Facts About Employee Compensation Program that Every Employee in the Philippines Must Know

Discover the benefits and coverage of the Employee Compensation Program (ECP) for work-related injuries, illnesses, and disabilities in the Philippines.

Table of Contents

Main Key Takeaways:

  • Comprehensive Remuneration: Employee compensation in the Philippines includes wages, salaries, bonuses, allowances, and incentives provided by employers.

  • ECC Oversight: The Employees’ Compensation Commission (ECC) under the Department of Labor and Employment (DOLE) handles the ECP, ensuring proper implementation and benefit distribution.

  • Compensable Conditions: Only work-related diseases and injuries are compensable under the ECP, with specific guidelines and exceptions for coverage.

  • Coverage Scope: The ECP covers various types of workers, including private sector employees, government officials, and self-employed professionals, among others.

  • Legal Compliance: Employers must comply with ECP regulations, contributing to employee welfare and managing potential liabilities.

  • Financial and Medical Support: The ECP ensures employees receive necessary medical care, financial assistance, and rehabilitation services for work-related health issues.

  • Employee Compensation Program (ECP): The ECP offers financial and medical benefits to employees who suffer from work-related injuries, illnesses, or disabilities.

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Overview of the Employee Compensation Program in the Philippines

Employee compensation in the Philippines encompasses the various forms of remuneration and benefits that workers receive in exchange for their labor. This includes wages, salaries, and other financial benefits provided by employers, such as bonuses, allowances, and incentives. 

But more importantly, it also covers benefits aimed at protecting workers in case of work-related injuries, illnesses, or disabilities. The Employee Compensation Program or ECP is an important component of this system which is designed to ensure that employees receive adequate support and protection in unfortunate circumstances related to their work.

Why is Understanding the ECP Important for You as an Employee and Employer in the Philippines?

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Understanding the Employee Compensation Program (ECP) is important for both employees and employer. For employees, being informed about the ECP means knowing your rights and the benefits you are entitled to if you suffer from work-related health issues. It ensures that you can access medical care, financial assistance, and rehabilitation services that you needed. 

For employers, knowledge of the ECP helps in complying with your legal obligations, maintaining a safe workplace, and managing potential liabilities effectively.

The purpose of this blog article is to provide you with a comprehensive guide to the Employee Compensation Program of the Philippines. We aim to cover all essential aspects of the ECP, including its components, the benefits it offers, the process of filing for compensation, and the responsibilities of both employers and employees. 

What is the Employee Compensation Program?

The ECP or the Employee Compensation Program of the Philippines is a government-mandated initiative designed to provide financial and medical benefits to workers who suffer work-related injuries, illnesses, or disabilities. 

Basically, the program aims to offer protection and support to employees like you to ensure you receive the necessary medical care and financial assistance in the event of occupational hazards.

What are the 4 Important Objectives of the Employee Compensation Program?

The important objectives of the Employee Compensation Program are:

1. To provide financial support

Offer monetary benefits to employees and their dependents in cases of work-related injuries, illnesses, or worse, deaths, helping them manage the financial impact of such events.

2. To ensure medical care

Ensure that the affected employees receive adequate medical treatment and care, facilitating their recovery and return to work.

3. To facilitate rehabilitation

Support the rehabilitation of disabled employees through physical, vocational, and occupational therapy that enables them to regain their capabilities and reintegrate into the workforce.

4. To promote safety prevention

While not literally mentioned, the Employee Compensation Program encourages employers to maintain a safe and healthy working conditions for their employees, and thereby reducing the incidence of work-related injuries and illnesses.

Who are Covered by the Employee Compensation Program?

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  1. Active private sector workers who are compulsory members of the Social Security System (SSS)
  2. Sea-based Overseas Filipino Workers (OFWs)
  3. Active Government Service Insurance System (GSIS) members
  4. Members of the Armed Forces of the Philippines
  5. Elective government officials who are receiving regular salary
  6. Casual, emergency, temporary, substitute and contractual employees
  7. Self-employed professionals

What are the Compensable Diseases and Injuries to Avail the Employee Compensation Program?

Now that we understand who can avail the Employee Compensation Program, let’s understand first what are the compensable diseases and injuries. It is important to remember that not all diseases and injuries are compensable. Only diseases caused by work or the working environment are compensable.

