Leave: To 19 No Increasing Five The Following Implementing Issued
Leave: To 19 No Increasing Five The Following Implementing Issued
Leave: To 19 No Increasing Five The Following Implementing Issued
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SOCIAL SECURITY SYSTEM
<JW.SERVICI
COMMISSION
RULE I
GENERAL PROVISIONS
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women.
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RULE II
DEFINITION OF
TERMS
Section 1. Definition of terms. - As used in this Rules, the following terms shall
be understood to mean:
a. "Alternate caregiver" refers to a relative within the fourth civil degree of
consanguinity of the female worker or to her current partner.
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as defined under the Social Security Act of 2018, as well as those workers
enumerated in Section 9-A thereof.
4."Female members who are voluntary contributors to the SSS" shall include
the following:
m. "Pregnancy" refers to the period from the conception up to the time before
actual delivery or birth of a child, miscarriage or emergency termination.
o. "Solo parent" refers to a covered female worker who falls under the category
of a solo parent defined under Republic Act No. 8972, otherwise known as
the "Solo Parents' Welfare Act of 2000".
RULE Ill
COVERAGE AND TYPES OF
BENEFITS
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Section 2. What Benefits are Granted. - The following benefits are granted
under the 105-Day Expanded Maternity Leave Law (EMLL) to the corresponding
sectors:
1. Paid leave benefit granted to a qualified female worker in the public sector,
for the duration of:
a. One Hundred Five (105) days for live childbirth, regardless of the mode of
delivery, and an additional fifteen (15) days paid leave if the female worker
qualifies as a solo parent under Republic Act No. 8972, or the "Solo
Parents'
Welfare Act of 2000"; or
b. Sixty (60) days paid leave for miscarriage and emergency termination of
pregnancy;
a. One Hundred Five (105) days for live childbirth, regardless of the mode
of delivery, and an additional fifteen (15) days paid leave if the female
worker qualifies as a solo parent under Republic Act No. 8972, or the
"Solo Parents'
Welfare Act of 2000"; or
b. Sixty (60) days paid leave for miscarriage and emergency termination of
pregnancy;
Employed female workers shall receive full pay which consists of (i) SSS
maternity benefit computed based on their average daily salary credit and (ii)
salary differential to be paid by the employer, if any;
3. An option to extend for an additional thirty (30) days without pay in case of
live childbirth;
Section 1. Grant of Maternity Leave. - All covered females regardless of civil status , employment status, and
the legitimacy of her child, shall be granted one hundred five
(105) days maternity leave with full pay, and an additional fifteen (15) days with full pay in case the female
worker qualifies as a solo parent under Republic Act No. 8972, or the "Solo Parents' Welfare Act of 2000".
In cases of miscarriage or emergency termination of pregnancy, sixty (60) days maternity leave with full pay
shall be granted.
Section 2. Manner of Enjoyment of the Benefit. - Enjoyment of maternity leave cannot be deferred but should
be availed of either before or after the actual period of delivery in a continuous and uninterrupted manner, and
such that:
a. In cases of live childbirth, one hundred five (105) days maternity leave with full pay shall be granted; or
b. In cases of miscarriage or emergency termination of pregnancy, sixty (60) days maternity leave shall be
granted.
In all of the above instances, the maternity leave can be credited as combinations of prenatal and postnatal leave
as long as it does not exceed one hundred five (105) days or sixty (60) days, as the case may be. In no case shall
postnatal care be less than sixty (60) days.
Section 3. Extended Maternity Leave. - In cases of live childbirth, an additional maternity leave of thirty (30)
days , without pay, can be availed of , at the option of the female worker, provided that the employer shall be
given due notice.
Due notice to the employer must be in writing and must be given at least forty-five (45) days before the end of the
female worker's maternity leave. However, no prior notice shall be necessary in the event of a medical emergency
but subsequent notice shall be given to the employer.
The above period of extended maternity leave without pay shall not be considered as gap in the service.
Section 4. Frequency of the Grant. - Maternity leave shall be granted to a qualified female worker in every
instance of pregnancy, miscarriage or emergency termination of pregnancy regardless of frequency .
