Paula's Maternity Leave Policy
ZTAG Maternity Benefits for Filipino Employees
Effective Date: February 2026
Employee: Paula [Last Name]
Role: Design + Social Media
Status: Remote Contractor (Philippines-based)
Leave Timeline: Approximately April 2026 – May 2026
1. LEGAL FRAMEWORK
Republic Act 11210 (105-Day Expanded Maternity Leave Law)
- Primary Law: RA 11210 (effective March 2019)
- Scope: Covers ALL female workers regardless of employment status, civil status, or legitimacy of child
- Maternity Leave Duration:
- 105 days with full pay for live childbirth (normal or caesarian delivery)
- 60 days with full pay for miscarriage or emergency termination of pregnancy
- Optional: Additional 30 days without pay for extended leave
- Solo mothers: Additional 15 days with full pay (if qualified under RA 8972)
SSS Maternity Benefits (Social Security System)
- Eligibility: Female SSS members (employed, self-employed, voluntary contributors)
- Requirement: At least 3 months of contributions in the 12-month period immediately preceding pregnancy
- Benefit Amount: 100% of average daily salary credit (ADSC) for 105-120 days (live birth) or 60 days (miscarriage/ETP)
- Calculation: Total monthly salary credits ÷ 180 days = Daily maternity benefit
- Payment: SSS reimburses employer 100% of maternity benefits for employed workers; directly pays self-employed/voluntary members
2. PAULA'S EMPLOYMENT STATUS & CONTRACTOR CONSIDERATIONS
Current Status
- Employment Type: Remote Contractor (via Wise weekly payments)
- Contractor Status: Self-employed for SSS purposes
- Location: Philippines
- Compensation: Weekly Wise transfers (likely USD converted to PHP)
Critical Contractor Issue: SSS Coverage
IMPORTANT: As a contractor, Paula is classified as self-employed for SSS purposes. This means:
✅ Paula CAN claim RA 11210 maternity benefits IF:
- She has paid at least 3 months of SSS self-employed contributions in the 12-month period before her April 2026 pregnancy
- She notifies SSS directly (not via employer) of her pregnancy
❌ ZTAG is NOT required to:
- Pay employer share of SSS contributions (contractor = self-employed only)
- Deduct SSS from her Wise payments (she pays her own as self-employed member)
⚠️ ACTION REQUIRED (URGENT): Confirm with Paula whether she is already an SSS member with 3+ months of contributions. If not, she should register as voluntary SSS member and pay contributions immediately.
3. PAULA'S MATERNITY BENEFIT POLICY
Leave Duration
Standard Leave: 105 days paid leave
Total Available: 105 days + optional 30 days unpaid (if needed)
Recommended Split:
- Prenatal Leave: 14 days (starting ~2 weeks before due date, flexible)
- Postnatal Leave (Mandatory): Minimum 60 days (company strongly recommends 75+ days for health recovery)
- Flexible Return-to-Work: Additional 31 days available (can split with part-time transition)
Payment Structure During Leave
If Paula is SSS-Covered (3+ months contributions):
| Period |
Amount |
Source |
Notes |
| 105 days maternity benefit |
Average daily salary credit × 105 |
SSS paid |
Paula qualifies as covered member |
| Company top-up |
N/A |
ZTAG |
Small business exemption applies (see below) |
| Total Paula receives |
SSS maternity benefit only |
|
|
ZTAG Contractor Exception: As a small US-based company (~10 employees) paying a self-employed contractor in Philippines, ZTAG qualifies for SSS small business exemption. However, ZTAG will provide company top-up as goodwill to ensure Paula receives her normal weekly compensation equivalent.