What is Increased Risk Theory?

But before you proceed, it is a good thing to define first what is the Increased Risk Theory.

TIP: Increased risk theory suggests that certain factors, such as individual characteristics or environmental conditions, can increase the likelihood of an individual engaging in risky behaviors or experiencing negative outcomes. This theory helps identify and address these risk factors.

List of 30 Compensable Occupational Diseases with Specific Set of Conditions Under the Employee Compensation Program

  1. Cancer of the epithelial lining of the bladder
  2. Cancer, epitheliomatous or ulceration of the skin or of the corneal surface of the eye due to tar, pitch, bitumen, mineral oil or paraffin or any compound product or residue of these substances
  3. Cataract by exposure to the glare of or rays from molten glass or molten or red hot metal.
  4. Occupational hearing loss
  5. Decompression sickness, Caisson’s disease, Aeroembolism
  6. Dermatitis due to irritants and sensitizers
  7. Infections – anthrax, brucelloosis, glanders, rabies, tularemia, Weill’s disease, Q-fever, mite dermatitis
  8. Ionizing radiation diseases, inflammation, ulceration or malignant disease of the skin or subcutaneous tissues of the bones or leukemia, or anemia of the aplastic type due to X-rays, ionizing particle, radium or other radioactive substances
  9. Poisoning and its sequelae caused by: ammonia, arsenic or tis toxic compound, benzene, beryllium, brass zinc or nickel, carbon dioxide, carbon bisulfide, carbon monoxide, chlorine, chrome, dinitrophenol. Halogen derivatives of hydrocarbon of the aliphatic series, lead, manganese, mercury, nitrous fumes, phosgene, phosphorus, sulfur dioxide
  10. Pneumoconiosis
  11. Diseases caused by abnormalities in temperature and humidity – heat stroke / cramps / exhaustion; chilblain / frostbites/ freezing; immersion foot / general hypothermia
  12. Vascular disturbance in the upper extremities due to continuous vibration from pneumatic tools or power drill, riveting machines or hammer
  13. Viral hepatatitis
  14. Leukemia nad lymphoma
  15. Cancer of the stomach and other lymphatic and blood forming vessels, nasal cavity and sinuses
  16. Cardiovascular diseases
  17. Cerebro-vascular accidents
  18. Malaria and Schistosomiasis 
  19. Pneumonia
  20. Hernia
  21. Occupational Asthma
  22. Musculoskeletal disorders
  23. Viral Encephalitis
  24. Peptic Ulcer
  25. Pulmonary Tuberculosis
  26. Viral hepatitis
  27. Essential hypertension
  28. Asbestos-related diseases
  29. Hypersensitivity Pneumonitis
  30. Byssinosis

REMEMBER: It is important to note that other diseases not mentioned in the list above may still be compensable if employee can provide evidence showing a causal connection between their work or working environment and their ailment.

List of Compensable Injuries Under the ECP

  1. For an injury or resulting disability or death to be compensable, it must be caused by an accident that occurs during the course of employment.
  2. In other words, injuries must result from an accident that happens at the workplace.
  3. Or injuries must result from an accident that happens while the employee is performing their official duties.
  4. Injuries must result from an accident that occurs outside the workplace while the employee is carrying out an order from their employer.
  5. Injuries must result from an accident that happens while commuting to or from work.
  6. Injuries must result from an accident that occurs while attending to personal comfort.
  7. Injuries must result from an accident that occurs while the employee is inside the company shuttle bus.
  8. Injuries must result from an accident that happens during a company-sponsored event.
  9. Death of an employee due to assault is also compensable.

Note on Compensable Illness:
If an illness or injury, initially shown to have arisen during employment, progresses or deteriorates, all natural consequences resulting from that illness or injury will be considered employment-related.

Exemption from the Compensable Diseases and Injuries

1. Intoxication

Intoxication-related injuries or illnesses are not covered by the Employee Compensation Program. When an employee is intoxicated, it compromises their ability to perform their job safely, increasing the risk of accidents. The program only covers incidents directly related to work responsibilities and beyond the employee’s control. Intoxication is a personal choice and falls outside the program’s protection.

