SSS Maternity Benefits – SSS Maternity Qualifying Period 2025

The Social Security System (SSS) Maternity Benefits in the Philippines provide financial assistance to female members during their pregnancy and childbirth. This government-mandated benefit ensures that employed, self-employed, voluntary, and Overseas Filipino Worker (OFW) members receive financial support when they take maternity leave.

This article explores the eligibility criteria, application process, computation of benefits, required documents, and other essential details to help expectant mothers maximize their SSS maternity benefits.

The Social Security System (SSS) Maternity Benefit in the Philippines is a vital financial assistance program designed to support female members during childbirth, miscarriage, or emergency pregnancy termination. This benefit ensures that mothers can prioritize their health and well-being, as well as that of their newborns, without the financial strain of lost income. As a daily cash allowance granted to eligible female SSS members unable to work due to pregnancy-related circumstances, this initiative reflects the government’s strong commitment to upholding women’s rights and welfare. Enshrined in the 105-Day Expanded Maternity Leave Law, the program provides extended paid leave, offering greater security and stability for mothers during this crucial period.

Benefit Duration

Under the Expanded Maternity Leave Law (Republic Act No. 11210), the number of compensable days for maternity leave has been increased:

• Live Childbirth (Normal or Cesarean Section): 105 days
• Miscarriage or Emergency Termination of Pregnancy (ETP): 60 days
• Solo Parents: An additional 15 days, totaling 120 days

The benefit amount is equivalent to 100% of the member’s average daily salary credit (ADSC) multiplied by the number of compensable days.

In order to qualify for this benefit, a member must:

• At least three (3) months’ contributions have been paid within the 12-month period immediately preceding childbirth, miscarriage, or ETP. To determine a female member’s entitlement to the benefit, the SSS will only consider contributions paid before the semester of contingency.
• A duly notified her employer of her pregnancy and, if employed, the probable date of her childbirth. Additionally, the notice shall be transmitted to SSS in accordance with any rules and regulations it may provide; and
• She has duly notified the SSS of her pregnancy and the probable date of delivery, whether she is a self-employed worker (SE) or voluntary member (VM), a spouse who does not work (NWS), or an overseas Filipino worker (OFW).

Here are some benefits:

Amount of Benefit

In the event of maternity leave, the daily maternity benefit allowance equates to one hundred percent (100%) of the female member’s average daily salary credit (ADSC) for a period of compensation that includes:

105 days	Any instance of live birth (normal delivery or cesarean delivery)
120 days	There is an additional 15 days for solo parents under RA No. 8972, commonly known as the Solo Parents’ Welfare Act
60 days	A miscarriage or ETP including a stillbirth

Employed female members shall receive full pay, which includes both their SSS maternity benefit computed on the basis of their ADSC and salary differential paid by their employer, with the following exceptions:

• Establishments in distress
• Establishments with fewer than 10 employees in retail/service
• Microbusiness enterprises with assets not exceeding P3 million
• A benefit that is similar to or greater than the proposed benefit

NOTE:

• An application for exemption must be submitted to the Department of Labor every first quarter.
• The salary differential refers to the amount borne by the employer in relation to the difference between the actual cash benefits received from the SSS and the regular wage of the employed female member for the period of maternity leave in question.

MMs, OFWs, non-working spouses, and SE female members (including those in the informal economy) will only be entitled to the SSS maternity benefit.

Benefit Computation

The semester of contingencies is excluded.

• A semester consists of two (2) consecutive quarters ending in a cycle of childbirth, miscarriage, or early termination of pregnancy.
• The term quarter refers to a period of three (3) consecutive months ending in a month of March, June, September, or December.

It is best to count twelve (12) months backwards from the month immediately following the last month of the semester in which the contingency occurred.

Identify and add the six (6) highest monthly salary credits earned within the 12-month period in order to determine the total monthly salary credit earned.

An employee’s monthly salary credit (MSC) refers to the base for calculating contributions and benefits based on the total earnings for the month.

