Solo Parent Leave in the Philippines: Employees and Employers 2025 Guide

What is Solo Parent Leave in 2025?

Solo Parent Leave is a government-mandated benefit that grants seven additional paid leave days annually for qualified solo parents. It’s designed to ease the unique challenges of raising a child alone, be it financial, emotional, or logistical.

Under Republic Act No. 11861, also known as the Expanded Solo Parents Welfare Act, the law goes beyond leave. It promotes inclusive workplace policies, financial support, and preferential access to public services. In today’s evolving workforce, it signals a shift toward recognizing the diverse realities of Filipino families.

Whether you’re navigating solo parenting or managing HR compliance, understanding this benefit protects both your rights and your workplace. Let’s start by defining who qualifies.

Who is Considered a Solo Parent Under RA 11861?

RA 11861 expands the definition of a solo parent beyond just widows or abandoned spouses. As of 2025, you are eligible if you fall under one of the following:

• A parent who provides sole parental care due to death, abandonment, or legal separation
  
• A spouse of a detained or physically/mentally incapacitated partner
  
• A legal guardian or adoptive/foster parent with sole responsibility
  
• An unmarried individual who has chosen to keep and raise their child
  
• OFWs or domestic workers separated from their spouse or partner due to work for at least 12 consecutive months, and are exclusively supporting their child.
• Individuals, regardless of gender identity, who are solely responsible for the upbringing of their child/ren.
  
• Any relative solely responsible for a child due to a family breakdown
  

If you believe your case is unique, check with your LGU’s Solo Parent Office. They may still recognize your eligibility under compassionate grounds.

The broader definition reflects a more inclusive approach. It should be one that aligns with how families actually function today. Next, let’s break down what benefits are available in 2025.

Related: If you’re applying for an SSS Salary Loan, use this guide.

Key Solo Parent Leave Benefits in 2025

Solo parents are entitled to benefits that support their dual role as provider and caregiver. The most significant leave-related provisions include:

• 7 days of paid Solo Parent Leave per year (not deducted from SL/VL)
  
• Flexible work schedules (subject to company policies)
  
• Priority in government housing and educational programs
  
• 10% discount and exemption from value-added tax (VAT) for solo parents earning less than Php250,000 annually on the purchase of their child’s milk, food, micronutrient supplements, sanitary diapers, prescribed medicines, vaccines, and other medical supplies from birth until the child turns six years old.
  
• Educational scholarships for qualified dependents
  
• Livelihood and training programs under DSWD or LGUs
  
• Automatic PhilHealth coverage for indigent solo parents (based on DSWD certification)

These provisions help solo parents meet their family’s needs while staying productive in the workplace. For employers, these benefits signal an opportunity to foster loyalty and retention.

Leave is one thing, but how much will you actually receive in terms of pay? Let’s break that down next.

Related: Maternity Leave in the Philippines

Is Solo Parent Leave Paid? How Much Can You Expect?

Yes. Solo Parent Leave is fully paid by the employer. It’s separate from existing leave benefits like SL, VL, or Maternity Leave.

Here’s how it works: If you earn ₱20,000 monthly, your daily rate (assuming 261 working days/year) is roughly ₱766.41. Multiply that by 7 days, and that’s ₱5,364.87 worth of paid leave annually. 

Note that pay is based on the employee’s daily basic rate, excluding allowances (unless company policy states otherwise).

Employers must budget for this benefit, especially for larger teams. Integrating it into existing leave tracking systems can streamline both compliance and payroll operations.

Understanding how much you’re entitled to financially can help you plan better, whether you’re a parent or a payroll officer. Now, how do you actually apply for this leave?

How to Apply for Solo Parent Leave and Solo Parent ID

To access your leave, you must first secure a Solo Parent ID. Here’s a simplified step-by-step guide:

1. Gather documents: Proof of solo parenting status, income certificate, child’s birth certificate, valid ID
   
2. Submit these to your LGU’s Solo Parent Office
   
3. Attend a brief interview or assessment
   
4. Wait for ID issuance (usually 7–14 working days)
   
5. Once you have the ID, inform your HR and submit a formal leave request
   

Reminder: Solo Parent ID is valid for one year and must be renewed.

Employers can streamline internal approval by requiring a copy of the Solo Parent ID and leave application form. Having clear procedures makes the process fair and efficient for all parties.

Next, we’ll walk employers through what’s required of them under the law, and the risks of non-compliance.