Proposed ZTAG Top-Up:
- Normal weekly pay (via Wise): Determine Paula's average weekly rate
- During 105-day leave: ZTAG continues weekly Wise payments at reduced rate OR lump sum payment
- Example: If Paula earns ~₱15,000/week ($270 USD), ZTAG will provide equivalent monthly lump sum payment during maternity leave
Weekly Payment Continuation
During Maternity Leave:
SSS Payment Timeline:
- Claim filed with SSS (Paula files directly as self-employed member)
- SSS processes maternity benefit within 30 days
- Payment credited to Paula's bank account
ZTAG Weekly Wise Transfers:
- Week 1-4: Continue at reduced rate (company top-up starts)
- Lump Sum Option: Paula can opt for single monthly payout instead of weekly if easier to manage post-birth
- Account: Continue same Wise account (no changes required)
- Amount: To be confirmed with Paula (dependent on SSS benefit received)
Coordination Mechanism:
- Paula notifies ZTAG once SSS maternity benefit is confirmed
- ZTAG adjusts Wise transfer to fill gap between SSS benefit and her normal weekly pay
- Clear communication during weeks 1-2 post-birth to ensure no payment gaps
4. PAULA'S TRANSITION & RETURN-TO-WORK PLAN
Transition: Before Leave (Weeks Ahead of April 2026)
| Timeline |
Owner |
Action |
| 6-8 weeks before |
Paula + Quan |
Confirm due date; notify in writing to ZTAG |
| 6 weeks before |
Paula |
File maternity notification with SSS directly |
| 4-6 weeks before |
Paula + Carmee |
Handoff design projects to Carmee |
| 2 weeks before |
Paula + Team |
Social media asset preparation; queue 4 weeks of content |
| 1 week before |
Paula + Quan |
Final leave paperwork; Wise payment verification |
During Leave (105 days: ~April - Early June 2026)
- No work expectations — full focus on health and baby care
- Postnatal mandatory period: Minimum 60 days off work (roughly April-late May)
- Light contact (optional): Paula may request brief check-ins weeks 10-14 if she wishes, but NOT required
- No performance reviews during this period
Return-to-Work Plan (Flexible & Part-Time)
Paula's Options:
Option A: Full Return-to-Work
- Resume design + social media responsibilities after 105-day leave
- Full-time hours (same as before)
- Timeline: Early June 2026 onwards
Option B: Part-Time Async Return (Recommended)
Phase 1 (Weeks 1-4 post-return): 10 hours/week, async social media only
- Update social media: 2-3x per week
- No design/client-facing work
- Flexible hours; any time zone OK
- Weekly Wise payment adjusted accordingly
Phase 2 (Weeks 5-12): 10-15 hours/week, social media + light design
- Increase social media frequency
- Take 1-2 smaller design projects (no tight deadlines)
- Flexible schedule maintained
Phase 3 (Week 12+): Gradual increase to full-time if desired
- Return to full design workload
- Resume client meetings (optional)
- Adjust schedule to fit motherhood
Option C: Extended Leave
- Take additional 30 days unpaid leave (total 135 days out)
- Return to Part-Time Async (Option B) in July 2026
Carmee's Continuity Role
- During Leave: Full ownership of all design work; social media posting
- Post-Return: Continues design work; coordinates with Paula on async social media
- Long-term: Paula handles social media strategy; Carmee handles design execution
- No timeline pressure for Paula to return to design — flexible as long as she needs
Job Protection Guarantees
✅ Paula's position is guaranteed after maternity leave under RA 11210, Section 15:
- Cannot be demoted, transferred (unless to parallel position), or terminated
- No reduction in rank, status, or salary upon return
- Return to same role or equivalent position
5. SPECIAL CONSIDERATIONS
SSS Self-Employed Status