View the SSS Contribution Table

IMPORTANT: It is imperative to note that Circular No. 2020-032-dated 24 November 2020, starting January 2021, the Social Security contribution will include Workers’ Investment and Savings Program or WISP (SSS Provident Fund) contributions. The calculation of benefits under the Regular SSS Program shall be based on contributions up to 20,000 MSC to determine benefits.

The computation of benefits shall not take into account contributions paid during or after the semester of contingency.

Average daily salary credit (ADSC) is obtained by dividing the total monthly salary credit by 180 days. The amount is equivalent to the daily maternity allowance.

The amount of the benefit is determined by multiplying the daily maternity allowance by the compensable period.

ADSC = MSC total divided by 180

• Miscarriage/ETP including stillbirth x 60 days
• Live deliveries (by caesarean section or normal delivery) x 105 days
• The 105 days plus 15 days for solo parents under R.A.8972 (Solo Parents’ Welfare Act of 2000) amounts to 120 days.

Sample Computation

Limitations in providing the Maternity Benefit

For the same period during which daily maternity benefits have been received, the grant of maternity benefit prohibits the recovery of sickness benefits under RA No. 11199 as well as the new Social Security Act of 2018.

The female member will be entitled to receive both maternity benefits in the event of the overlapping of two (2) existing maternity benefit claims in a consecutive manner should both of the overlapping maternity benefit claims occur. Nevertheless, the amount of maternity benefits corresponding to the overlap period shall be deducted from the current claim for maternity benefits.

Moreover, the female member shall be paid only one (1) maternity benefit regardless of the number of offspring delivered during the birth process (e.g. twins, triplets, quadruplets, etc).

Rules for Filing Maternity Notifications

For Employed Members and Employers

Following the confirmation of pregnancy, the female member must immediately notify her employer of the fact and the expected date of childbirth by submitting a Maternity Notification Form together with one of the following proofs of pregnancy:

• Results of a pregnancy test duly signed by a physician or municipal health official; or
• The results of other diagnostic tests, which may include any of the following:

• Using ultrasound; or
• Pregnancy blood test

• HCG beta; or
• Factors of early pregnancy

This employer will, in turn, notify the SSS of the employer’s maternity through the submission of the Maternity Notification form through their My.SSS account on the SSS website through their My.SSS account. It shall not be necessary for the employer to forward the proof of pregnancy that is submitted to SSS by the member to SSS.

For SE/VM/NWS and OFW

Any of the following channels may be used by SE/VM/NWS/OFW members to provide notice directly to the SSS:

• The member’s My.SSS account on the SSS website;
• The SSS Mobile App;
• Terminals for express self-service

The full amount of maternity benefits is to be advanced by the employer within thirty (30) days of the date on which the application for maternity leave is filed. SSS shall then immediately reimburse the employer for 100% of the amount of SSS maternity benefits that have been advanced to the employee upon receipt of satisfactory proof that such payment and its legality have been made.

Meanwhile, the SSS shall be responsible for directly paying the female member whose contingency occurred during employment but is currently unemployed, temporarily laid off or whose company is on lockout or experiencing a labor strike or who has separated from employment/SE/VM/OFW/NWS due to a contingency.

• SSS Maternity Notification Form: This is usually available on the SSS website or at local branches.
• Medical Certificate: A certificate issued by a licensed physician confirming your pregnancy, expected delivery date, and, if applicable, the type of delivery (normal or caesarean).
• Hospital Records: These documents detail your admission, treatment, and delivery procedures.
• Proof of Contribution: Documents or receipts that verify you have met the minimum contribution requirements.
• Valid Identification: A government-issued ID (such as a passport or driver’s license) to confirm your identity.
• Additional Forms: Depending on your circumstances, there might be extra forms required by your local SSS office.

SSS requires all Maternity Benefit Applications (MBA) and Maternity Benefit Reimbursement Applications (MBRA) to be filed online through the My.SSS account accessible through the SSS website beginning on September 1, 2021.

