Long Weekend? You Know the Drill, Folks—When Employees Use Sick Leave the Wrong Way
Long weekends are something everyone looks forward to—extra time to relax, unwind, and escape from work (a.k.a. finally sleep in without an alarm).
To help employees enjoy these breaks, the Philippine government sometimes shifts holidays to form long weekends. This was first introduced during Gloria Macapagal Arroyo’s term, and to this day, the government releases holiday schedules before the year ends so employees can plan their holidays—whether it’s for family bonding, a staycation, or a quick overseas trip.
But of course, some employees take it a step further—by magically falling sick right before or after a holiday. (What a convenient coincidence! 🤔)
Sick Leave or "Secret Leave"?
In the HR community, we jokingly call this Singungaling Leave, Shunga-Shunga Leave, Sakit-Sakitan Leave, or Sunog (ang Balat) Leave. Employees will use every excuse in the book to justify their sudden "illness" right before or after a holiday.
One classic case: A former employee once filed for Sick Leave, but instead of recovering at home, he was enjoying a long weekend in the province. How did HR find out? His Facebook posts. There he was, happily sharing photos of himself on a ship, completely unaware that his colleagues—and eventually, his supervisor—saw everything. Result? His leave was disapproved and considered unpaid. Saklap, no? 😆
The reality is that sick leave exists to allow employees to rest and recover from illness—not to sneak in extra vacation days.
The Reality of Leave Policies in the Philippines
Now, let’s be real—every company has different leave policies, and some are stricter than others:
Unused sick leave credits are often forfeited, so employees feel they might as well use them before they go to waste.
Some employers offer partial leave payouts (e.g., for either unused Vacation or Sick Leave), while others compensate all remaining leave credits at the end of the year.
Some companies require a medical certificate for sick leave—even for just one day of absence. This is meant to prevent abuse, but let’s be honest—for employees who are actually sick, dragging yourself to a clinic just for a piece of paper can feel like an added punishment.
Some BPOs only offer six days of Sick Leave (SL), and once used up, it’s already charged to Social Security System (SSS) benefits, provided the employee meets the SSS requirements. In short: If you’re really sick, start preparing that SSS claim.
Some companies offer only Paid Time Off (PTO), which combines Sick Leave and Vacation Leave into one flexible leave balance. Sounds good, right? Well, not so fast! If company policy requires a medical certificate for sick-related absences, employees still need to submit one—even if they technically have enough PTO to cover the day.
Unlike some international companies that trust employees to be honest with their sick leave, many companies in the Philippines don’t take chances. Here, it’s simple: No medical certificate? No leave. No leave? No pay. 😆
Final Thoughts: A Fair Balance
Yes, we get it—sometimes you just need one extra day to complete your dream vacation itinerary. But before you go down the “secret leave” route, ask yourself:
Is it worth the risk of unpaid leave or disciplinary action?
Is my boss already suspicious of my “pattern” of getting sick on long weekends? 🤭
Will I be able to keep a straight face when HR asks for a medical certificate?
At the same time, companies should also be mindful that strict policies can sometimes force employees to work while sick, just because they don’t want to deal with the hassle of getting a medical certificate.
So, as we approach another long weekend, let’s all try to use our leaves wisely—before HR starts side-eyeing your sudden cough. 😏
About Me:
Joseline M. Alosbaños, known as the HR Carousel Ringmistress, is a Certified HR Practitioner with over twenty years of experience in Human Resources Management. Her extensive career spans various sectors, including corporate, freelancing, and consulting, equipping her with a wide range of skills. Joseline excels in employee relations, talent acquisition, total rewards management, HR operations, and organizational development, successfully implementing HR strategies that align with business objectives and promote a positive workplace atmosphere. If you require my services, feel free to contact me at joyce.alosbanos@gmail.com.
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