Paternity leave rights for married male employees

Section 2 grants every married male employee in the private and public sectors entitlement to paternity leave of seven (7) days with full pay.
Section 2 limits entitlement to the first four (4) deliveries of the legitimate spouse with whom he is cohabiting.
Section 2 requires the male employee applying for paternity leave to notify his employer of the pregnancy of his legitimate spouse and the expected date of such delivery.
Section 2 treats delivery as including childbirth or any miscarriage.

Section 3 defines “Paternity Leave” as benefits that allow a married male employee not to report for work for seven (7) days while continuing to earn compensation.
Section 3 conditions the entitlement on the spouse’s delivery of a child or suffering a miscarriage.
Section 3 ties the leave to enabling the employee to effectively lend support to his wife during her period of recovery and/or in the nursing of the newly-born child.
Section 3 fixes the compensation component as continuing to earn the compensation therefor during the seven (7) days of absence.

Section 4 directs the Secretary of Labor and Employment, the Chairman of the Civil Service Commission, and the Secretary of Health to issue rules and regulations for proper implementation.
Section 4 sets the issuance deadline at within thirty (30) days from the effectivity of Republic Act No. 8187.
Section 4 requires the rules and regulations to address implementation of the Act’s provisions.

Section 2 requires the male employee to notify the employer of the pregnancy of the legitimate spouse.
Section 2 requires the same notice to include the expected date of delivery.
Section 2 allows coverage of childbirth and any miscarriage under the term delivery for purposes of the Act.
Section 2 bases the leave on the spouse’s events for purposes of enabling the employee to provide support during the wife’s recovery and/or the nursing of the newly-born child.

Section 6 states that nothing in the Act reduces any existing benefits granted under existing laws, decrees, executive orders, or any contract, agreement, or policy between employer and employee.

Section 5 punishes any person, corporation, trust, firm, partnership, association or entity found violating Republic Act No. 8187 or the rules and regulations promulgated under it.
Section 5 imposes a fine not exceeding Twenty-five thousand pesos (P25,000) or imprisonment of not less than thirty (30) days nor more than six (6) months.
Section 5 provides that if the violator is a corporation, trust or firm, partnership, association or any other entity, imprisonment is imposed on the entity’s responsible officers.
Section 5 identifies responsible officers as including, but not limited to, the president, vice-president, chief executive officer, general manager, managing director or partner directly responsible for the violation.

Section 7 repeals or modifies accordingly all laws, ordinances, rules, regulations, issuances, or parts thereof that are inconsistent with Republic Act No. 8187.