Solo Parent Leave in the Philippines – Employer & Employee Guide

Solo Parent Leave or Parental Leave for Solo Parents is a special leave benefit granted by law to qualified solo parents to allow them time off to attend to child-rearing responsibilities, school matters, medical needs, or other family obligations.

This guide explains who is entitled, how many days are allowed, how it is paid, documentation requirements, and how employers should process Solo Parent Leave correctly.

If you need answer for specific question about Parental Leave for Solo Parents, feel free to use the table of contents below.

• What Is Solo Parent Leave?
• Who is Considered Solo Parent?
• Can a Father Apply for Solo Parent Leave?
• Qualification Requirements for Employees
• How Many Days Are Allowed?
• Is Solo Parent Leave Paid?
• How Should Employers Compute Payment?
• Is Solo Parent Leave Taxable?
• Is Solo Parent Leave Included in 13th Month Pay?
• Required Documents
• Application and Approval Process (Best Practice)
• Can Employers Deny Solo Parent Leave?
• Can Employers Grant More Than 7 Days?
• Is Solo Parent Leave convertible to cash if unused?
• Can Solo Parent Leave be used intermittently?
• What if an employee loses eligibility during the year?
• Can probationary employees avail of the leave?
• Record-Keeping and Compliance Tips
• Final Thoughts

What Is Solo Parent Leave?

Solo Parent Leave is a statutory leave benefit granted under Republic Act No. 8972 (Solo Parents’ Welfare Act of 2000), as amended by Republic Act No. 11861.

Qualified solo parents are entitled to up to seven (7) days of paid leave per year, granted on top of other leave benefits provided by law or company policy.

The purpose of the leave is to enable solo parents to personally attend to their parental duties without loss of income.

Who is Considered Solo Parent?

An employee may be classified as a solo parent and can avail Solo Parent Leave if they are solely responsible for the care and upbringing of a child due to any of the following situations:

• Death of spouse
• Legal separation or annulment of marriage
• Abandonment by spouse
• Single/unmarried parent who keeps and raises a child
• Parent whose spouse is detained or imprisoned for at least one year
• Parent whose spouse is physically or mentally incapacitated
• Parent who has been declared legally separated or whose marriage was void/annulled
• Any individual left alone to care for a child or children

Children covered include:

• Those below 18 years old, or
• Those 18 years old and above who remain dependent due to disability or incapacity.

Can a Father Apply for Solo Parent Leave?

✅ Yes

A father can apply for Solo Parent Leave, as long as he meets the legal definition of a “solo parent.”

Under Republic Act 8972, as amended by RA 11861, a solo parent is defined as any individual left alone with the responsibility of parenthood due to specific circumstances – regardless of gender.

This means fathers are equally eligible if they meet any of the qualifying conditions.

Qualification Requirements for Employees

To be eligible for Solo Parent Leave, the employee must:

1. Hold a valid Solo Parent ID issued by their Local Government Unit (LGU).
2. Have rendered at least six (6) months of service with the employer.
3. Use the leave for activities related to their parental responsibilities such as:
   • Child care
   • Medical appointments
   • School activities
   • Legal or social services related to the child

How Many Days Are Allowed?

Eligible solo parents are entitled to:

✅ 7 days of paid Solo Parent Leave per year

Important rules:

• The 7 days do NOT accumulate – unused leave expires at the end of the calendar year.
• The leave cannot be converted into cash.
• It is provided in addition to other statutory leaves such as:
  • Service Incentive Leave (SIL)
  • Maternity Leave
  • Paternity Leave

Is Solo Parent Leave Paid?

✅ Yes

Solo Parent Leave is a fully paid leave. During the approved leave:

• The employee receives 100% of their regular daily wage, including:
  • Basic salary
  • Fixed allowances normally included in daily pay calculations

How Should Employers Compute Payment?

The payment for Solo Parent Leave follows the employee’s normal daily rate.