Related: Paternity Leave in the Philippines

What Employers Need to Know: Compliance and Penalties

Under RA 11861, employers are required to:

• Honor the 7-day paid leave once an employee presents a valid Solo Parent ID
  
• Provide flexible work schedules when applicable
  
• Maintain accurate leave records and documentation
  
• Avoid discrimination in hiring, promotion, or termination based on solo parent status
  

Non-compliance can result in fines ranging from ₱50,000 to ₱200,000 or imprisonment of up to 6 months. Repeat violations may lead to revocation of business permits.

To stay compliant, HR teams should update leave policies, brief managers, and develop internal templates for verifying and approving requests. Compliance isn’t just legal. It’s cultural leadership.

If you still have lingering questions, let’s address the most common ones next.

FAQs About Solo Parent Leave in the Philippines

Q: Is Solo Parent Leave convertible to cash if unused?
A: No. Unlike unused VL or SL, it is non-convertible and non-cumulative.

Q: Can both parents claim solo parent benefits?
A: No. Only one parent can qualify based on sole responsibility and custody.

Q: What if HR denies my Solo Parent Leave?
A: You can escalate to the DOLE or your LGU for resolution.

Q: Can I avail of this during probation?
A: Yes, as long as they have rendered at least six months of service. 

If you’re comparing this leave to others, it helps to view them side by side. That’s up next.

Solo Parent Leave vs. Other Family-Related Leaves

Here’s a quick comparison table:

Leave Type	Days	Paid?	Who Can Avail
Solo Parent Leave	7	Yes	Qualified solo parents (RA 11861)
Maternity Leave	105	Yes	Female employees
Paternity Leave	7	Yes	Married male employees
Special Leave for Women	60	Yes	Women undergoing gynecological surgery

Solo Parent Leave is unique in that it targets long-term caregiving, not specific life events. That distinction makes it a vital tool for working parents juggling both roles.

Still, the challenges go far beyond policy. Let’s explore the real-world struggles many solo parents face in the workplace.

Challenges and Realities for Solo Parents at Work

Despite legal protections, solo parents often face:

• Subtle discrimination in promotions
  
• Limited access to flexible work schedules
  
• Difficulty securing documentation from LGUs
  
• Lack of awareness among supervisors or HR staff
  

Take Liza, a customer service rep who was denied Solo Parent Leave because her manager “didn’t know it existed.” She eventually escalated to HR, but not without stress and lost time.

Creating a culture of understanding starts with awareness. For job seekers, it also starts with asking the right questions during interviews, which we’ll get into next.

How Job Seekers Can Ask About Solo Parent Benefits During Interviews

It’s possible to ask about benefits without raising red flags. Try framing your question like this:

“Does your company have a formal policy on Solo Parent Leave under RA 11861?”

Or,

“How does your team support employees who are primary caregivers?”

Employers who answer clearly signal transparency and compliance. Avoid companies that seem unsure or dismissive. It could point to deeper issues.

But what if you’re already employed and facing denial of your rights? Here’s what to do.

What to Do if Your Solo Parent Rights Are Denied

If your leave request is wrongfully denied:

• Raise the issue with your HR in writing
  
• If unresolved, report to DOLE or your LGU’s Solo Parent Office
  
• File a complaint via DOLE hotline 1349 or online portals
  

Here’s a sample message:

Subject: Solo Parent Leave Request Follow-up

Dear (Name),

I’m writing to follow up on my recent leave request dated [insert date] under RA 11861. Attached is a copy of my valid Solo Parent ID. Kindly clarify the reason for non-approval and let me know the next steps.

Thank you,
[Your Name]

Knowing your legal options makes you more empowered and gives HR a chance to correct unintentional errors. Lastly, let’s reflect on why all of this matters.

Conclusion: Why Supporting Solo Parents Benefits Everyone

Supporting solo parents isn’t just about compliance. It’s about compassion. It empowers resilient individuals who shoulder two roles every day, and it helps companies build a reputation for equity and empathy.

For employees: Know your rights, apply confidently, and report any violations.
For employers: Update your policies, train your HR teams, and lead by example.

The Expanded Solo Parents Welfare Act is not just a law. It’s a step toward a more inclusive and humane workforce. Let’s move forward with that in mind.

Just in case you’re looking for a new career that is 100% compliant, you may check out our open roles that have attractive packages and flexible work setups.