By: Riva Khristine Maala | Mar 23, 2012 10:00 am
Employers should be familiar with maternity and paternity benefits the law mandates for all private sector employees.
In the Social Security Act of 1997, the Social Security System grants its female members (either employed or self-employed) a maternity benefit for either a delivery or a miscarriage. Regardless of their marital status (married or single) or employment status (employed or unemployed), mothers are entitled to compensation for the 60 to 78 days they need to recover and care for the baby.
Fathers, on the hand, are entitled to a seven-day paternity leave when their legal wife gives birth or suffers a miscarriage. This benefit, which is granted under the Paternity Leave Act of 1996, allows male employees to be absent from work to lend support to their wife during her recovery period and in attending to their newborn child without them suffering any salary deductions.
Both these benefits are applicable only to the first four deliveries or miscarriages.
For the maternity benefit claim to be valid, the law requires that the female SSS member has paid at least three monthly contributions within the 12-month period immediately preceding the semester of her childbirth or miscarriage. She is also required to notify her employer (if employed) or the SSS (if not) of her pregnancy. Failure to do so means forfeiture of her maternity benefit claim.