Section 8. Security of Tenure. - Those who avail of the benefits of Republic Act
No. 1121O or this Rules,whether in the public or private sector, shall be assured of
security of tenure. As such,the exercise of this option by them shall not be used as
basis for demotion in employment or termination. The transfer to a parallel position
or reassignment from one organizational unit to another in the same agency or
private enterprise shall be allowed: Provided, That it shall not involve a reduction
in rank, status , salary, or otherwise amount to constructive dismissal.
RULE V
MATERNITY LEAVE FOR
FEMALE WORKERS IN THE PUBLIC SECTOR
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Agencies (NGAs), Local Government Units (LGUs), Government-Owned or -
Controlled Corporations (GOCCs), State Universities and Colleges (SUCs), or Local
Universities and Colleges (LUCs) shall be granted maternity leave of one hundred
five
(105) days with full pay regardless of the manner of delivery of the child, and
an additional fifteen (15) days paid leave if the female worker qualifies as a solo
parent under Republic Act No. 8972, or the "Solo Parents' Welfare Act of 2000".
She shall be entitled to maternity leave of sixty (60) days with full pay for
miscarriage or emergency termination of pregnancy.
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Section 7. Dispute Resolution. - Any dispute, controversy or claim arising out of
or relating to the payment of full pay shall be filed by the concerned female worker
initially to the head of agency and may be appealed to the Civil Service Commission
(CSC) Regional Office having jurisdi ction over the agency, and to the Commission
Proper, respectively. The agency shall not hold or delay the payment of full pay to
the female worker pending the resolution of the dispute , controversy or claim.
RULE VI
MATERNITY LEAVE FOR
FEMALE WORKERS IN THE PRIVATE SECTOR
Section 1. Eligibility. - To qualify for the grant of maternity leave benefit, the
female worker must meet the following requirements:
a. She must have at least three (3) monthly contributions in the twelve-month
period immediately preceding the semester of childbirth, miscarriage, or
emergency termination of pregnancy.
In determining the female member's entitlement to the benefit, the SSS
shall consider only those contributions paid prior to the semester of
contingency; and
b. She shall have notified her employer of her pregnancy and the probable date
of her childbirth, which notice shall be transmitted to the SSS in
accordance with the rules and regulations it may provide.
b. The employer shall, in turn, notify the SSS through the prescribed manner;
A. For corporation/cooperative:
When the actual net loss amounts to 25% of total assets or when the
corporation/cooperative registers capital deficiency, i.e. negative
stockholders' equity immediately preceding the application for exemption.
When the accumulated net losses for the last two (2) full accounting
periods immediately preceding application for exemption amounts to 20%
or more of the total invested capital at the beginning of the period under
review or when the sole proprietorship/partnership registers capital
deficiency, i.e. negative net worth as of the last full accounting period
immediately preceding application for exemption.
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C. For Non-stock, non-profit organizations:
When the accumulated net losses for the last two (2) full accounting
periods immediately preceding application for exemption amounts to 20% or
more of the fund balance/members' contribution at the beginning of the
period or when an establishment registers capital deficiency, i.e. negative
fund balance/members; contribution as of the last full accounting period or
interim period, if any, immediately preceding application for exemption.
When it is engaged in the retail sale of goods and/or services to end users
for personal or household use and it is regularly employing not more than
ten (1O) workers regardless of status, except the owner/s, for at least six
(6) months in any calendar year.
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Section 7. Consecutive Pregnancies and Multiple Childbirths. - The payment
of the SSS maternity benefits in cases of consecutive pregnancies resulting
in overlapping maternity leaves and in cases of multiple childbirths shall be
governed by the following rules:
a. In case of the overlapping of two (2) maternity benefit claims, the female
member shall be granted maternity benefits for the two contingencies in a
consecutive manner. However, the amount of benefit corresponding to the
period where there is an overlap shall be deducted from the current maternity
benefit claim; and
b. The female member shall be paid only one maternity benefit, regardless of
the number of offspring, per childbirth/delivery .
