Simplified Query: How do mandated benefits like PhilHealth, Pag-IBIG, and SSS contributions work during terminal leave when starting a new job in the Philippines?
When an employee in the Philippines goes on terminal leave (the period when they are leaving their current employer but are still officially employed until the end of their notice period), questions often arise about the continuation of mandated benefits such as contributions to PhilHealth, the Pag-IBIG Fund, and the Social Security System (SSS). Understanding how these benefits are handled can help ensure seamless coverage and compliance with legal requirements.
PhilHealth, Pag-IBIG, and SSS Contributions During Terminal Leave
PhilHealth: Coverage under the Philippine Health Insurance Corporation (PhilHealth) is linked to an individual's employment status. During terminal leave, employees remain covered by their current employer's PhilHealth contributions until the end of their official employment period. If an employee starts working for a new employer during terminal leave, the new employer will not start making PhilHealth contributions until the previous employment has officially ended.
Pag-IBIG Fund: Contributions to the Pag-IBIG Fund (Home Development Mutual Fund) continue during terminal leave. Like PhilHealth, the responsibility for Pag-IBIG contributions remains with the current employer until the employment officially terminates. A new employer will begin their contribution cycle once the previous employment ends and the new contract starts.
SSS Contributions: Social Security System contributions are also tied to the employment period. During terminal leave, the current employer is responsible for continuing the SSS contributions until the employee's resignation or termination date. Contributions from a new employer commence only after the start of employment as per the new job's starting date.
Overlap of Benefits
Generally, there is no overlap in contributions for PhilHealth, Pag-IBIG, and SSS during terminal leave. Each employer's responsibility is clear-cut: the current employer covers the contributions until the employment officially ends, and the new employer starts contributions from the day the new employment contract becomes effective. This ensures that there is no gap in the employee’s benefits, but also no duplication of contributions during the transition period between two jobs.
Legal Implications and Best Practices
Employees transitioning between jobs should notify both their current and future employers about their terminal leave status to manage the transition of benefit contributions effectively. This communication helps ensure legal compliance by both employers and maintains continuous coverage for the employee.
In conclusion, during terminal leave, the responsibility for mandated benefits remains with the current employer until the official end of that employment. Employees starting new jobs during terminal leave should coordinate with both employers to ensure a smooth transition of benefits and compliance with Philippine labor laws.