Example:

If an employee’s daily rate is ₱800:

₱800 × 7 days = ₱5,600 Solo Parent Leave Pay

This amount is treated as normal wages and should be included in payroll and reflected in payslips. Make sure the daily rate is computed properly. You can follow this guide on How to Compute Employees Daily Rate.

Is Solo Parent Leave Taxable?

✅ Yes

Since Solo Parent Leave is salary replacement income, it is generally subject to tax based on current tax tables.

Is Solo Parent Leave Included in 13th Month Pay?

✅ Yes

Solo Parent Leave is included in 13th month pay computation if paid and classified as basic pay replacement.

Per DOLE rules:

Any payment considered part of “basic salary” or “wages” shall form part of the 13th month pay computation.

Because Solo Parent Leave replaces normal working-day pay:

• It is treated as part of basic salary
• It should be included in the 13th month calculation

Required Documents

Employers should require the employee to submit:

📄 Solo Parent ID

Issued by the employee’s LGU based on documentary proof such as:

• Death certificate (for deceased spouse)
• Court documents for annulment or legal separation
• Affidavit of abandonment
• Medical certification for incapacitated spouse
• Certificate of detention/imprisonment
• Birth certificate for the child

The ID is typically:

• Valid for one (1) year, renewable annually with the LGU.

Application and Approval Process (Best Practice)

Step 1 – Employee Request

• Employee files leave request and indicates it as “Solo Parent Leave.”
• Attach a valid Solo Parent ID.

Step 2 – Employer Verification

• Confirm ID validity.
• Confirm minimum employment period (6 months).
• Check remaining leave balance.

Step 3 – Approval & Payroll Processing

• Record and approve leave.
• Process payment as regular paid days.
• Include amount in payroll and tax computation.

Can Employers Deny Solo Parent Leave?

Employers may only deny the leave if legal requirements are not met, such as:

❌ No valid Solo Parent ID
❌ Less than 6 months of employment
❌ Using the leave for unauthorized purposes unrelated to parenting

However, employers cannot deny the leave solely because:

• It creates staffing inconvenience
• The employee already used vacation or sick leave
• The company policy does not mention it

Solo Parent Leave is a mandatory statutory benefit.

Can Employers Grant More Than 7 Days?

✅ Yes.

Employers may enhance benefits by company policy or CBA, such as:

• Granting more than 7 days
• Converting unused leave to cash (voluntary)
• Removing the 6-month minimum service requirement

However, the law only requires a minimum of 7 days paid leave. Any additional benefit is optional but encouraged.

Is Solo Parent Leave convertible to cash if unused?

❌ No. Unused leave forfeits at year-end and is not cash-convertible by law.

Can Solo Parent Leave be used intermittently?

✅ Yes. It can be taken as individual days or in full blocks, subject to company approval workflow.

What if an employee loses eligibility during the year?

If the employee ceases to be a solo parent mid-year, they remain entitled to the leave already granted for that year but must renew eligibility the following year.

Can probationary employees avail of the leave?

✅ Yes, provided they have:

• Completed at least 6 months of service
• Submitted a valid Solo Parent ID

Record-Keeping and Compliance Tips

Employers should:

• Keep copies of Solo Parent IDs on file.
• Track annual leave usage for each qualified employee.
• Reflect leave payments clearly in payslips.
• Include amounts in:
  • Payroll summaries
  • 13th month pay computation
  • BIR withholding tax reports
• Ensure proper category mapping in payroll systems to prevent misclassification.

Final Thoughts

Solo Parent Leave is a legally mandated benefit that emphasizes the importance of family care while ensuring income stability for single parents in the workforce.

For employers, proper compliance means:

✅ Respecting legal entitlements
✅ Accurate payroll treatment
✅ Fair leave administration
✅ Consistent documentation

Providing this benefit correctly not only ensures compliance with Philippine labor laws – it also supports employees who carry significant family responsibilities on their own.

Managing employee leave manually can lead to errors, missed balances, and compliance risks. MPM Payroll tracks leave credits automatically, syncs attendance in real time, computes wages accurately, and ensures your payroll stays compliant with Philippine labor laws. You can try MPM Payroll for free today.