SSS Maternity Benefits Application online

SSS Maternity Benefit Appliction only Via My.SSS account Steps:

• Visit to My.SSS Acount, register and login.
• Disbursement account enrolled with SSS acount through the Disbursement account enrollment medule (DAEM) in my.SSS portal.
• All intial or new claim shell be filed with online through the member My.SSS account.

The following cases for adjustment may also be filed online

• Member is qualifed the solo parent.
• Correction of the type of claim.

• From normal to ceasarian section (CS) delivery
• From miscariage to ectopic pregnancy with operation.

• SSS Computation is higher of Employer of Computation.
• Additional posted contribution will increase the amount of benefits
• Correction of the approved the number of day from 60 (Normal Delivery) or 78 (CS Delivery) Days to 165 days.
• Allacoted leave credits to used due to the seperation from employemt of the Child’s Father or Qualified alternate caregiver

Filled an initial Maternity Benefit Application

• Open Member SSS account and login My.SSS Account.
• Click Submit Maternity Benefit Application under the E-service tab
• Read the Important reminder, then click the proceed button.
• Supply all required information then click proceed for submit the validation information and confirm your eligibility of Maternity Benefit.
• Supply the additional information such as the type of claim and Disbursement account and click on the Proceed button.
• Upload the Required support ing document Such as Birth Certificate and Solo Parent ID etc. Make sure the all document are clear and readalbe and click on the “it cerify and submit” to proceed.
• The genrate the Transaction Number shell b displayed. A notification about your Submitted MBA shell also be sent to your registration email address.

Filled the adjustment Maternity Benefit Application

• Open Member SSS account and login Member My.SSS Account.
• Click adjustment of Maternity Benefit under the E-service tab.
• Read the Important reminder, then click the Proceed to continue.
• Supply all required information then click proceed for submit the validation information and confirm your eligibility of Maternity Benefit.
• Supply the additional information such as the type of claim and Disbursement account and Reason for adjustment. click on the Proceed Button.
• Upload the Required support ing document Such as Birth Certificate and Solo Parent ID etc. Make sure the all document are clear and readalbe and click on the “it cerify and submit” to proceed.
• The genrate the Transaction Number shell b displayed. A notification about your Submitted MBA shell also be sent to your registration email address.

Read also: SSS Disbursement Account Enrollment Module (DAEM)

If you’re filing a Maternity Benefit Application (MBA) – for individual members

In the case of contingencies arising after 11 March 2019 or the effectiveness date of Republic Act No. (RA) 11210 or the Expanded Maternity Leave Law (EMLL),

A female member or employer shall submit to an online repository a scanned copy of the original (colored) or a certified true copy with good image quality of the following supporting documents, whichever is applicable:

For live childbirth (normal or Caesarean) – One of the following:

• Children’s Certificate of Live Birth (CLB)/Certificate of Death (COD) duly registered with the Local Civil Registrar (LCR) with corresponding Official Receipt (OR) or Acknowledgment Receipt (AR), if the filing date for MBA/MBRA is within six (6) months from the date of delivery; or
• CLB/COD of the child issued by the Philippine Statistics Authority (PSA) with a corresponding OR or AR if the filing date of MBA/MBRA is more than six (6) months after the date of delivery of the child;
• If applicable, the report of birth/death of a child issued by the Philippine Embassy, Consulate General, or PSA, or its equivalent document issued in a foreign country with an English translation.