2. Notorious Negligence

Notorious negligence is reckless disregard for safety measures. Injuries due to this behavior are not covered by the Employee Compensation Program, as they result from failure to follow safety standards. The Program is for incidents arising from inherent employment risks, not those caused by an employee’s deliberate disregard for safety. Covering such behavior undermines workplace safety standards.

3. Willful Intent to Injure Oneself or Another

Willful intent to harm oneself or others is not covered by the Employee Compensation Program. The Program is designed to support accidents and health issues resulting from job-related activities. Inclusion of deliberate self-harm or harm to others would contradict the Program’s aim of providing a safe and healthy work environment.

What are the Types of Benefits Under the Employee Compensation Program?

Occupational Health Hazards in Construction Sites in the Philippines

The Employee Compensation Program offers comprehensive benefits for employees covered. It ensures that employees receive the necessary support and resources to recover from work-related incidents and maintain their well-being. The following are the types of benefits:

  1. Disability Benefits or Loss of Income Benefits
  2. Medical and Rehabilitation Benefits
  3. Death Benefits
  4. Carer’s Allowance

1. Loss Income Benefits

Loss of Income Benefit is a crucial coverage that protects you in the event of an unforeseen disability caused by illness or injury. This benefit provides financial compensation to individuals who are unable to work due to their conditions.

It is important to note that Loss of Income Benefit does not compensate for the illness or injury itself, but rather for the loss of income that results from it. By having this coverage, you can rest assured that you and your loved ones are protected from financial hardship during difficult times.
3 Types of Disability Under the Loss Income Benefits
A. Temporary Total Disability (TTD)
The Employee Compensation Program provides income benefits for employees who suffer from temporary total disability due to work-related injuries or illnesses. These benefits aim to compensate for lost wages during the period of disability.

Duration:

  • Benefits paid for up to 120 continuous days.
  • Extension beyond 120 days is possible under certain conditions specified in the Rules.

Daily Income Benefit:

  • Equivalent to 90% of the employee’s average daily salary credit.
  • Minimum benefit: P10/day
  • Maximum benefit: P90/day
B. Permanent Total Disability (PTD)
The Employee Compensation Program provides monthly income benefits for employees who sustain a permanent total disability due to work-related injuries or illnesses. These benefits are designed to offer financial support until the employee’s death or until certain conditions are met.

Qualifying Disabilities:

  • Continuous temporary total disability lasting more than 120 days.
  • Complete loss of sight in both eyes.
  • Loss of two limbs at or above the ankle or wrist.
  • Permanent complete paralysis of two limbs.
  • Brain injury resulting in incurable imbecility or insanity.
  • Other cases as determined by the Medical Director of the System and approved by the Commission.

Monthly Income Benefits:

  • Paid until death for each month of disability.
  • Includes an additional 10% for each dependent child (up to five children).

Guaranteed Period:

  • Monthly income benefit guaranteed for five years.
  • Benefits are suspended if the employee is gainfully employed, recovers from from disability, or fails to appear for an annual examination.

Coverage Duration:

  • Determined by a formula approved by the Commission.
C. Permanent Partial Disability (PPD)
The Employee Compensation Program offers income benefits to employees who sustain a permanent partial disability due to work-related injuries or illnesses. These benefits aim to provide financial support based on the extent of the disability.

Monthly Income Benefit:

  • Equivalent to the income benefit for permanent total disability.
  • Paid for each month of disability, not exceeding the designated period.

Specific Loss Considerations:

  • Loss of wrist is treated as the loss of a hand.
  • Loss of an elbow is treated as the loss of an arm.
  • Loss of ankle is treated as the loss of a foot.
  • Loss of a knee is treated as the loss of a leg.
  • Loss of more than one joint is considered the loss of the entire finger or toe.
  • Loss of the firs joint only is considered the loss of one-half of the finger or toe.
  • Loss can be either function of physical.

Partial Loss Calculations:

  • For disabilities less than the total loss, benefits are paid proportionally to the partial loss.
  • Decimal fractions are rounded up to the next higher integer.

Simultaneous Losses:

  • In cases of simultaneous loss of more than one member or part, benefits are paid for a period equivalent to the sum of the periods established for each loss.
  • Decimal fractions are rounded up to the next higher integer.

