(c) Workers availing of the maternity leave period and benefits must receive their full pay. Employers from the private sector shall be responsible for payment of the salary differential between the actual cash benefits received from the SSS by the covered female workers and their average weekly or regular wages, for the entire duration of the maternity leave, with the following exceptions, subject to the guidelines to be issued by the Department of Labor and Employment (DOLE):
(1) Those operating distressed establishments;
(2) Those retail/service establishments and other enterprises employing not more than ten (10) workers;
(3) Those considered as micro-business enterprises and engaged in the production, processing, or manufacturing of products or commodities including agro-processing, trading, and services, whose total assets are not more than Three million pesos (P3,000,000.00); and
(4) Those who are already providing similar or more than the benefits herein provided.Provided, That said exemptions shall be subject to an annual submission of a justification by the employer claiming exemption for the approval of the DOLE.
SEC. 6. Allocation of Maternity Leave Credits. - Any female worker entitled to maternity leave benefits as provided for herein may, at her option, allocate up to seven (7) days of said benefits to the child's father, whether or not the same is married to the female worker: Provided, That in the death, absence, or incapacity of the former, the benefit may be allocated to an alternate caregiver who may be a relative within the fourth degree of consanguinity or the current partner of the female worker sharing the same household, upon the election of the moher taking into account the best interests of the child: Provided, further, That written notice thereof is provided to the employers of the female worker and alternate caregiver: Provider, furthermore, That this benefit is over and above that which is provided under Republic Act No. 8187, or the "Paterity Leave Act of 1996:" Provided, finally, That in the event the beneficiary female worker dies or is permanently incapacitated, the balance of her maternity leave benefits shall accrue to the father of the child or to a qualified caregiver as provided above.
SEC. 7. Maternity Leave for Women Regardless of Civil Status. - All female workers in the government and female members of the SSS, regardless of their civil status, shall be granted maternity leave, with full pay, upon compliance with the preceding section.
SEC. 8. Maternity Leave With Pay in Case of Childbirth, Miscarriage, or Emergency Termination of Pregnancy After the Termination of an Empleeyee's Service. - Maternity leave with full pay shall be granted even if the childbirth, miscarriage, or emergency termination of pregnancy occurs not more than fifteen (15) calendar days after the termination of an employee's service, as her right thereto has already accrued: Provided, That such period is not applicable when the employment of the pregnant woman worker has been terminated without just cause, in which case the employer will pay her the full amount equivalent to her salary for one hundred five (105) days for childbirth and sixty (60) days for miscarriage or emergency termination of pregnancy based on her full pay, in addition to the other applicable daily cash maternity benefits that she should have received had her employment not been illegally terminated.
SEC. 9. Maternity Leave Credits. - 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 and provided that compulsory postnatal leave shall not be less than sixty (60) days.
SEC. 10. Maternity Leave Benefits for Women in the Informal Economy and Voluntary Contributors to the SSS. - Maternity benefits shall cover all married and unmarried women, including female workers in the informal economy.
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 precding the semester of her childbirth, miscarriage, or emergency termination of pregnancy.
SEC. 11. Maternity Benefits for Female Workers Who are Non-Members of the SSS. - Female workers who are neither voluntary nor regular members of the SSS shall be governed by the Philippine Health Insurance Corporation (PhilHealth) Circular No. 022-2014 or the "Social Health Insurance Coverage and Benefits for Women About to Give Birth."
SEC. 12. Maternity Leave of Female Worker With Pending Administrative Case. - The maternity leave benefits granted under this Act shall be enjoyed by a female worker in the government service and in the private sector even if she has a pending administrative case.
SEC. 13. Maternity Leave for Female National Athletes. - In the event a national athlete becomes pregnant, she will be referred to the team physician or an accredited 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 to the same benefits while on maternity leave prior to childbirth and up to six (6) months ater, unless she can resume sooner as advised by her physician, in which case, she will be entitled to the allowance and benefits she had piror to pregnancy: Provided, That a female national athlete employed in the public sector shall not receive double compensation or benefits.
SEC. 14. Non-Diminution of Benefits. - Nothing in this Act shall be construed as to diminish existing maternity benefits currently enjoyed whether or not these are granted under collective bargaining agreements (CBA) or present laws, if the same are more beneficial to the female worker. Any other working arrangement which the female worker shall agree to, during the additional maternity leave period, shall be allowed: Provided, That this shall be consented to in writing by the female worker and shall primarilty uphold her maternal functions and the requirements of postnatal care.
SEC. 15. Security of Tenure. - Those who avail of the benefits of this Act, whether in the government service or private sector, shall be assured of security of tenure. As such, the exerciese 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.
SEC. 16. Non-Discrimination. - No employer whether in the public or private secto shall discriminate against the employmet of women in order to avoid the benefits provided for in this Act.
SEC. 17. Periodic Review - The Civil Service Commission (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 effectivity of this Act conduct review of the maternity leave benefits of female workers in the government service and the private sector, respectively. Thereafter, they shall include maternity leave benefits in their valuation 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 impoving their welfare.
SEC. 18. Penalties. - Whoever fails or refuses to comply with the provisions of this Act shall be punished by a fine of not less than Twenty thousant pesos (P20,000.00) nor more than Two hundred thousant 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 this Act shall be committed by an association, partnership, corporation, or any other institution, its managing head, directors, or partners shall e liable to the penalties provided in this Act for the offense.
Failure on the part of any association, partnership, corporation, or private enterprise to comply with the provisions of this Act shall be a ground for on-renewal of business permits.
SEC. 19. Implementing Rules and Regulations. - The CSC, the DOLE, and the SSS shall issue the necessary rules and regulations for the effective implementation of this Act within sixty (60) days from the effectivity of the same.
SEC. 20. Separability Clause. - If any provision of this Act is declared unconstitutional or otherwise invalid, the validity of the other provisions shall not be affected thereby.
SEC. 21. Repealing Clause. - All laws, decrees, orders, rules and regulations or parts thereof inconsistent with this Act are hereby repealed or modified accordingly.
SEC. 22. Effectivity. - This Act shall take effect after fifteen (15) days from its publication in the Official Gazette or in a newspaper of general circulation.
Approved,
(Sgd) GLORIA MACAPAGAL-ARROYO (Sgd) VICENTE C. SOTTO III
Speaker of the House President of the Senate
of Representatives
This Act which is a consolidate of Senate Bill No. 1305 and House Bill No. 4113 was passed by the Senate and the House of Representatives on Novemer 14, 2018 and November 19, 2018, respectively.
(Sgd) DANTE ROBERTO P. MALING (Sgd) MYRA MARIE D. VILLARICA
Acting Secretary General Secretary of the Senate
House of Representatives
Approved: FEB. 20, 2019
(Sgd) RODRIGO ROA DUTERTE
President of the Philippines
R.A. 11210. 105-Day Expanded Maternity Leave Law - 1 | 2
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