In the Philippines, there is no single, comprehensive law that provides employees in the private sector with a separate, strictly defined allotment of paid sick leave days. Instead, sick leave entitlements generally fall under the following categories and rules:

1. Service Incentive Leave (SIL)

General Rule: The Labor Code of the Philippines (specifically, Article 95) grants a minimum of five (5) days of Service Incentive Leave (SIL) per year to employees who have rendered at least one year of service.
Usage: An employee may use SIL for vacation or sick leave purposes at their own discretion, as the law does not distinguish between “vacation” or “sick” in the minimum 5-day leave.
Coverage: Certain employees or establishments are exempted, such as government employees (covered by civil service rules) or employees who are already enjoying a leave of at least five days in a year with pay (e.g., if a company already grants 10 days of paid leave to its employees, then it is deemed to comply).
Additional Company Policy: Many private companies voluntarily offer more generous leave benefits than the legal minimum (e.g., separate vacation and sick leaves, or higher leave accrual rates), but that is a matter of company policy rather than a statutory requirement.

2. SSS Sickness Benefit

Purpose: For absences beyond four (4) consecutive days due to sickness or injury, employees who are members of the Social Security System (SSS) may be entitled to the SSS sickness benefit, provided that qualifying conditions are met (e.g., sufficient contributions and proper medical documentation).
Payment Mechanics:
- The employer initially advances the sickness benefit payment to the employee for each day of qualified sickness absence, and later the employer may apply for reimbursement from SSS.
- The daily rate of the SSS sickness benefit is based on the employee’s monthly salary credit (subject to SSS guidelines).
Key Takeaway: While this is not a company-paid benefit, it does provide financial support for employees unable to work due to illness, so long as they meet SSS conditions and have sufficient contributions.

3. Other Special Leave Laws

Beyond the standard SIL and SSS benefits, there are other special leave entitlements under Philippine law. These may not be “sick leaves” in the traditional sense but can still apply if certain conditions are met:

Maternity Leave (Republic Act No. 11210):
- Now grants 105 days (or more, if applicable) of paid maternity leave for covered female employees.
- Extended or additional leaves may be applied to medical concerns related to pregnancy, childbirth, or related complications.
Solo Parent Leave (Republic Act No. 8972):
- Grants additional leave benefits of up to seven (7) work days per year to solo parents for child-related responsibilities.
- While not strictly a “sick leave,” it can alleviate certain caregiving or personal obligations that may arise due to illness in the family.
Magna Carta of Women (Republic Act No. 9710):
- Contains provisions for special leaves for women with gynecological disorders, typically known as the “Magna Carta leave,” which can be up to two (2) months of paid leave under qualifying medical circumstances.
Leave for Victims of Violence Against Women and their Children (VAWC) (Republic Act No. 9262):
- Grants up to ten (10) days of paid leave for qualified women employees seeking legal relief or medical assistance for injuries or illnesses resulting from domestic abuse.

4. Company Policies vs. Legal Minimum

Some employers choose to provide separate sick leave and vacation leave allotments (e.g., 10 days of sick leave + 10 days of vacation leave). When this is the case, the company has already complied with the legal requirement of at least five (5) service incentive leave days, since the law sets only a minimum standard.
The exact manner of accruing or using sick leave, or the required documentation (e.g., medical certificates) typically depends on company rules. Employers have the prerogative to adopt more generous policies but must, at a minimum, conform to the Labor Code.

5. Key Takeaways

No Separate “Statutory Sick Leave”: Apart from the 5-day Service Incentive Leave (SIL), Philippine labor law does not mandate a distinct, additional sick leave for all employees in the private sector.
SIL Can Be Used as Sick Leave: The law allows employees to use their 5-day SIL for any personal time off, including sick days.
SSS Sickness Benefit: For absences over four days due to illness, employees may be eligible for partial wage replacement through SSS, provided they meet the membership and contribution requirements.
Company Policy Differences: Actual entitlements will vary by employer. Some companies provide more generous paid leave packages.
Special Leave Laws: Depending on specific circumstances (e.g., maternity leave, gynecological disorders, solo parent status, or violence against women), employees may be entitled to additional paid leave.

Practical Tip

Always refer to your company’s HR policies to verify if they grant more than the minimum 5-day SIL or if they have separate sick and vacation leave credits. Additionally, if you need to be absent for several days due to illness, check SSS guidelines to see if you qualify for the SSS sickness benefit, as this can partially cover wages lost during your leave.