For stillbirth or fetal death – one of the following:

• Certificate of Fetal Death (COFD) duly registered with the LCR along with corresponding OR or AR issued by the LCR, if MBA/MBRA filing date is within six (6) months from delivery date; or
• COFD issued by PSA with corresponding OR or AR should the filing date for MBA/MBRA be more than six (6) months from the date of delivery of the product;
• The COFD must be issued by the Philippine Embassy/Consulate General/PSA, or its equivalent document issued in a foreign country with an English translation, if applicable.
• Miscarriage, emergency termination of pregnancy (ETP), ectopic pregnancy or hydatidiform mole – The following documents should be submitted:

Any of the following pregnancy proofs:

• The result of a pregnancy test duly certified by a physician or municipal health official; or
• The results of other diagnostic tests, along with the corresponding report duly signed by a physician, may include one or more of the following:

• Using ultrasound;
• A blood pregnancy test (Beta HCG);
• A factor of early pregnancy; and

Proof of termination of pregnancy in any of the following forms, duly signed by a physician:

• Results of a pregnancy test;
• Results of ultrasound;
• Report of histopathology; or
• A record of the operating room (ORR); and

A physician’s signature is required on the following medical documents:

• An original medical certificate;
• Consultation records; or
• A clinical abstract or discharge summary

If the female member or employer is experiencing maternity conditions or circumstances, the following additional rules or supporting documents may be required (e.g., scanned image of the colored original or certified true copy with a good image quality), whichever is applicable:

For maternity contingencies that occur locally

• A copy of any medical documents that have been issued electronically must be submitted along with a copy of the official receipt of the procedure.
• The medical documents must include the name of the physician and the license number of the Physician Regulation Commission (PRC).

For maternity contingencies abroad

• Medical documents issued in a foreign country must be accompanied by an English translation, if necessary.
• For any supporting document, there shall be no requirement for authenticity by the Philippine Embassy or Consulate General, or for apostille by the Foreign Ministry or Embassy or Consulate in the foreign country.

If you are a qualified Solo Parent under RA 8972 or the Solo Parents’ Welfare Act of 2000

• Applicants shall be required to submit any of the following documents issued by a Local Government Unit (LGU) and signed by a Social Worker and the Mayor of the City/Municipal:
• A valid Solo Parent ID is required; or
• Certification/e-Certification of eligibility for Solo Parents, if an ID has not yet been issued.
• Solo Parent IDs, certifications, and e-Certifications of Eligibility must be delivered within the validity period of the documents, except for the first-time solo parent’s document, which must be issued within six (6) months.
• Certification/e-Certification of eligibility must include all the information reflected on the Solo Parent ID (e.g., name and address of the solo parent, validity/issuance date, and name and date of birth of the child or children).

For Self-employed (SE)/Voluntary (VM)/Overseas Filipino Worker (OFW) members who were previously employed, or previously separated from employment – The following documents must be submitted, as applicable:

• Upon delivery/miscarriage/ETP occurring during employment or within six (6) months of separation from employment: Certificate of Separation from Employment indicating the effective date of separation and that no advance payment was given by the employer.
• The member must submit a letter of undertaking, duly administered by a SSS branch official/employee or foreign representative authorized as the administering officer, stating the effective date of separation and that no advance payment was made by the employer, provided that any of the following reasons led to the separation:

• The company is on strike;
• The company has been dissolved or ceased operations;
• A court case regarding the member’s separation from employment is pending;
• An employee is absent without official leave (AWOL) or has strained relations with their employer;
• Member’s current address is more than 30 kilometers from employer’s address; or
• Records from the member’s former employer are no longer available.

Employers who have already provided maternity benefits in advance to female employees, but are unable to provide the required documents under Section I.A because these employees have not returned to work after childbirth, miscarriage, or ETP, or they have already left or are deceased.

Please submit the following documents, whichever is applicable:

• If the hospital/medical facility has issued a medical document indicating live delivery; or if the hospital/medical facility has issued a medical document indicating miscarriage or early termination of pregnancy; or if any medical document indicating pregnancy;
• The employer’s certification that the employee did not return to work after childbirth/miscarriage/ETP, or that the employee has already been separated from the company; or the PSA’s or LCR’s certificate that the deceased employee did not return to work; and
• Please provide any of the following proofs of advance payment by the employer of the SSS maternity benefit for the female member:

• A cash voucher or similar document signed by the member indicating receipt of the advance payment;
• Proof of credit or transfer to the member’s bank account along with a pay slip or other appropriate document indicating the advance payment has been made.

