Maternity Policy Template for United States

A Maternity Policy outlines how your company supports and protects pregnant employees before, during, and after childbirth. It details the maternity leave benefits guaranteed under Philippine law, including the 105 days of paid leave for normal deliveries and additional days for certain situations like C-sections.

The policy covers important details like leave application procedures, salary continuation, job protection guarantees, and return-to-work arrangements. It ensures compliance with the Expanded Maternity Leave Law (RA 11210) while making sure both employees and managers understand their rights and responsibilities during the maternity period.

Use a Maternity Policy as soon as your business hires its first female employee in the Philippines. This document becomes essential for protecting both your company and your staff by clearly explaining maternity benefits, leave procedures, and workplace accommodations required under RA 11210.

It's particularly crucial to have this policy in place before any pregnancy-related questions arise. This helps prevent confusion, ensures consistent treatment across departments, and demonstrates your commitment to compliance with Philippine labor laws. Many companies update their Maternity Policy annually to reflect the latest legal requirements and Social Security System guidelines.

• Parental Leave Contract: Detailed version used by larger companies, covering extended benefits beyond basic maternity leave requirements
• Basic Maternity Policy: Streamlined version focusing on essential SSS benefits and minimum legal requirements under RA 11210
• Comprehensive Family Leave Policy: Combines maternity, paternity, and other family-related leave provisions into one integrated document
• Industry-Specific Policy: Tailored for sectors like healthcare or manufacturing, with special provisions for workplace safety and scheduling
• Small Business Policy: Simplified version designed for companies with fewer than 10 employees, focusing on practical implementation

• HR Managers: Draft and implement the Maternity Policy, ensure compliance with RA 11210, and process leave applications
• Female Employees: Primary beneficiaries who receive maternity leave benefits and must follow policy procedures for leave requests
• Department Heads: Help coordinate work coverage during maternity leaves and ensure smooth transitions
• Legal Teams: Review and update policies to maintain compliance with Philippine labor laws and SSS regulations
• Company Directors: Approve policy terms and ensure adequate resources for implementation
• SSS Representatives: Process maternity benefit claims and verify policy compliance with national standards

• Review Current Laws: Get updated copies of RA 11210 and SSS guidelines on maternity benefits
• Company Data: Gather information about your workforce size, industry, and existing leave policies
• Process Details: Map out leave application procedures, documentation requirements, and approval workflows
• Benefit Structure: Calculate maternity pay rates and any additional company benefits beyond legal minimums
• Return Protocol: Define procedures for returning to work, including flexible arrangements if applicable
• Stakeholder Input: Consult HR, department heads, and employee representatives for practical implementation insights
• Documentation System: Set up tracking methods for leave applications and benefits processing

• Leave Duration: Specify the 105-day minimum paid maternity leave under RA 11210
• Eligibility Criteria: Define who qualifies for maternity benefits and required SSS contributions
• Application Process: Detail the procedure for filing leave requests and required documentation
• Salary Computation: Explain how maternity pay is calculated and processed
• Job Protection: State guarantees for position retention and return-to-work rights
• Special Circumstances: Include provisions for multiple births, miscarriage, or complications
• Non-Discrimination: Affirm protection against pregnancy-related discrimination
• Compliance Statement: Reference adherence to Philippine labor laws and SSS regulations

A Maternity Policy often gets confused with an Adoption Policy, as both deal with parental leave rights. However, they serve distinct purposes and cover different situations under Philippine law.

• Legal Framework: Maternity Policies are governed by RA 11210 (Expanded Maternity Leave Law), while Adoption Policies follow RA 8552 (Domestic Adoption Act) and related labor provisions
• Leave Duration: Maternity Policies must provide 105 days of paid leave for biological births, whereas adoption leave typically grants 60 days with pay
• Documentation Requirements: Maternity Policies require medical certificates and SSS forms, while Adoption Policies need court orders and DSWD documentation
• Benefit Structure: Maternity benefits include specific provisions for complications or multiple births; adoption benefits focus on placement and adjustment periods