Payment Options:

  • Benefits can be paid as a monthly pension or as a lump sum if the period covered does not exceed one year.

Table: Complete and Permanent Loss of the Use Of:

Note: For disabilities not listed below, the benefit is calculated based on the percentage of permanent loss of work capacity.

  • One thumb

    10 months
  • One index finger

    8 months
  • One middle finger

    6 months
  • One ring finger

    5 months
  • One little finger

    3 months
  • One big toe

    6 months
  • Any toe

    3 months
  • One arm

    50 months
  • One hand

    39 months
  • One foot

    31 months
  • One leg

    46 months
  • One ear

    10 months
  • Both ears

    20 months
  • Hearing of one ear

    10 months
  • Hearing of both ears

    50 months
  • Sight of one eye

    25 months

This structure ensures that employees with permanent partial disabilities receive appropriate financial support, reflecting the severity and impact of their specific injuries.

2. Medical and Rehabilitation Benefits

The Employee Compensation Program provides comprehensive medical and rehabilitation services to employees who suffer from work-related injuries or illnesses. There services ensure prompt and effective treatment to aid recovery and facilitate return to work.

Immediate Medical Services
  • Employees are provided with necessary medical services and appliances immediately after contracting a sickness or sustaining an injury.
  • The duration of medical services extends through the period of disability.
  • Services are subject to expense limitations set by the Commission.
Hospital Confinement and Medicine
  • The benefits for each day of confinement in an accredited hospital shall only be for ward services.
  • The benefit in case of sickness and injury shall not exceed the actual cost of ward services in accredited hospital equipped with facilities necessary for the treatment of the disease and injury.
  • Confinement shall be counted in units of a full day, with the day of admission counted as a full day but not the day of discharge.
  • Medicine reimbursement shall be in accordance with the amount prescribed under Republic Act No. 9502, otherwise known as “Universally Accessible Cheaper Quality Medicine Act No. 2008”.

But what is Republic Act 9502 also known as “Universally Accessible Cheaper and Quality Medicines Act of 2008?

The State prioritizes public health by ensuring access to affordable quality drugs and medicines, especially in cases of public interest or extreme urgency. To achieve this, the State promotes an effective competition policy in the supply and demand of these drugs. When full competition is ineffective, the State may regulate drug prices, with the implementing authority held accountable as per the mandate of this Act.

Attending Physician Responsibilities
  • Physicians must comply with System regulations and submit required reports on the employee’s condition and treatment.
  • All relevant medical information must be made available to the employee or the System on demand.
  • Medical information related to compensation is not considered privileged communication.
Refusal of Examination or Treatment
  • Compensation payments may be stopped if the employee unreasonably refuses medical examination or treatment.
  • The System determines what constitutes an unreasonable refusal and assess the necessity, character, and sufficiency of medical services.
Fees and Charges
  • Hospital services, medical care, and appliances fees (excluding professional fees) must not exceed those for similar services in general hospital wards.
  • Professional fees are regulated and should not be significantly higher than those prescribed under the Philippine Medical Care Act of 1969.
Rehabilitation Services
  • The System is tasked with establishing a continuing rehabilitation program for injured and handicapped employees.
  • Rehabilitation services include medical, surgical, and hospital treatments, as well as necessary appliances.
  • Centers for remedial treatment, vocational assessment, and preparation are to be established to help employees regain suitable employment.
  • The program aims to assist employees in developing their mental, vocational, and social potential.
What it the KaGabay or Katulong at Gabay sa Manggagawang Pilipino Program?

Do you know that persons with work-related disabilities (PWRDs) who have approved EC TTD, PPD, or PTD are eligible for the benefits and services offered under the Katulong at Gabay sa Manggagawang Pilipino. 

These benefits and services are provided to qualified PWRDs at no costIf you are a qualified beneficiaries under this program you will receive the following:

  • Physical Restoration: Physical or occupational therapy services, including assistive devices (hearing aid, crutches, wheelchair, etc.), subject to funding limitations.
  • Skills Training and Re-employment: Training to acquire new skills, based on the individual’s potential and residual functional capacity.
  • Entrepreneurship Training: Opportunities for PWRDs to participate in entrepreneurship training to start their own livelihood ventures.