Those employers who are unable to provide the CLB/COD of the child, or any other medical document issued by the hospital/medical facility, will only receive reimbursement for sixty (60) days of maternal benefits for a miscarriage, an ETP, or a stillbirth.

For female members or employers who are seeking adjustments to settled maternity benefits due to the child’s father being unemployed/separated from employment or having a qualified alternate caregiver. – Submission of the following documents is required, whichever is applicable:

• Unemployed prior to and during your maternity leave: A notarized affidavit signed by your child’s father or qualified alternate caregiver, stating that you are unemployed prior to and throughout your maternity leave;
• In the case of separation occurring before the date of delivery of the member: Certificate of Separation from Employment issued by the employer of the child’s father or qualified alternate caregiver indicating the date of separation; In the case of separation occurring after the date of delivery of the member: Statement specifying the date of separation;
• If the date of separation is after the date of delivery of the member: Certificates indicating the effective date of separation and that the maternity leave credits allocated by the member have not been utilized by the employer of the child’s father or qualified alternate caregiver.

For contingencies that occurred before 11 March 2019, or the effectivity date of RA 11210 or the EMLL

The female member or employer will be required to submit online the same supporting documents outlined in Section I. There are also the following additional rules applicable to caesarian deliveries:

A medical facility or hospital may issue any of the following documents to indicate the type of delivery:

• The operating room record (ORR);
• Memorandum of surgery;
• Report of discharge summary;
• Abstracts of medical/clinical research;
• Report on delivery;
• If the caesarian delivery took place abroad, a detailed invoice showing applicable charges;
• A similar medical document.

For employers who already paid the maternity benefit in advance to their female employees but cannot provide the above-mentioned additional supporting document since said employees did not return or report back to work after childbirth, or were already separated from employment or died, the reimbursement shall only correspond to sixty (60) days of maternity benefits for normal deliveries.

If you’re filing a Maternity Benefit Reimbursement Application (MBRA) – for employers

In cases of contingencies occurring as of 11 March 2019, or as of the effective date of Republic Act No. (RA) 11210 or of the Expanded Maternity Leave Law (EMLL).

A scanned image of the original (colored) or certified true copy with good image quality of the following supporting documents shall be submitted by the female employee or employer, as applicable:

For live childbirth (normal or Caesarean) – One of the following:

• Certificate of Live Birth (CLB)/Certificate of Death (COD) duly registered with the Local Civil Registrar (LCR) with the corresponding Official Receipt (OR), or Acknowledgement Receipt (AR), if the MBA/MBRA is filed within six (6) months of the date of delivery;
• A copy of the child’s CLB/COD issued by the Philippine Statistics Authority (PSA), along with a corresponding OR or AR if the MBA/MBRA filing date is more than six (6) months after the date of delivery; or
• A report of the birth or death of a child issued by the Philippine Embassy/Consulate General/PSA, or the equivalent document issued in a foreign country with an English translation, if available.

For stillbirth or fetal death – one of the following:

• Certificate of Fetal Death (COFD) duly registered with the LCR along with corresponding OR or AR issued by the LCR, if MBA/MBRA filing date is within six (6) months from delivery date; or
• COFD issued by PSA with corresponding OR or AR if filing date of MBA/MBRA is more than six (6) months from the date of delivery;
• The COFD issued by the Philippine Embassy/Consulate General/PSA, or the comparable document issued in a foreign country with an English translation, if applicable.

