Region 12
102 Acepal Bldg., Mabini Extension,
Koronadal City,
9506 South Cotabato
Telephones: (083) 228-4920
Telefax: (083) 228-2190
dole12.ro@gmail.com
Region 13
CARAGA Regional Office
3/F, LCP Bldg., P. Burgos St.
8600 Butuan City
Tel. # (085) 342-9503
Telefax: (085) 225-3229
dolecaraga@yahoo.com

55
Directory of DOLE-NCR Field Offices
CAMANAVA Field Office (CFO)
5/F, Araneta Square Center,
Monumento Circle
1400 Caloocan City
Telefax: (02) 323-7466 & 362-3187
Jurisdiction: Cities of Caloocan,
Malabon, Navotas, and Valenzuela
MUNTAPARLAS Field Office (MFO)
3/F, Susana Arcade
Alabang-Zapote Road, Almanza I
1750 Las Piñas City
Telephones: 800-1538
Jurisdiction: Cities of Muntinlupa,
Taguig, Parañaque, and Las Piñas
Manila Field Office (MFO)
Suites A&B, 4/F, Legaspi Towers
P. Ocampo St.
Roxas Boulevard
1004 Manila
Telephones: 302-9269 to 70
PAMAMARISAN Field Office (PFO)
4/F Rudgen Bldg., Brgy. San Antonio
Capitolyo, Shaw Blvd.,
1600 Pasig City
Telephone: 477-3630
Jurisdiction: Pateros and the cities
of Mandaluyong, Marikina, Pasig,
and San Juan
Makati-Pasay Field Office (MPFO)
2/F, Employees Compensation
Commission (ECC) Bldg.,
355 Sen. Gil Puyat Avenue Extension
1200 Makati City
Telephones: 328-8815 & 338-5865
Quezon City Field Office (QCFO)
4/F, Arcadia Bldg.
Quezon Avenue
1100 Quezon City
Telephones: 497-3002
376-5983 & 414-4471
For inquiries, please call DOLE Hotline: 2917 for
Globe or TM Mobile phones; for landline, 908-2917

56
The BWC
The Bureau of Working Conditions (BWC) is responsible for the
formulation and development of labor standards in the areas of
hours of work, occupational safety and health, and other conditions
of employment.
In May 1982, the Bureau of Labor Standards, which was created
in June 1957 under Reorganization Plan No. 20-A, was renamed the
Bureau of Working Conditions. The BWC performs all functions in
relation to the formulation of policies and enforcement of labor
standards performed by the then Wage Administrative Service and
the Industrial Safety Division of the Bureau of Labor.
Vision
The Bureau of Working Conditions envisions well-guided
employers and workers committed to a safe, healthful, and
productive work environment, adaptive to industry trends and
developments, and equitably enjoying the gains of joint endeavors.
Mission
 To formulate policies and initiate legislations on labor
standards, based on relevant information culled from
monitoring, consultations, networking, and researches.
 To standardize the use of enforcement instruments and to
clothe the inspectorate system with strong enforcement
authority to ensure compliance with laws and regulations.
 To develop and sustain the capability of enterprises toward
self-management of safety and health in workplaces, thus,
upholding the principle of shared responsibility between
workers and employers.
 To enhance the capability of small enterprises in implementing
practical and efficient methods of improving working conditions
and productivity.
 To inform and advise the public on labor standards, including
occupational safety and health, and on innovative work
practices or arrangements.

Handbook On Workers' Statutory Monetary Benefits (2012 Edition)

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Handbook On Workers' Statutory Monetary Benefits (2012 Edition)