These provisions ensure that employees receive comprehensive medical and rehabilitation support, promoting recovery and reintegration into the workforce.

3. Carer's Allowance

A supplemental pension of P575/month is provided to pensioners under the ECP who suffer from work-related PPD and PTD

4. Death Benefits

The ECP provides death benefits to the beneficiaries of covered employees who pass away due to work-related causes. There benefits aim to provide financial support to the dependents of the deceased employee.

Primary Beneficiaries
  • Upon the death of a covered employee, primary beneficiaries receive a monthly income benefit.
  • This benefit includes an additional 10% for each dependent child, up to a maximum of five children.
  • The monthly income benefit is guaranteed for five years.
  • The minimum death benefit is set at fifteen thousand pesos (P15,000).
Secondary Beneficiaries
  • If there are no primary beneficiaries, secondary beneficiaries receive the monthly income benefit for up to sixty months.
  • Secondary beneficiaries do not receive the dependents’ pension.
Benefits for Permanent Total Disability Cases
  • Upon the death of a permanently totally disabled employee, primary beneficiaries receive 80% of the monthly income benefit.
  • Dependents also receive a dependent’s pension if the marriage was validly subsisting at the time of disability.
  • If there are no primary beneficiaries, secondary beneficiaries receive the remaining balance of the five-year guaranteed period, excluding the dependents’ pension.
Funeral Benefit
  • An mount of P20,000 may be granted for the Private Sector upon the death of an employee who died as a result of a work-related accident or disease.
  • Simultaneous granting of EC Disability Benefits and Sick Leave Benefits for Private Sector.
  • EC Disability Benefits are granted to employees who meet work-related accidents or diseases while the said employee is on sick leave with pay.
  • Simultaneous granting of EC Disability Benefits and Special Leave Benefits for Women in the Private and Public Sector.
  • If an employee’s gynecological disorders are determined to be work-related, all eligible women employees in both the private and public sectors can receive Employee Compensation (EC) disability benefits in addition to Special Leave Benefits under the “Magna Carta for Women” (Republic Act No. 9710). 
  • To qualify for EC disability benefits, the employee must demonstrate that her working conditions caused or contributed to the gynecological disorder.

This benefit ensures financial stability for the families of deceased employees, helping them cope with the loss and manage their financial responsibilities.

What are the Responsibilities of Employers Under the Employee Compensation Program?

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These responsibilities ensure that employers contribute to the welfare and safety of their employees while complying with the regulations of the Empoyee’s Compensation and State Insurance Fund or the Presidential Decree No. 626, as amended. You can read more about the following on Chapter VIII of PD 626.

1. Timely Contributions and Fraudulent Claims

  1. Employers must make timely contributions to the System. Delinquency in contributions makes the employer liable for any benefits paid by the System to the employees or their dependents.
  2. In the event of delinquent contributions the employer’s liability constitutes a lien on all his property, preferred over any credit except taxes.
  3. Failure to remit contributions does not prejudice the employee’s or dependents’ rights to benefits.
  4. Reimburse the System for the full amount of compensation paid if the employer is found to be a party to a fraudulent claim.

2. Record Keeping, Verification and Reporting

  • Employers must report employee names to the System. Incidents before this report make employers liable for beneficiaries’ lump sum.
  • Maintain a logbook to chronologically record the sickness, injury, or death of employees, including names, dates, places, nature of the contingency, and absences.
  • Make entries in the logbook within five days of notice or knowledge of the occurrence.
  • Report to the System within five days after entry in the logbook only those contingencies deemed work-connected.
  • Verify contingencies or employee absences and make logbook entries accordingly.
  • Furnish necessary certificates regarding logbook entries to the System upon request.
  • Make the logbook available for inspection by authorized System representatives.
  • Record actual sickness, injury, or death of employees within the prescribed period.
  • Provide accurate and truthful information. Failure to record, providing false information, or withholding material information results in liability for 50% of the lump sum equivalent of the income benefit payable to the employee.

3. Safety Measures

  • Employers must comply with laws and maintain safety devices to prevent injuries. Failure to do so results in a penalty of 25% of the lump sump equivalent of the income benefit payable to the employee.
  • Install and maintain safety devices and take precautions to prevent injury. Non-compliance results in a penalty of 25% of the lump sum equivalent of the income benefit payable by the System to the employee.