A miscarriage, emergency termination of pregnancy (ETP), ectopic pregnancy, or hydatidiform mole – Submission of the following documents is required:

Pregnancy proof can be provided by any of the following:

• A pregnancy test result duly signed by a physician or municipal health officer;
• The result of any other diagnostic tests, accompanied by the corresponding physician’s report, may include the following:

• Using ultrasound;
• A blood pregnancy test (Beta HCG);
• Pregnancy at an early age; and

The following proofs of termination of pregnancy must be signed by a physician:

• Results of a pregnancy test;
• Results of ultrasound;
• Report of histopathology; or
• A record of the operating room (ORR); and

A physician’s signature is required on the following medical documents:

• Medicolegal certificate;
• Consultation records; or
• Summary of the clinical findings/discharge

If the female member or employer is experiencing maternity conditions or circumstances, the following additional rules or supporting documents may be required (e.g., scanned image of the colored original or certified true copy with a good image quality), whichever is applicable:

For maternity contingencies that occur locally

• A copy of the official receipt of the procedure must be submitted with the medical documents that are issued electronically.
• The medical documents must include the name of the physician and the license number of the Physician Regulation Commission (PRC).

For maternity contingencies abroad

• The translation of medical documents issued in the foreign country, if applicable, must be submitted with the application.
• The Philippine Embassy/Consulate General or a notary public in the foreign country shall not be required to authenticate any supporting documents, or to issue an apostille from a Foreign Ministry/Embassy/Consulate.

For eligible Solo Parents under RA 8972 or the Solo Parents’ Welfare Act of 2000

• It shall be required to submit any of the following documents issued by the Local Government Unit (LGU) and signed by the Social Worker and the Mayor of the city or municipality:

• A valid Solo Parent ID is required; or
• Certification/e-Certification of eligibility for Solo Parents, if an ID has not yet been issued.

• It is important that the delivery date falls within the validity period of the Solo Parent ID/Certification/e-Certification of Eligibility, except for the first-time solo parent in whose case the document must have been issued within six (6) months of the delivery date.
• Certification/e-Certification of eligibility must include all the necessary details reflected in the Solo Parent ID (e.g., the name and address of the sole parent, the date of validity/issue, and the name and date of birth of the child/ren).

For Self-employed (SE)/Voluntary (VM)/Overseas Filipino Worker (OFW) members who were previously employed, or also separated from employment – Please submit the following documents, whichever is appropriate:

• In the case of delivery/miscarriage/ETP occurring during the employment period or within six (6) months from the date of separation from employment: Certificate of Separation from Employment showing the effective date of separation without an advance payment.
• Affidavit of Undertaking Form should be prepared by SSS branch officials/employees or foreign representatives authorized as administering officers if the member is unable to obtain Certificate of Separation from Employment. Provided the effective date of separation from employment and the employer does not grant an advance payment, and the reason for the separation is one of the following:

• There is a strike at the company;
• Dissolution or cessation of operations of the company;
• A court case regarding the member’s separation from employment is pending;
• An employee is absent without official leave (AWOL) or has strained relations with their employer;
• An employee’s current address is more than 30 kilometers away from the employer’s address; or
• The member’s record from her former employer is no longer available.

Those employers who have already paid maternity benefits in advance to female employees but cannot provide the required documentation under Section I.A because the employees never returned or reported back to work after childbirth, miscarriage, or ETP or have already been separated from their employment.

• For submission, whichever is applicable, the following documents are required:

• If the hospital/medical facility has issued a medical document indicating live delivery; or if the hospital/medical facility has issued a medical document indicating miscarriage or early termination of pregnancy; or if any medical document indicating pregnancy;
• The employer’s certification that the employee did not return to work after childbirth/miscarriage/ETP, or that the employee has already been separated from the company; or the PSA’s or LCR’s certificate that the deceased employee did not return to work; and
• Please provide any of the following proofs of advance payment by the employer of the SSS maternity benefit for the female member:

• A cash voucher or similar document signed by the member indicating receipt of the advance payment;
• Proof of credit or transfer to the member’s bank account along with a pay slip or other appropriate document indicating the advance payment has been made.

• When employers cannot provide the CLB/COD or any medical document issued by the hospital/medical facility indicating a live birth, workers will only be reimbursed for sixty (60) days of maternity benefits in the event of miscarriage, stillbirth, or fetal mortality.