- Paula must maintain her SSS voluntary member status throughout pregnancy
- Cost: ~₱1,000-₱2,500/month (dependent on registered income)
- Verification needed: Confirm with Paula if she's already an SSS member
Wise Payment Account
- No changes to bank account or Wise routing required
- ZTAG continues weekly transfers using same process
- Currency: If ZTAG pays in USD, Wise will convert to PHP (normal fees apply)
- Advance Notice: Paula should confirm she can receive payments during maternity leave (no banking disruptions expected)
Medical Benefits
- PhilHealth: Paula should ensure active PhilHealth enrollment for delivery coverage (not SSS, separate benefit)
- Pre/Post-natal Care: Covered under PhilHealth; NOT employer responsibility as contractor
- Hospital Delivery: Paula arranges directly; company reimburses if medical emergency related to work (unlikely in this case)
Solo Parent Status
- If Paula qualifies as solo parent under RA 8972 (one parent raising child alone), she gets +15 additional days paid leave
- This would require official Solo Parent ID from LGU
- Confirm status with Paula if applicable
6. IMPLEMENTATION CHECKLIST
7. PAYMENT SUMMARY & EXAMPLES
Scenario: Paula's Estimated Maternity Support
Assumption: Paula earns ~₱15,000/week = ₱60,000/month equivalent
SSS Registered Income: ₱20,000/month (for SSS contribution purposes)
SSS Maternity Benefit Calculation:
- Monthly salary credit: ₱20,000
- Daily maternity allowance: ₱20,000 ÷ 180 = ₱111.11/day
- 105-day benefit: ₱111.11 × 105 = ₱11,667 (TOTAL from SSS)
ZTAG Top-Up Option A (Full Top-Up):
- Paula's normal weekly earnings: ₱15,000 × 4 weeks = ₱60,000/month
- SSS benefit: ₱11,667/month
- ZTAG company top-up: ₱60,000 - ₱11,667 = ₱48,333/month
- Paula receives: ₱60,000/month (SSS + ZTAG combined)
ZTAG Top-Up Option B (Reduced Top-Up):
- SSS benefit: ₱11,667/month
- ZTAG company top-up: ₱25,000/month (goodwill gesture)
- Paula receives: ₱36,667/month (SSS + ZTAG combined)
- ZTAG cost: ₱25,000 × 3.5 months = ~₱87,500 total
During Part-Time Return (10 hrs/week)
- Weekly Rate: ₱15,000 × (10/40) = ₱3,750/week
- Monthly equivalent: ₱15,000/week (if she works intermittently)
- Wise Transfer: Adjusted to reflect hours actually worked
8. CONTACTS & RESOURCES
Philippines-Based Resources
ZTAG Contacts
- Maternity Leave Coordinator: Quan [last name]
- Payroll/Wise Transfers: Quan
- Design Coverage Lead: Carmee
- HR Contact: Kristin [last name]
9. APPENDICES
Appendix A: Key Philippine Labor Laws
- RA 11210: 105-Day Expanded Maternity Leave Law (2019)
- RA 9710: Magna Carta of Women (2009)
- RA 8972: Solo Parents' Welfare Act (2000)
- RA 8187: Paternity Leave Act (1996)
- RA 11199: Social Security Act of 2018
Appendix B: SSS Maternity Leave Checklist (Paula's To-Do)
Appendix C: Wise Payment Verification Checklist
10. DOCUMENT SIGN-OFF
This is a DRAFT policy for ZTAG leadership review.
Prepared by: Subagent (Research)
For: Quan & Kristin (ZTAG Leadership)
Date: February 16, 2026
Status: Ready for Review & Approval by HR/Legal
Next Steps:
- Quan/Kristin review and approve
- Add any company-specific policies
- Share final version with Paula for signature
- Coordinate with Paula on SSS status + payment details
Notes for Quan/Kristin:
- Paula's contractor status means she bears own SSS costs (legally compliant)
- ZTAG's voluntary top-up (recommended) is generous and builds goodwill
- Small business exemption from salary differential only applies if Paula is officially SSS member and claimed as contractor
- Recommend finalizing payment amounts (top-up %) with Paula ASAP so she can calculate SSS contributions accordingly
- Part-time return-to-work flexibility is industry best practice and aligns with RA 11210 spirit