4. Supporting Reemployment

Employers must facilitate rehabilitation and return to work for employees who suffer from permanent partial disability and sustain another compensable injury.

5. Prohibition of Fees

Employers (or any agents, attorneys, or persons in charge of claims) are prohibited from demanding or charging any fees for services related to the preparation of filing of claims for benefits.

6. Exemption from Legal Processes

Benefits claims cannot be transferred, taxed, attached, garnished, levied, or seized under any legal process before or after receipt.

7. Filing and Notifications

Claims for compensation must be filed within three years from the cause of action. Failure to notify the System promptly about any claims can affect the processing and payment of benefits.

8. Responsibility for Erroneous Payments

Employers must ensure accurate information to prevent erroneous payments. In case of an erroneous payment to a dependent, the System is discharged from liability once the payment is made unless notified otherwise.

9. Penal Provisions

  • Ensure no fraud, collusion, falsification, misrepresentation, or any kind of anomaly in securing entitlement to benefits or issuance of any certificates/documents.
  • Violations are subject to fines, imprisonment, disqualification from professional practice, or dismissal from government service.

10. Notice of Contingency

Accept notice of sickness, injury, or death from employees or their representatives within five days of the occurrence. If the contingency is known to the employer or his agents, no notice is required.

11. Transparency and Compliance

  • Ensure compliance with all regulations regarding the collection, administration, and disbursement of funds.
  • Facilitate the processing and adjudication of pending workmen’s compensation cases as per existing laws and regulations.

Employers must ensure proper admin & disbursement of compensation to better aid employee welfare & legal compliance.

How to File an Employee Compensation Claim for Private Employees?

Before you file a claim, it is important to note the following conditions:

  • Claims for compensation must be filed with the System within three years from when the cause of action occurred to be considered valid.
  • Only individuals with a recognized employee-employer relationship are eligible to enjoy these benefits.
  • Entitlement to benefits under the Employee Compensation Program begins on the first day of employment.
  • The benefits provided by the Employee Compensation Program are supplementary and in addition to those offered by SSS and PhilHealth.

If you are private employee, follow the following steps and prepare the necessary documents.

Documents Required for Filing Employee Compensation for Private Employees

Important Documents to prepare for all employees regardless of the illness or injury
  • Certificate of Employment
  • Certified true copy of the Employee Compensation Logbook page containing the particular illness or type of accident of the employee.
  • Medical Certificate or Medical Finding that came from the attending physician or hospital where the employee was admitted

On top of the required basic documents mentioned above, the employee or spouse must submit additional documents based on their situation. Make sure to have these documents signed by the employer.

Additional documents for employees who was ill
  • Pre-employment medical check up or Fit to Work Certification when the employee first worked. 
  • Medical records from the employee’s office
  • Employee’s Notification (SSS Form B300)
  • Sickness / Accident Report (SSS Form B309)
  • Sickness Benefit Application for Separated Members (SS Form CLD-9A)
Additional documents for employees who have been involved in an accident.
  • Accident Report if the accident happened inside the workplace
  • Police Report if the accident happened outside of the workplace or the employees’ residence
Additional documents for employees who became disabled
  • DDR-1
  • Medical Certificate (SSS Form MMD-102)
  • DDR Savings Account Form
Additional documents for employees who died
  • Death Certificate
  • Medical Records or Accident Report of the employee
  • Marriage Contract if the employee was married
  • Birth Certificate of the children who’s ages are below 21 years old
  • DDR Form for Death (DDR-1)
  • Filer’s Affidavit
  • DDR Savings Account Form
  • Report of Death (EC Form BPN-105)

What should you do next?

  1. Compile all the required documents mentioned above and then submit them to the nearest SSS office in your area.
  2. Wait for the decision from SSS. If your claim is approved, you will receive a notice and a cheque from SSS. But if your claim is denied, ask for a written denial letter and file a Motion for Reconsideration at the main SSS office.
  3. If your Motion for Reconsideration is also denied, write a letter of appeal and send it to the Employee’s Compensation Commission. Then wait for their decision.

How to File an Employee Compensation Claim for Government Employees?

The procedures and requirements for government employee claimants differ slightly from those for private employees.