For female members or employers filing for adjustment of settled maternity benefits since the allocated leave credits were not used due to unemployment/separation from employment of the child’s father or qualified alternate caregiver – whichever is applicable, shall require the submission of the following documents:

• Unemployed prior to and during your maternity leave: A notarized affidavit signed by your child’s father or qualified alternate caregiver, stating that you are unemployed prior to and throughout your maternity leave;
• A Certificate of Separation from Employment from the employer of the child’s father or a qualified alternate caregiver, specifying the effective date of separation, if the date of separation is prior to the date of delivery of the member;
• If the date of separation is after the date of delivery of the member: Certificates issued by the employer of the child’s father or qualified alternate caregiver indicating the effective date of separation and that maternity leave credits allocated to the member have not been taken advantage of.

In the case of contingencies that occurred prior to 11 March 2019, the effective date of RA 11210, or the EMLL,

• The female member or employer is required to submit online the same supporting documents that are listed under Section I above. There are also the following additional rules that apply to caesarean deliveries:

• Depending on the type of delivery, the hospital/medical facility may issue one or more of the following documents:

• ORR (operating room record);
• Memorandum of surgery;
• Report of discharge summary;
• Abstract of a medical or clinical study;
• Report on delivery;
• A detailed invoice showing all applicable charges, if the caesarian delivery occurred abroad.
• Medical documents that are similar

• For employers who already paid the maternity benefit in advance to their female employees but cannot provide the above-mentioned additional supporting document since said employees did not return or report back to work after childbirth, or were already separated from employment or died, the reimbursement shall only correspond to sixty (60) days of maternity benefits for normal deliveries.

Once your claim is approved, the payment process follows these steps:

1. Verification: The SSS verifies all submitted documents and calculations.
2. Approval: Upon approval, you will receive notification via your registered email or through the My.SSS portal.
3. Disbursement: The computed benefit is disbursed directly to your designated bank account or through other approved payment channels.
4. Follow-Up: If there are any discrepancies or further clarifications needed, the SSS may contact you to resolve the issues before the final payment is processed.

Understanding this process and the methodology behind the calculations can empower you to review your claim and ensure that you are receiving the correct benefit amount under SSS Maternity Benefits

Maternity benefits should be deposited into the member’s/employer’s approved disbursement account in the Disbursement Account Enrollment Module (DAEM). Consequently, members/employers will be required to enroll their disbursement account information in the DAEM, in My.SSS. A member may enroll a maximum of three (3) disbursement accounts, whereas an employer may enroll only one (1) disbursement account. Furthermore, employers may enroll the same disbursement account across all their branches and subsidiaries.

A notification shall be sent electronically to the member/employer when the benefits have been credited to their bank account/e-wallet or when the benefits have already been disbursed through a remittance center. Members and employers of My.SSS may also monitor the status of the disbursement through the Inquiry Module of the account.

The member/employer, however, shall be responsible for updating the details of their existing disbursement account information or enrolling a new disbursement account in the DAEM if the benefit is unsuccessfully credited to their enrolled disbursement account. The maternity benefits will be re-dispensed via the Benefit Re-disbursement Module in the My.SSS account of the member/employer.

Maternity leave may not be deferred, and if it is to be utilized at all, it must be taken either before or after the actual date of delivery, in a continuous and uninterrupted motion, so that:

IN CASES OF LIVE CHILDBIRTH	IN CASES OF MISCARRIAGE OR ETP (INCLUDING STILL BIRTH)
105 days maternity leave (fully paid)	60 days maternity leave (without pregnancy)

All of the above maternity leave benefits can be credited as a combination of prenatal and postnatal leaves, provided the duration does not exceed 105 days or 60 days, as the case may be.
There shall be no less than 60 days of postnatal care in any case.

