Benefits That Regular Employees in the Philippines Must Enjoy


Whether you have just entered employment or have been working for some time, it is important to know the mandatory benefits you are entitled to. The Labor Code of the Philippines aims to protect employees from such things as labor abuse and under-compensated employment with the supervision of the Department of Labor and Employment (DOLE).

These Labor Laws are constantly being updated to ensure that the benefits you get as an employee keep up with the changing economic landscape of the Philippines.  

Read on for the 2018 summary of benefits an eligible employee should enjoy. With only a few exceptions for probationary employees, the following can be readily enjoyed in both government and private job sectors. For further and more detailed information, it is always advisable to talk with your company’s Human Resources.  




As of April 2018, the minimum wage rate for the non-agriculture workers in the National Capital Region is P512.00. This amounts to a little more than P15, 000 of basic salary in a month with a minimum of 8-hours work per day.





The company must grant a 13th month pay equivalent to one (1) month’s pay to all eligible employees provided that they worked for at least one (1) month during a calendar year. A mid-year bonus or 14th month pay, which is equivalent to a half-month pay, should also be given to all Regular and Probationary employees.  

The year-end bonus, also known as Christmas bonus for most, is equivalent to a one (1) month salary and is given if the employee rendered at least four (4) months of service from January to October of the same year.   

An attendance bonus equivalent to one (1) day pay is given to employees who are Job Grade 8 and below (utility workers, messengers, clerks, drivers, carpenters). Associates must have perfect attendance in one (1) month with no tardiness, undertime or unexcused absence to avail the said bonus.  





Healthcare is a very important aspect of an employee’s job benefits. Your company must provide an opportunity to be a member of Medicard, which provides a comprehensive health care coverage for employees and eligible dependents. In case of accidents or unforeseen damages during the time of employment, 100% of the charges must be shouldered by the employer, whereas if the damage happens to a direct dependent, 53% of the cost will be lifted from the employee.  

You might also want to check the availability of an onsite medical clinic at your company’s building, manned by a company nurse. Ideally, you will also have a group of company doctors who report to the clinic six days a week on specified time schedules, providing free medical consultations, emergency medicines, minor and first-aid treatments and health counselling. Some employers don’t have such benefits on-site but partner with private hospitals or clinics where their employees are referred for consultation.  

Free dental benefits are likewise provided as well as a reimbursement policy of medical expenses for employees and dependents.  For regular female employees and legal spouse of male employees, the following assistance should be provided: Php 3,000 for miscarriage; Php 1,500 for home delivery; Php 5,000 for normal delivery; and 80% (employer) – 20% (employee) cost division for cesarean delivery.






Aside from the mandated government contributions such as SSS, PhilHealth, and PAG-IBIG, your company should also support you through a disability/life insurance, rice allowance, meal subsidy, prolonged sickness benefit, and an educational assistance program for those pursuing further study.  

It is good to be aware that despite these mandated benefits by the law, many companies still fail to comply with them. It is true that companies vary in their rules and regulations on employment status involving benefits and compensations. Remember that you can only be as motivated to work as your employer’s motivation to take care of you and give the rights that you deserve as a worker. Always know and exercise your rights.



Magna Carta for Women: Sixty (60) calendar days leave. This is given to all female employees who underwent surgery caused by gynaecological disorders.

Calamity Leave: Two (2) days leave for employees who were affected by flood, fire and typhoon provided that there is a support by a Government proclamation or a declaration by the Company.  

Bereavement: Three (3) days applicable to immediate family member, which includes the employee’s children, parents, grandparents, brother, sister, spouse, and parents-in-law.  

Paternity Leave: All married male employees are eligible for 7 working days up to four (4) child births including miscarriage of legitimate spouse to be availed within sixty (60) days from delivery/miscarriage.

Sick leave.  Twelve (12) days for the first two years of service and additional 1 day every year starting on the 3rd year. Maximum total sick leave is 15 days. All unused leave are convertible to cash at the end of the year.

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