Beyond the BIG 3 Employee Benefits: What Else is Mandatory?

We know you have been working hard. But, Have you ever wondered what other benefits you're also entitled to, beyond just your SSS, PhilHealth, and Pag-IBIG? Philippine labor laws actually guarantee you several other essential benefits that your employer must provide. Knowing these can help you understand your full rights and ensure you're getting everything you deserve in the workplace.

1. 13th Month Pay

  • What it is: This is like an extra paycheck you get every year, usually before Christmas! It's equal to one-twelfth (1/12) of your total basic salary for the year. Remember, "basic salary" usually doesn't include things like overtime pay or certain allowances that aren't part of your regular base pay.

  • Who gets it: All regular employees in private companies who've worked for at least one month in the year.

  • When you get it: Your employer must pay you your 13th Month Pay by December 24th each year. Sometimes, you might even get half of it earlier in the year, like before the school year starts.

  • Legal Basis: Presidential Decree (P.D.) No. 851.

2. Service Incentive Leave (SIL)

  • What it is: You get at least five (5) paid leave days each year that you can use for anything – whether you're sick, taking a vacation, or just need a personal day.

  • Who gets it: You're entitled to this once you've worked for your employer for at least one year.

  • What happens if you don't use it? Good news! If you don't use these 5 days by the end of the year, your employer must pay you for them in cash.

  • Legal Basis: Article 95 of the Labor Code of the Philippines.

  • Who might not get it: This typically doesn't apply to government workers, house helpers, managers, or those who already get at least five days of paid vacation leave. It also doesn't apply to employees of very small businesses (those with 10 or fewer regular workers in retail/service).

3. Paternity Leave

  • What it is: For new fathers, this is a paid leave of seven (7) days to be with your spouse and newborn.

  • Who gets it: Married male employees whose legitimate wife gives birth or has a miscarriage. You can use this for the first four (4) deliveries of your wife.

  • When you use it: You must take these 7 days within sixty (60) days from the date your child is born or your wife has a miscarriage.

  • Bonus! Thanks to the Expanded Maternity Leave Law (Republic Act No. 11210), your wife can even choose to transfer up to seven (7) of her 105 maternity leave days to you! This means you could potentially have a total of up to 14 days of paid leave as a new father.

  • Legal Basis: Republic Act No. 8187.

4. Solo Parent Leave

  • What it is: If you're a solo parent, you get seven (7) extra paid working days each year to help you manage your responsibilities.

  • Who gets it: Solo parent employees who have worked for at least six (6) months (even if not continuous) in the last 12 months and have a valid Solo Parent ID from your local government.

  • Legal Basis: Republic Act No. 8972, as updated by Republic Act No. 11861.

5. Special Leave Benefits for Women

  • What it is: This is a special paid leave of up to two (2) months (or 60 calendar days).

  • Who gets it: Female employees who have worked for at least six (6) months (even if not continuous) in the last 12 months and need to undergo surgery for certain gynecological (female health) problems that require hospital stay.

  • Legal Basis: Republic Act No. 9710 (Magna Carta of Women, Section 18).

6. VAWC Leave

  • What it is: A very important paid leave of ten (10) days for women and their children who are victims of violence.

  • Who gets it: Any woman employee and/or her children who have experienced violence as defined by the law.

  • Legal Basis: Republic Act No. 9262 (Anti-Violence Against Women and Their Children Act, Section 43).

  • Key Point: This leave is private and cannot be transferred or converted to cash. It can also be extended if a protection order from the court says so.

7. Overtime Pay, Holiday Pay, and Night Shift Differential

These aren't "leaves" but are crucial extra pay you should receive:

  • Overtime Pay: If you work more than 8 hours in a day, your employer must pay you at least 25% extra on top of your regular hourly rate. If you work overtime on a holiday or your rest day, the extra pay is even higher (Article 87, Labor Code).

  • Holiday Pay: You should generally get paid your regular daily wage on regular holidays, even if you don't work. If you do work on a regular holiday, your employer typically owes you 200% of your daily wage for those hours (Article 94, Labor Code).

  • Night Shift Differential: If you work between 10 PM and 6 AM, you're entitled to an additional 10% of your regular wage for each hour worked during that time (Article 86, Labor Code).

Know Your Rights

These benefits are mandated by Philippine law to protect you as an employee. Knowing about them helps you understand your worth and ensures you're receiving all the entitlements you deserve. If you have questions about your benefits, don't hesitate to clarify with your HR department or a trusted labor law expert.

Disclaimer: This article provides general information about Philippine labor laws. It's not legal advice. Laws can be complex and change. For specific advice about your situation, always talk to a qualified labor law professional or check with the Department of Labor and Employment (DOLE).