Wellness Leave Policy (WLP) — FAQs
This FAQ post answers common questions about the Wellness Leave Policy (WLP) under CSC Memorandum Circular (MC) No. 01, s. 2026. It is designed for quick reference by employees, supervisors, and approving officers.
General Questions
1) What is Wellness Leave Policy (WLP)?
WLP is an authorized leave privilege that allows government agencies to grant employees up to five (5) days of leave per calendar year for wellness-related purposes such as mental health care, physical wellness activities, or a general break from work, subject to agency discretion.
2) When did WLP start / take effect?
WLP takes effect on 01 January 2026, as implemented through CSC MC No. 01, s. 2026.
3) Who is covered by WLP?
WLP covers government officials and employees in covered agencies, including those who are:
- Permanent
- Temporary
- Substitute
- Coterminous
- Fixed term
- Contractual
- Casual
Note: COS/JO workers’ entitlement is subject to their contracts and relevant issuances covering engagement.
4) Which agencies are covered?
WLP applies to covered government entities such as:
- Constitutional Bodies
- Departments, bureaus, and agencies of the National Government
- GOCCs with original charters
- Local Government Units (LGUs)
- State Universities and Colleges (SUCs)
Leave Credits and Availment
5) How many days of Wellness Leave can be granted?
Up to a maximum of five (5) days per calendar year, subject to agency discretion.
6) Is WLP deducted from Vacation Leave (VL) or Sick Leave (SL)?
No. WLP is separate and exclusive from VL, SL, and Special Leave. It is tracked as a separate leave category.
7) Can I use 5 straight days of WLP in one instance?
No. WLP may be taken consecutively for a maximum of three (3) days at a time. You may use the remaining days on non-consecutive dates (within the same calendar year).
8) What are acceptable reasons for using WLP?
WLP may be used for purposes including, but not limited to:
- Mental health care
- Physical wellness activities
- General break from work
The list is intentionally broad to support overall employee well-being.
9) Do I need to disclose personal details if I use WLP for mental health reasons?
Agencies must handle any mental health–related information with confidentiality and comply with the Data Privacy Act of 2012. You should not be required to disclose unnecessary personal or sensitive medical information beyond what the agency’s leave process reasonably requires.
Filing and Approval
10) How do I apply for Wellness Leave?
File your WLP using your agency’s existing leave filing procedure. The application must be recommended by the immediate supervisor and approved by the head of office.
11) When should I file my WLP application?
File your WLP application at least five (5) days before the intended date of leave. For emergency cases, file immediately upon return.
12) Can my supervisor or head of office deny a WLP request?
Yes. WLP is granted subject to agency discretion and follows the standard recommendation and approval process. Requests may be evaluated based on operational requirements, scheduling, and compliance with filing rules.
13) What happens if I file late (less than 5 days before the leave)?
Filing must be at least 5 days before availment, except in emergency cases. If the situation does not qualify as an emergency, late filing may be a ground for non-approval or rescheduling, depending on agency rules.
Year-End and Record Rules
14) Will unused Wellness Leave carry over to next year?
No. WLP is non-cumulative and is forfeited if not used within the calendar year.
15) Can unused WLP be converted to cash?
No. WLP is non-commutable and cannot be converted to any monetary equivalent.
16) If I transfer to another office/agency within the year, what happens to my WLP balance?
WLP is tracked on a calendar-year basis. In practice, the receiving office should reconcile your leave record based on official leave documentation. Coordinate with HR for proper recording and continuity of leave ledgers.
Special Cases
17) Are COS/JO workers automatically entitled to WLP?
No. COS/JO workers’ entitlement is subject to their individual contracts and the relevant issuances covering their engagement. Confirm eligibility with the contract provisions and the office’s HR/administrative unit.
18) Our office already has a similar wellness/mental health leave. Do we still follow WLP?
Agencies that already provide similar leave benefits may maintain or replace them consistent with applicable laws, rules, and regulations. For uniformity, offices typically align internal guidelines with WLP parameters.
Quick Reference (Summary)
| Rule | WLP Requirement |
|---|---|
| Maximum days | Up to 5 days per calendar year (subject to discretion) |
| Max consecutive use | Up to 3 days at a time |
| Filing timeline | At least 5 days before; emergency: upon return |
| Approval | Immediate supervisor recommends; head of office approves |
| Year-end | Non-cumulative, forfeited if unused; not convertible to cash |
| Confidentiality | Mental health–related information handled confidentially; Data Privacy Act compliant |
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