GROUP 10

PARENTAL
LEAVE FOR
SOLO
PARENT
REPUBLIC ACT NO. 8972, AS AMENDED BY
REPUBLIC ACT NO. 11861

Presented by: HORTADO, WENDY MAE F. and MURING, JOHN LLOYD C.

PARENTAL LEAVE FOR
SOLO PARENT
Parental leave for solo parents is a benefit provided under the Solo
Parents’ Welfare Act of 2000 (Republic Act No. 8972) and
further strengthened by Republic Act No. 11861 (Expanded Solo
Parents’ Welfare Act) in the Philippines. This law aims to support
solo parents by granting them additional leave benefits to fulfill their
parental responsibilities.
Solo parents employees are entitled to seven (7) working days of
fully paid leave per year to perform parental duties while remaining
paid during their absence.
SOLO PARENT – REFERS TO ‘ANY INDIVIDUAL
WHO FALLS UNDER ANY OF THE FOLLOWING
CATEGORIES:
(a) A parent who provides sole parental care and support of the child or children due to –
(1) Birth as a consequence of rape, even without final conviction: Provided, That the
mother has the sole parental care and support of the child or children: Provided, further,
That the solo parent under this category may still be considered a solo parent under any
of the categories in this section;
(2) Death of the spouse;
(3) Detention of the spouse for at least three (3) months or service of sentence for a
criminal conviction;
SOLO PARENT – REFERS TO ‘ANY INDIVIDUAL
WHO FALLS UNDER ANY OF THE FOLLOWING
CATEGORIES:
(4) Physical or mental incapacity of the spouse as certified by a public or private
medical practitioner;
(5) Legal separation or de facto separation for at least six (6) months, and the solo
parent is entrusted with the sole parental care and support of the child or children;
(6) Declaration of nullity or annulment of marriage, as decreed by a court recognized
by law, or due to divorce, subject to existing laws, and the solo parent is entrusted
with the sole parental care and support of the child or children; or
(7) Abandonment by the spouse for at least six (6) months;
SOLO PARENT – REFERS TO ‘ANY INDIVIDUAL
WHO FALLS UNDER ANY OF THE FOLLOWING
CATEGORIES:
(b) Spouse or any family member of an Overseas Filipino Worker (OFW), or the guardian
of the child or children of an OFW: Provided, That the said OFW belongs to the low/semi-
skilled worker category and is away from the Philippines for an uninterrupted period of
twelve (12) months: Provided, further, That the OFW, his or her spouse, family member,
or guardian of the child or children of an OFW falls under the requirements of this
section;
(c) Unmarried mother or father who keeps and rears the child or children;
(d) Any legal guardian, adoptive or foster parent who solely provides parental care and
support to a child or children;
SOLO PARENT – REFERS TO ‘ANY INDIVIDUAL
WHO FALLS UNDER ANY OF THE FOLLOWING
CATEGORIES:
(e) Relatives up to the fourth civil degree who take over parental care due to a
parent's death, abandonment, disappearance, or absence for at least six months are
considered solo parents. Senior citizen grandparents raising unmarried or
unemployed grandchildren (aged 22 or below, or older but with disabilities) are
entitled to solo parent benefits along with those granted under the Expanded Senior
Citizens Act (R.A. 9257);
(f) A pregnant woman who provides sole parental care and support to the unborn
child or children.’
 CONDITIONS FOR ENTITLEMENT
The following are the conditions for entitlement:
1) That they are solo parents as defined under R.A. 8972, as amended;
2) That they are employed in either the public or private sector;
3) That they have rendered service of at least six (6) months;
4) That they have presented a Solo Parent Identification Card (SPIC);
5) That they have ‘notified their employer of the availment thereof
within a reasonable time.’
 TERMINATION OF ELIGIBILITY

Eligibility for parental leave discontinues if there is a

change in the solo parent's status, such as remarriage or if
the responsibility of parenthood is no longer solely theirs.
 APPLICATION PROCESS FOR
PARENTAL LEAVE
Obtain a Solo Parent ID from the LGU or DSWD.
Submit a leave application to the employer, following the
company’s leave policies.
Provide supporting documents, such as the Solo Parent ID
and any other necessary certifications.
Wait for approval from the employer before taking the leave.
 SOLO PARENT
IDENTIFICATION CARD
 STEPS TO OBTAIN SOLO PARENT ID

Step 1: Confirm Eligibility Before applying for a Solo Parent ID,

ensure you meet the eligibility criteria set by the DSWD. Section
3 of RA 8972 classifies solo parent as:
1. A woman who gives birth as a result of rape and other crimes against
chastity even without a final conviction of the offender, provided that the
mother keeps and raises the child;
2. Parent left solo or alone with the responsibility of parenthood
 STEPS TO OBTAIN SOLO PARENT ID

Step 2: Prepare All Required Documents

1. Proof of Status as Solo Parent.
2. Proof of Income
3. Proof of Residency
4. Proof of Custody
5. Other supporting documentation (this may vary as may be required by
DSWD)
 STEPS TO OBTAIN SOLO PARENT ID

Step 3: Application Process

1. Visit the nearest DSWD office or check their official website for the
application form.
2. Fill out the application form and attach all required documents.
3. Submit your application and inquire how long you need to wait to
receive feedback.
4. Remember that your application is subject to approval.
COMPUTATION
COMPUTATION
Example Computation:
Scenario:
Employee’s Monthly Salary = ₱20,000
Number of Working Days in a Month = 22 days
Number of Solo Parent Leave Days Availed = 7 days
USAGE
The benefit is designed to grant a solo parent to enable him/her to perform
parental duties and responsibilities where physical presence is required.

NON-CUMULATIVE; FORFEITABLE
The leave is ‘forfeitable and noncumulative.’

NON-CONVERTIBLE TO CASH
The benefit is not convertible to cash as the objective is for the solo parent
employee to perform parental duties and responsibilities where physical presence is
required.
 CONCLUSION
Parental leave for solo parents is an essential benefit that
acknowledges the unique challenges of single-handedly raising a child.
By providing additional support, this policy helps solo parents balance
their work and family responsibilities more effectively. Employers and
employees must work together to ensure the smooth implementation
of this law, fostering a more inclusive and supportive work
environment.
THANK YOU!