VAWC leave is a paid leave of up to 10 days that Section 43 of Republic Act 9262, the Anti-Violence Against Women and Their Children Act of 2004, grants to women employees who are victims of violence. It is in addition to other paid leaves under the Labor Code and Civil Service rules, so it does not use up your sick or vacation credits. It can be extended when the need arises, as specified in a protection order.
If you are in danger right now, contact the police, your barangay VAW desk, or the PNP Women and Children Protection Desk first. The leave can be sorted out afterward.
Who can take VAWC leave
The leave is for women employees in both the private and public sectors who are victims of violence as defined by RA 9262. The Civil Service Commission’s guidelines also extend it to a woman government employee whose child is the victim, meaning a child below 18, or older but unable to take care of themselves. Private-sector guidance generally follows the same approach.
The violence must be committed by someone covered by the law: a husband or former husband, a person with whom the woman has or had a sexual or dating relationship, or a person with whom she has a common child. Therefore, the leave covers abuse within intimate and family relationships, not violence by strangers or co-workers, which falls under other laws.
Forms of violence the law recognizes
RA 9262 covers four kinds of abuse:
- Physical violence, meaning acts causing bodily harm.
- Sexual violence, including rape, sexual harassment, and forcing a woman or her child into sexual acts.
- Psychological violence, such as intimidation, harassment, stalking, public humiliation, repeated verbal abuse, and causing a child to witness abuse.
- Economic abuse, such as withdrawing financial support, controlling the woman’s own money, or preventing her from working.
As a result, a woman need not have physical injuries to qualify. Psychological and economic abuse are equally covered.
What VAWC leave can be used for
According to the CSC, the special leave gives a victim time for relief and recovery. It can also be used for the steps that follow abuse: seeing a doctor, going to the barangay or police, consulting a lawyer, attending hearings, or arranging safe housing. Mothers whose children are victims can use it to care for the child and handle the case.
The 10 days do not have to be taken all at once. Many employees use them as needed while a protection order or case is pending, for instance one day for the barangay, two for a medical exam, and the rest for court dates.
Proof accepted for VAWC leave
The implementing rules make the certification simple and free. According to the CSC’s guidelines, the employee submits any of the following:
- a Barangay Protection Order (BPO) from the barangay, or a Temporary or Permanent Protection Order (TPO or PPO) from the court;
- if no order has been issued yet, a certification from the Punong Barangay or Kagawad, the prosecutor, or the Clerk of Court where the BPO, TPO, or PPO application was filed, stating that the action is pending;
- if none of these are available, a police report detailing the violence together with a medical certificate, subject to the discretion of the immediate supervisor.
The certification is enough for the employer to grant the leave. The employer has no right to demand the details of what happened.
Protection orders in brief
Since proof is often tied to a protection order, it helps to know the three kinds. A BPO is issued by the Punong Barangay or, if unavailable, a Kagawad, on the day of filing, and lasts 15 days. A TPO is issued by a court and lasts 30 days, renewable until a hearing. A PPO is issued after a hearing and stays in effect until revoked by the court.
Applying for a BPO does not prevent you from also seeking a TPO or PPO. If you cannot afford a lawyer, the court can direct the Public Attorney’s Office to represent you.
Filing VAWC leave in a private company
There is no special DOLE form. In practice, you file your company’s leave form, mark it as leave under RA 9262, and attach the protection order or certification. If you are worried about who will see it, you can send it directly to the HR head in a sealed envelope or a private email instead of through your team lead.
Employers who refuse or prejudice the leave are penalized under the Labor Code. The law also protects co-workers: an employer who punishes someone for helping a colleague who is a VAWC victim is liable for discrimination.
Filing VAWC leave in government
For government employees, the CSC guidelines ask the employee to file an application for leave citing RA 9262, before taking the leave or upon returning to work, with the supporting proof described above. The leave is with pay. Unused days are forfeited at year-end and do not carry over or convert to cash.
If the protection order requires more time, the leave can be extended. Beyond that, the employee may use her regular sick and vacation leave credits.
Confidentiality is part of the law
Section 44 of RA 9262 makes all records of VAWC cases confidential, including those at the barangay. Publishing a victim’s name, address, phone number, school, employer, or other identifying information without consent is punishable, with a penalty of one year in prison and a fine of up to ₱500,000. HR staff who process the leave must therefore keep the documents private and share them only with those who need them to approve pay.
If you discover your situation is being discussed at work, document it and raise it with HR management, the union, or DOLE. For government employees, the CSC and the agency’s gender and development focal point are also options.
VAWC leave alongside other benefits
The 10 days stack with other leave. For example, an employee recovering from injuries can use sick leave after VAWC leave runs out. Workers who need more time may also ask for unpaid leave or flexible work arrangements.
The Magna Carta of Women (RA 9710) adds related protections, such as gender and development programs and the special leave for gynecological surgery. Our Magna Carta of Women guide covers those.
Help beyond the workplace
RA 9262 entitles victims to support services from the DSWD and local government units, including temporary shelter, counseling, and psychosocial help. Barangays are required to have a VAW desk, and the PNP has Women and Children Protection Desks in police stations.
For financial emergencies during a crisis, the DSWD’s Assistance to Individuals in Crisis Situations program can provide medical, transport, or food support; see our DSWD AICS guide. A woman raising children alone after leaving an abusive relationship may also qualify for a Solo Parent ID, which unlocks additional leave and benefits; see our Solo Parent ID guide.
When the abuser works in the same company
Sometimes the respondent is a co-worker or even a supervisor. In that situation, the protection order itself may direct him to stay away from the woman’s workplace, and the employer should help enforce it. Practical steps include separating work schedules, changing reporting lines, and alerting security. Meanwhile, if the conduct at work is also sexual harassment, the company’s committee on decorum and investigation under the Safe Spaces Act or the Anti-Sexual Harassment Act has its own process, separate from VAWC leave.
Documenting what happened
Even if you are not ready to file a case, keeping records helps later. Save threatening messages, photos of injuries, and medical records in a place the abuser cannot access, such as a trusted relative’s phone or a separate email account. RA 9262 requires health care providers to properly document a victim’s injuries, so ask the doctor for a medical certificate at every visit. These records can support a protection order application, which in turn supports VAWC leave if you need it.
A note for HR and supervisors
Supervisors who receive a VAWC leave request should approve it based on the certification and avoid asking about the incident. Keep the paperwork in a confidential file separate from the regular 201 file if possible. Also, consider whether the employee needs schedule changes, a different workstation, or screening of visitors, especially if the abuser knows where she works. Small adjustments like these can matter as much as the leave itself.
Quick checklist for VAWC leave
- Get a BPO, TPO, or PPO, or a certification that your application is pending.
- If neither is possible yet, get a police report and a medical certificate.
- File your company leave form or CSC leave application, citing RA 9262.
- Send it privately to HR, and keep copies.
- Use the days as you need them; they are paid and do not reduce other leaves.
Last checked against RA 9262 on Lawphil and the Civil Service Commission’s Ten-Day Leave for VAWC Victims page on October 2026. Company policies may add steps, but they cannot reduce the leave the law grants.