Section 8. Liability of the Employer. - The employer shall pay to the SSS
damages equivalent to the benefits which said female member would otherwise
have been entitled to in any of the following instances:
a. Failure of employer to remit to the SSS the required contributions for the
female worker; or
RULE VII
MATERNITY LEAVE
BENEFITS
FOR WOMEN IN THE INFORMAL ECONOMY
Section 1. Maternity Leave Benefits for Women in the Informal Economy and
Voluntary Contributors to the SSS. - Maternity benefits shall cover all married
and unmarried wo ncluding female work: in the informal ecot
Female workers in the informal economy are entitled to maternity leave benefits if
they have remitted to the SSS at least three (3) monthly contributions in the twelve
(12} month period immediately preceding the semester of her childbirth,
miscarriage, or emergency termination of pregnancy.
RULE VIII
ALLOCATION OF MATERNITY LEAVE
CREDITS
As applicable, the father or, in his death, absence, or incapacity, the alternate
caregiver shall be granted by his employer a leave with pay equivalent to a period
from one (1) to seven (7) days, which may be enjoyed either in a continuous or
in an intermittent manner not later than the period of the maternity leave availed of .
The female worker shall notify her employer of her option to allocate with her
application for maternity leave. The father or alternate caregiver, as the case may
be, shall notify the employer concerned of his or her availment of the allocated leave
and the inclusive dates therefor.
This written notice to the employers shall be required even if the child's father or
the alternate caregiver is employed in the public sector .
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Section 3. Allocation of Maternity Leave Credits for Female Workers in
the Public Sector. - In case the female worker avails of the option to allocate,
she shall submit a written notice to the head of agency or the head of agency's
author ized representative, with her application for maternity leave.
The allocated maternity leave may be enjoyed by the child's father or the alternate
caregiver either in a continuous or in an intermittent manner not later than the period
of the maternity leave availed of.
In case full pay has been given to the female worker , the child's father or the
alternate caregiver, as the case may be, shall only be excused from work (leave
without pay). The leave without pay shall not be considered as a gap in the service.
RULE IX
MATERNITY LEAVE FOR FEMALE NATIONAL ATHLETES
Section 1. Maternity Leave for Female National Athletes. - In the event that
a national athlete who is in the roster of national athletes of the National
Sports Association (NSA) to which she is affiliated becomes pregnant, she will be
referred to a physician of the Philippine Sports Commission (PSC) or an
obstetrician-gynecologist to determine her fitness to continue training. She will be
allowed to participate in all team-related activities, unless the physician advises
that participation is not medically safe or should be limited. Upon medical advice,
she shall go on maternity leave until cleared to return to training. She shall
continue receiving her allowance and be entitled
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to the same benefits while on maternity leave prior to childbirth and up to six (6)
months after, unless she can resume sooner as advised by her physician, in which
case, she will continue to receive the same allowances and benefits she received
prior to and during the pregnancy: Provided, That a female national athlete employed
in the public sector shall not receive double compensation or benefits.
RULE X
PENALTIES
Section 1. Penalties. -Whoever fails or refuses to comply with the provisions of R.A.
No. 11210 shall be punished by a fine of not less than Twenty thousand pesos
(P20,000.00) nor more than Two hundred thousand pesos (P200,000.00), and
imprisonment of not less than six (6) years and one (1) day nor more than twelve ( 12)
years or both. If the act or omission penalized by R.A. No. 11210 shall be
committed by an association, partnership, corporation, or any other institution, its
managing head, directors, or partners shall be liable to the penalties herein provided.
Failure on the part of any association, partnership, corporation, or private
enterprise to comply with the provisions of R.A. No. 11210 shall be a ground for
non-renewal of business permits.
RULE XI
FINAL PROVISIONS
Section 1. Periodic Review. -The CSC, the DOLE, the SSS, and the Gender Ombud
of the Commission on Human Rights (CHR), in consultation with trade unions, labor
organizations, and employers' representatives shall, within one (1) month after the
publication of this Rules, conduct a review of the maternity leave benefits of female
workers in the public and private sector, respectively. Thereafter, they shall include
maternity leave benefits in their validation report conducted every four (4) years for the
SSS and the DOLE and every three (3) years for the CSC, or more frequently as may
be necessary, with the end in view of meeting the needs of pregnant women and
newly-born infants, and improving their welfare.
ALIC
Chairperson, CSC Secretary, DOLE
. ,,
RORA C. IGNA-
President and CEO, SSS
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