What are the benefits solo parents can receive?

Flexible work schedule

A solo parent employee has the right to vary his/her arrival and departure time without affecting the core work hours as defined by the employer. The employer shall provide for a flexible working schedule for solo parents, as long as it shall not affect individual and company productivity. In case of certain meritorious grounds, the employer may request exemption from DOLE.

No work discrimination

Employers are prohibited from discriminating against any solo parent employee with respect to terms and conditions of employment on account of his/her status.

Parental leave

The parental leave of seven (7) days shall be granted to any Solo Parent employee subject to the following conditions:

1. The solo parent must have rendered government service for a least one (1) year, whether continuous or broken, reckoned at the time of the effectivity of the law on September 22, 2002, regardless of the employment status.

2. The parental leave shall be availed of every year and shall not be convertible to cash. If not availed within the calendar year, said privilege shall be forfeited within the same year.

3. The parental leave shall be availed of on a continuous or staggered basis, subject to the approval of the Administrator. In this regard, the solo parent shall submit the application for parental leave at least one (1) week prior to availing the solo parent leave, except on emergency cases.

4. The solo parent employee may avail of parental leave under any of the following circumstances:

a. Attend to personal milestones of a child such as birthday, communion, graduation and other similar events;

b. Perform parental obligations such as enrollment and attendance in school programs, PTA meetings and the like;

c. Attend to medical social, spiritual and recreational needs of the child;

d. Other similar circumstances necessary in the performance of parental duties and responsibilities, where physical presence of the parent is required.

5. The head of agency/office concerned may determine whether granting of parental leave is proper or may conduct the necessary investigation to ascertain if grounds for termination and withdrawal of the privilege exist.

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