The term “violence against women and their children” refers “to any act or a series of acts committed by any person against a woman who is his wife, former wife, or against a woman with whom the person has or had a sexual or dating relationship, or with whom he has a common child, or against her child whether legitimate or illegitimate, within or without the family abode, which result in or is likely to result in physical, sexual, psychological harm or suffering, or economic abuse including threats of such acts, battery, assault, coercion, harassment or arbitrary deprivation of liberty.”[1]

Victims of violence against women and their children have the right to take a paid leave of absence not exceeding 10 days on top of the other paid leaves provided for by law, and the same is extendible whenever the necessity arises as provided for in the applicable protection order.[2]

The leave benefits consists of the basic salary and mandatory allowances fixed by the Regional Wage Board, if any.[3] The leave benefit covers the days when the woman employee has attended to medical and legal concerns.[4]

The woman employee only needs to present to her employer a certification from the barangay chairman, barangay councilor, prosecutor, or clerk of court, as the case may be, as proof that an action related to the violence against women and their children is pending.[5]

A violence against women and their children leave benefit is neither convertible to cash nor cumulative if not availed.[6]

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References

[1] R.A. 9262 (Anti-Violence Against Women and Their Children Act of 2004). Section 3(a).

[2] Ibid. Section 43.

[3] Id at 121.

[4] Ibid.

[5] Ibid.

[6] Ibid.