[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":131,"in_subsite":56,"contact_page_url":7,"banner_message":136},557,"sick-leave","Sick Leave",null,"","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave","labourlaw.labourlawpage","en_PH","2025-07-27T05:56:12.202695+00:00","2026-04-09T15:59:23.477583+00:00","\u002Fcms\u002Fpages\u002F557\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Philippines","en-ph",{"title":20,"slug":21},"Work in Philippines","work-in-philippines",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Sick Leave, Sick Pay, Job Security - Philippines","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave\u002F","index, follow","website","summary_large_image","2025-07-27T07:56:12.202695+02:00","2026-04-09T17:59:23.646439+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Sick Leave\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\n  \n\n    \n  \n\t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Income\u003C\u002Fh2>\n          \u003Cp>No provisions could be found within the law which mandate for paid leave in case of sickness. However, employers and the employee are free to agree upon the grant of sick leaves through voluntary employer policy or collective bargaining agreements.\u003C\u002Fp>\n\u003Cp>An employee who has paid at least three monthly social security in the twelve month period immediately preceding the semester (6-month period) of sickness or injury and is confined therefore for more than three days (three-day waiting period) in a hospital or elsewhere is paid by employer a daily sickness benefit equivalent to 90% of his or her average daily salary credit for each day of compensable confinement. However, such allowances will begin only after all sick leaves of absence with full pay to the credit of the employee have been exhausted. The Social Security System reimburses the employer 100% of the daily sickness benefits, provided that the said system receives satisfactory proof of such payment and the legality thereof, and the employer has notified the System of the confinement within five calendar days after receipt of the notification from the employee.\u003C\u002Fp>\n\u003Cp>The benefit is paid for up to 120 days in a calendar year and the payment period may not exceed 240 days for the same illness. Daily covered earnings are the sum of the six highest months of covered earnings in the 12 months before the six-month period (January–June, April–September, July– December, or October–March) in which the incapacity began divided by 180.\u003C\u002Fp>\n\u003Cp>Source: §14 of the the Republic Act No. 8282 (1997) \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Medical Care\u003C\u002Fh2>\n          \u003Cp>Medical benefits for workers are regulated by Philippine Health Insurance Corporation\u003Cspan lang=\"EN-GB\"> (PhilHealth)\u003C\u002Fspan> which collects contributions for the medical care program and oversees the provision of benefits. Medical care is however provided by accredited providers. Both the parties contribute 1.25% (total 2.50%) of the insured worker’s salary bracket, according to 25 salary brackets.\u003C\u002Fp>\n\u003Cp>The employed persons must have at least three months of contributions in the six months before hospitalization. Self-employed persons and voluntarily insured persons must have at least three months of contributions in the six months before hospitalization if no surgical procedure is involved; nine months in the 12 months before hospitalization if a surgical procedure is involved. Contribution conditions are waived for registered retirees and pensioners, certain categories of people with low or no income, and overseas workers. \u003Cspan lang=\"EN-GB\">However, under the Bayanihan to Heal as One Act, occupational injuries and COVID-related expenses were completely covered by PhilHealth until the end of the state of emergency, with testing and treatment of COVID-19 patients extended under the Bayanihan to Recover as One Act until that act’s expiry.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Accredited health care providers offer inpatient and outpatient services that are paid directly by the health fund according to a fixed schedule. There is also cost sharing for general and specialist care, hospital care, laboratory and X-ray fees, surgery, and medicine. Inpatient treatment is limited to 45 days a year. Inpatient treatment abroad is reimbursed according to an established fee schedule for claims submitted within 180 days of discharge.\u003C\u002Fp>\n\u003Cp>Source: ISSA Country Profile for the Philippines 2016; \u003Ca href=\"https:\u002F\u002Fwww.philhealth.gov.ph\u002F\">https:\u002F\u002Fwww.philhealth.gov.ph\u002F\u003C\u002Fa>; Republic Act No. 6111 of 1969; Bayanihan to Heal as One Act, Bayanihan to Recover as One Act \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Job Security\u003C\u002Fh2>\n          \u003Cp>Under the Labour Code, an employer may terminate the services of an employee who has been found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his health as well as to the health of his co-employees and that it has been certified by a competent authority that the disease is incurable within a period of six (6) months even with proper medical treatment. Thus, employment of a worker is secure during illness for 6 months.\u003C\u002Fp>\n\u003Cp>Source: §299 of the Labour Code, as amended; Department Order No. 147-15 of 2015\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Sick Leave\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            1987 Constitution of the Philippines\n          \u003C\u002Fli>\n          \u003Cli>\n            Enhanced Basic Education Act of 2013 (Republic Act No. 10533)\n          \u003C\u002Fli>\n          \u003Cli>\n            Age Discrimination in Employment Act (Republic Act No. 10911)\n          \u003C\u002Fli>\n          \u003Cli>\n            Solo Parents’ Welfare Act 2000 (Republic Act No. 8972)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n        \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_workinjury_URL_\n      \n          _ll_leave_URL_\n      \n          _ll_employmentsecurity_URL_\n      \n          _ll_family_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_healthsafety_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights on sick leave and\u002For pay in Philippines – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Income\u003C\u002Fh2>\n\u003Cp>No provisions could be found within the law which mandate for paid leave in case of sickness. However, employers and the employee are free to agree upon the grant of sick leaves through voluntary employer policy or collective bargaining agreements.