Documents Required for Filing Employee Compensation for Government Employees

Required basic documents
  • Updated service record – detailing the employee’s actual work duties and responsibilities at the time of the accident or sickness.
  • Certified true copy of the EC Logbook containing records of the accident or disease.
  • Medical findings from the attending physician or hospital where the employee received treatment.

Some of the documents below can be downloaded at www.ecc.gov.ph/downloads or on the GSIS website. Please make sure to have these documents signed by both the doctor and the employer.

Additional requirements if the employee was ill
  • Hospital / Clinical records confinement
  • Official receipts of the hospital bills, professional fees and medicines bought from the pharmacy
  • Income Benefits Claim for payment
  • Hospitalization Claim Payment for EC Claim
  • Attending Physician’s Certification
Additional requirements if the employee was involved in an accident
  • Accident Report if the accident happened inside the workplace
  • Police Report if the accident happened outside of the workplace
Additional requirements if the employee died
  • Death Certificate
  • Accident Report
  • Marriage Contract if the employee was married
  • Birth Certificate/s of children 21 years old below
  • Death Certificate from the Civil Registrar
  • Report of Injury/Sickness/Death Form

What should you do next?

  1. Compile all the required documents mentioned above and then submit them to the nearest GSIS office in your area.
  2. Wait for the decision from GSIS. If your claim is denied, file a Motion for Reconsideration at the main GSIS office.
  3. If your Motion for Reconsideration is also denied, file an appeal to the Employee’s Compensation Commission with all the required documents that GSIS returned.

What Government Agency Handles the ECP?

The Employee Compensation Program (ECP) in the Philippines is handled by the Employees’ Compensation Commission (ECC), which operates under the Department of Labor and Employment (DOLE). The ECC is responsible for implementing the ECP, ensuring that employees who suffer work-related injuries, illnesses, or death receive the appropriate benefits and assistance.

The ECC oversees both the private sector, through the Social Security System (SSS), and the public sector, through the Government Service Insurance System (GSIS).

What are the Mandates of the Employees Compensation Commission?

  • Formulate policies and guidelines for the improvement of the employee compensation program.
  • To review and decide on appeals for all EC claims disapproved by the system.
  • To initiate policies and programs towards adequate occupational health and safety and accident prevention in the workplace.

Frequently Asked Questions

1. What is the legal basis of the Employee Compensation Program?

The legal basis for the Employee Compensation Program (ECP) in the Philippines is Presidential Decree No. 626, as amended. This decree provides for the ECP, which aims to provide employees with income, medical, and rehabilitation benefits in cases of work-related injury, illness, or death.

2. What is the Employee Compensation Program (ECP)?

The ECP is a government-mandated program that provides financial and medical benefits to workers who suffer work-related injuries, illnesses, or disabilities.

3. Who is covered by the ECP?

The ECP covers active private sector workers (SSS members), sea-based OFWs, government employees (GSIS members), armed forces, elective officials with regular salary, and self-employed professionals.

4. What are the main benefits under the ECP?

Benefits include disability (loss of income) benefits, medical and rehabilitation services, death benefits, and carer’s allowance.

5. What types of injuries and diseases are compensable under the ECP?

Only injuries and diseases directly caused by work or the work environment are compensable, including those listed specifically under the ECP guidelines.

6. Why is it important for employers to understand the ECP?

Employers must understand the ECP to comply with legal obligations, ensure workplace safety, manage potential liabilities, and support their employees effectively in case of work-related contingencies.

In Summary: Employee Compensation Program (ECP): What Every Filipino Employee Needs to Know

Employee compensation in the Philippines encompasses various forms of reimbursements and benefits for workers, including wages, salaries, bonuses, allowances, and incentives. A crucial component of this system is the Employee Compensation Program (ECP), which provides financial and medical support to workers who suffer from work-related injuries, illnesses, or disabilities. The ECP ensures that employees receive the necessary care and financial assistance to recover and maintain their well-being.

Understanding the ECP is essential for both employees and employers. Employees need to be aware of their rights and the benefits available to them in case of occupational hazards, ensuring access to medical care, financial aid, and rehabilitation services. Employers must comply with legal obligations, maintain workplace safety, and manage liabilities effectively to support their employees and adhere to the ECP regulations.

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