How to Apply for Maternity Leave in the Philippines: A Step-by-Step Guide

Starting a family is a big milestone. And if you’re expecting, planning your maternity leave should be just as important as choosing a crib or preparing for labor. The good news? The Philippines provides generous support for working moms. Thanks to the Expanded Maternity Leave Law (RA 11210), eligible mothers can take up to 105 days of paid leave. And if you’re a solo parent, that extends to 120 days.

However, in order to access these benefits, you’ll need to follow the process, submit the right documents, and meet SSS or GSIS requirements.

Republic Act No. 11210 was signed into law in 2019 to give working mothers more time to rest and recover. It extended paid maternity leave from 60 to 105 days for all live births, no matter the delivery method. In cases of miscarriage or emergency termination of pregnancy (ETP), mothers are still entitled to 60 days of paid leave.

If you’re a solo parent, you get an extra 15 days, bringing the total to 120 days.

Mothers can also choose to extend their leave for another 30 days without pay. Another thoughtful feature of this law is the option to allocate up to 7 days of leave to the child’s father or another caregiver, which helps share the responsibility at home.

While some countries offer longer leave periods, the Philippines remains one of the more supportive countries in Southeast Asia when it comes to paid maternity leave.

Maternity benefits under RA 11210 cover a wide range of workers:

• Female employees in the private sector who are SSS members (this includes probationary, project-based, seasonal, and part-time workers)
• Female government workers covered by the GSIS
• Self-employed and voluntary SSS members, including OFWs and non-working spouses

To qualify under the SSS, you must have paid at least 3 monthly contributions in the 12 months before the semester of your childbirth, miscarriage, or ETP. If you’re not sure about your SSS record, check it early as delays in filing or missing contributions can lead to denied claims.

Take it from a mom who learned the hard way. I had been contributing to SSS for years and thought I was covered. But during a short freelance stint, I missed a few contributions. I didn’t realize that missing even one payment during the eligibility window could disqualify me from benefits.

When I filed my claim, it got rejected. That missing contribution meant I couldn’t claim my maternity leave benefit, even though I was a long-time SSS member. The experience was frustrating, especially during a time when every expense mattered.

Lesson learned: check your SSS contributions regularly, especially if you’re planning to take maternity leave soon.

Whether you’re employed or self-employed, there are two key steps in getting your maternity benefit:

Step 1: Notify SSS Early

For Employed Members:

• Inform your HR department as soon as your pregnancy is confirmed. Submit proof of pregnancy, such as a medical certificate or ultrasound report. Early notice gives HR enough time to check your SSS contributions, ensure faster processing, and helps your team plan ahead for your temporary absence.
• Fill out the SSS Maternity Notification Form (MAT-1). Your employer will usually help with this and file it with SSS on your behalf.
• Try to notify at least 60 days before your expected delivery date.

For Self-Employed, Voluntary, or OFW Members:

• Log in to your My.SSS account at member.sss.gov.ph. Go to the “Benefits” tab and select “Maternity Notification.”
• Upload your pregnancy proof (such as an ultrasound).
• Enroll your bank or e-wallet under the Disbursement Account Enrollment Module (DAEM) to make sure you receive your benefit without delay.

Step 2: File Your Maternity Benefit Application After Delivery

Once your baby is born (or in case of miscarriage or ETP), you can file your benefit claim.

For Employed Members:

• Submit the required documents to your HR, including the PSA-authenticated birth certificate of your child. For miscarriages, include a medical certificate and other supporting medical records.
• If you’re a solo parent, provide a valid Solo Parent ID.
• Your employer will then file for reimbursement from SSS. They are required to advance your full maternity benefit within 30 days of your application.

For Self-Employed, Voluntary, or OFW Members:

• Log back into My.SSS and apply for the benefit online under the “Apply for Maternity Benefit” section.
• Upload the required documents, including:
  
  • PSA-authenticated Certificate of Live Birth (for childbirth)
  • Medical records (for miscarriage or ETP)
  • Valid Solo Parent ID (if applicable)
  • One government-issued ID

To ensure a smooth application, prepare the following documents:

✅ Proof of Pregnancy: Medical Certificate, Ultrasound Report, or Blood Pregnancy Test (Beta HCG) result, signed by a physician.

✅ SSS Maternity Notification Form (MAT-1): Duly accomplished.

✅ Child’s Certificate of Live Birth (PSA-authenticated): For live births. If the PSA copy isn’t yet available, a copy from the Local Civil Registrar with an official receipt or acknowledgment receipt will suffice for initial submission, but the PSA copy will eventually be required.

✅ Medical Records for Miscarriage/ETP: Medical certificate, histopathology report, operating room record, or other relevant medical documents detailing the contingency.

✅ Solo Parent ID: If applicable, to avail of the additional 15 days. Ensure it’s valid and issued by the DSWD.

✅ Valid Government ID: SSS ID, UMID, or other government-issued IDs.

✅ Proof of Disbursement Account Enrollment: A screenshot of your enrolled bank account or e-wallet from your My.SSS portal.

HR plays a key role in making maternity leave stress-free and compliant with the rules. Here’s how to stay on top of it:

Talk About It Early

Once someone confirms they’re expecting, walk them through their maternity leave benefits and how to apply. Include this info in your onboarding and company policies so both women and men know what support is available, for themselves or their partners.

Notify SSS Right Away

Send the maternity notification to SSS before the employee goes on leave. Delays in this step can delay reimbursement from SSS.

Pay the Full Benefit in Advance

Employers must give the full maternity benefit within 30 days of the employee’s application.This is non-negotiable, even if SSS has not yet reimbursed the company.

Keep Everything Organized

Make sure you have a clear record of maternity leave requests, documents, SSS forms, and payments. This helps avoid confusion or issues later.

Leverage HR and Payroll Software

The best HR and payroll tools can automate leave tracking, make the application process smoother, and ensure timely payments. Many systems also help manage solo parent status and track leave for dads or other caregivers.

The Expanded Maternity Leave Law ensures women get the support they need, but this only works when both employees and employers understand and follow the process correctly. 

Sprout HR simplifies your leave management process. With automated leave tracking, digital workflows, and seamless integration with Sprout Payroll, HR teams reduce manual work while ensuring full compliance with SSS and DOLE requirements. It also tracks solo parent status and makes managing all types of leave easier.

Book a consultation with Sprout today to see how Sprout HR can improve your maternity leave management. For more insights on HR best practices and compliance, check out Sprout’s blogs. 

Female employees are entitled to 105 days of paid maternity leave, with an additional 15 days for solo parents. Additional guidance, including the application process, is available on Sprout’s guide on maternity leave in the Philippines.