\u003C\u002Fp>\n\u003Cp>An employee who has paid at least three monthly social security in the twelve month period immediately preceding the semester (6-month period) of sickness or injury and is confined therefore for more than three days (three-day waiting period) in a hospital or elsewhere is paid by employer a daily sickness benefit equivalent to 90% of his or her average daily salary credit for each day of compensable confinement. However, such allowances will begin only after all sick leaves of absence with full pay to the credit of the employee have been exhausted. The Social Security System reimburses the employer 100% of the daily sickness benefits, provided that the said system receives satisfactory proof of such payment and the legality thereof, and the employer has notified the System of the confinement within five calendar days after receipt of the notification from the employee.\u003C\u002Fp>\n\u003Cp>The benefit is paid for up to 120 days in a calendar year and the payment period may not exceed 240 days for the same illness. Daily covered earnings are the sum of the six highest months of covered earnings in the 12 months before the six-month period (January–June, April–September, July– December, or October–March) in which the incapacity began divided by 180.\u003C\u002Fp>\n\u003Cp>Source: §14 of the the Republic Act No. 8282 (1997) \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Medical Care\u003C\u002Fh2>\n\u003Cp>Medical benefits for workers are regulated by Philippine Health Insurance Corporation\u003Cspan lang=\"EN-GB\"> (PhilHealth)\u003C\u002Fspan> which collects contributions for the medical care program and oversees the provision of benefits. Medical care is however provided by accredited providers. Both the parties contribute 1.25% (total 2.50%) of the insured worker’s salary bracket, according to 25 salary brackets.\u003C\u002Fp>\n\u003Cp>The employed persons must have at least three months of contributions in the six months before hospitalization. Self-employed persons and voluntarily insured persons must have at least three months of contributions in the six months before hospitalization if no surgical procedure is involved; nine months in the 12 months before hospitalization if a surgical procedure is involved. Contribution conditions are waived for registered retirees and pensioners, certain categories of people with low or no income, and overseas workers. \u003Cspan lang=\"EN-GB\">However, under the Bayanihan to Heal as One Act, occupational injuries and COVID-related expenses were completely covered by PhilHealth until the end of the state of emergency, with testing and treatment of COVID-19 patients extended under the Bayanihan to Recover as One Act until that act’s expiry.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Accredited health care providers offer inpatient and outpatient services that are paid directly by the health fund according to a fixed schedule. There is also cost sharing for general and specialist care, hospital care, laboratory and X-ray fees, surgery, and medicine. Inpatient treatment is limited to 45 days a year. Inpatient treatment abroad is reimbursed according to an established fee schedule for claims submitted within 180 days of discharge.\u003C\u002Fp>\n\u003Cp>Source: ISSA Country Profile for the Philippines 2016; \u003Ca href=\"https:\u002F\u002Fwww.philhealth.gov.ph\u002F\">https:\u002F\u002Fwww.philhealth.gov.ph\u002F\u003C\u002Fa>; Republic Act No. 6111 of 1969; Bayanihan to Heal as One Act, Bayanihan to Recover as One Act \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Job Security\u003C\u002Fh2>\n\u003Cp>Under the Labour Code, an employer may terminate the services of an employee who has been found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his health as well as to the health of his co-employees and that it has been certified by a competent authority that the disease is incurable within a period of six (6) months even with proper medical treatment. Thus, employment of a worker is secure during illness for 6 months.\u003C\u002Fp>\n\u003Cp>Source: §299 of the Labour Code, as amended; Department Order No. 147-15 of 2015\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Sick Leave\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            1987 Constitution of the Philippines\n          \u003C\u002Fli>\n\u003Cli>\n            Enhanced Basic Education Act of 2013 (Republic Act No. 10533)\n          \u003C\u002Fli>\n\u003Cli>\n            Age Discrimination in Employment Act (Republic Act No. 10911)\n          \u003C\u002Fli>\n\u003Cli>\n            Solo Parents’ Welfare Act 2000 (Republic Act No. 8972)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits'>Work Injury Benefits\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fannual-leave-and-holidays'>Annual Leave and Holidays\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals'>Contracts and Dismissals\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffamily-responsibilities'>Family Responsibilities\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fhealth-and-safety'>Health and Safety\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,74,78,82,86,90,94,98,99,103,107,111,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},547,"Work and Wages","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},548,"Compensation and Working Time","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},549,"Annual Leave and Holidays","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":71,"short_title":7,"title":72,"url":73},550,"Contracts and Dismissals","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":75,"short_title":7,"title":76,"url":77},551,"Notice and Severance","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":79,"short_title":7,"title":80,"url":81},552,"Family Responsibilities","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffamily-responsibilities",{"id":83,"short_title":7,"title":84,"url":85},553,"Maternity and Work","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work",{"id":87,"short_title":7,"title":88,"url":89},554,"Job Protection","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":91,"short_title":7,"title":92,"url":93},555,"Breastfeeding","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":95,"short_title":7,"title":96,"url":97},556,"Health and Safety","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fhealth-and-safety",{"id":4,"short_title":7,"title":6,"url":9},{"id":100,"short_title":7,"title":101,"url":102},558,"Work Injury Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":104,"short_title":7,"title":105,"url":106},559,"Social Security","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security",{"id":108,"short_title":7,"title":109,"url":110},560,"Unemployment Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":112,"short_title":7,"title":113,"url":114},561,"Fair Treatment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment",{"id":116,"short_title":7,"title":117,"url":118},562,"Sexual Harassment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},563,"Minors and Youth","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},564,"Forced Labour","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},565,"Trade Unions","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ftrade-unions",[132],{"url_path":133,"title":134,"language_name_en":135,"language_name_local":135,"translated_language_name":135},"\u002Ffil-ph","Pilipinas","Filipino","\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]