The female member has the choice to allocate up to seven (7) days of maternity leave credits to the child’s father (whether he is married or not) or to an alternate caregiver (a relative within 4th degree of consanguinity or the current partner of the member living in the same household). The maternity leave credits of the female member should be reduced in accordance with the number of days that have been allocated to the child’s father or to an alternate caregiver qualified to take care of his disability.

The child’s father or qualified alternate caregiver should submit to their employer a written notice outlining the number of days allotted, as proof of allocation. The allocated leave credits may be used either continuously or intermittently during the maternity leave period of a female member.

Moreover, the option to allocate maternity leave credits shall not be available if the female worker suffers a miscarriage or an early termination of pregnancy.

In Case of Death or Permanent Disabilities of the female worker

The balance of the employee’s maternity leave benefits, if any, shall be paid to the child’s father or to a qualified alternate caregiver in the event that the employee dies or becomes permanently incapacitated. The conditions holding up this distribution include the following:

• The maternity leave benefits have not yet been determined; and
• It is subject to the submission of proof of the death or incapacitation of the member and compliance with applicable SSS rules.

In case the maternity leave benefits have already been paid in full to the deceased or permanently incapacitated female worker, the child’s father or qualified alternate caregiver shall be entitled to enjoy the remaining unexpired leave credits of the deceased or permanently incapacitated female worker, if any, without pay. A leave of absence without pay should not be interpreted in either the public or private sector as a gap in the service of the child’s father or qualified alternate caregiver.

Applicants for maternity benefits may submit their applications within ten (10) years after the date of their delivery, miscarriage, or ETP.

NOTE: The new guidelines will apply to all childbirths, miscarriages, and ETPs occurring on or after March 11, 2019. In the event of a contingency occurring before March 11, 2019, the pertinent provisions of RA No. 8282 or 11199 will apply.

• Multiple Childbirths: In cases of multiple births (e.g., twins), only one maternity benefit is granted per delivery.
• Overlap of Benefits: If a member experiences multiple contingencies (e.g., miscarriage followed by childbirth) within a short period, benefits are granted consecutively, but overlapping periods are adjusted accordingly.
• Solo Parents: An additional 15 days of leave is provided, totaling 120 days, upon submission of a Solo Parent ID.

• Start Early: The sooner you start the application process, the better. Early submission helps avoid last-minute issues.
• Double-Check Documents: Ensure that all required documents are complete and accurate. Incomplete documentation is one of the common reasons for delays.
• Use Online Resources: Leverage the My.SSS portal for updates and to track your application status.
• Seek Assistance: If you are uncertain about any step, do not hesitate to contact SSS customer service or visit an SSS branch for clarification.

How can I get SSS 70k maternity benefit?

Ans: In order to qualify for this benefit, a member must:

• Paid at least three (3) months of contributions in the 12-month period immediately preceding childbirth, miscarriage, or ETP.
• In the case of employment, she has duly informed her employer that she is pregnant and when she is likely to give birth.

How much maternity pay will I get from SSS?

Ans: SSS shall immediately reimburse the employer for the maternity benefits advanced to the employed female member up to the amount of one hundred percent (100%) of her average daily salary credit for one hundred five (105) days, one hundred twenty (120) days or sixty (60) days, as the case may be, upon receipt of .

How many days can I claim my SSS maternity benefit?

Ans: If a female worker in the private sector is pregnant, she will receive one hundred five (105) days of full pay as maternity leave regardless of whether she delivers naturally or by caesarian section. If a woman suffers a miscarriage or has an emergency, she will receive sixty (60) days of full pay.

The SSS Maternity Benefit program in the Philippines provides financial support to female members during childbirth or miscarriage. Under the Expanded Maternity Leave Law, maternity leave was extended from 60 days (for normal delivery) or 78 days (for caesarean section delivery) to 105 days. From 2016 to 2021, the Social Security System disbursed P53.27 billion in maternity benefits to 1.91 million members, reflecting its commitment to supporting women’s health and family welfare.