DepEd Clarifies: Teachers May Avail of Wellness Leave Even During Class Days

The Department of Education (DepEd) has clarified that teachers may avail themselves of approved Wellness Leave even on regular class days, provided that the leave is granted in accordance with existing laws, rules, and regulations.

In a memorandum dated August 10, 2026, titled “Clarification on the Availment of Wellness Leave by Teachers During Class Days,” DepEd emphasized that the presence of scheduled classes on a particular day should not, by itself, prevent a teacher from using an approved Wellness Leave.

The clarification reinforces the implementation of DepEd Order No. 002, s. 2026, or the Guidelines on the Grant of Wellness Leave for the Department of Education Personnel, which was issued pursuant to Civil Service Commission Memorandum Circular No. 01, s. 2026, or the Wellness Leave Policy.

Teachers May Use Wellness Leave During Class Days

One of the most important points of the memorandum is that teachers are allowed to avail themselves of Wellness Leave during class days.

DepEd stated that teachers may use Wellness Leave subject to the applicable provisions of DO 002, s. 2026, CSC MC No. 01, s. 2026, and other existing policies governing the grant of leave.

This means that the fact that a teacher has classes scheduled for the day is not, on its own, a valid reason to prevent the availment of an already approved Wellness Leave.

The policy recognizes that teachers, like other government personnel, may need time away from work to attend to their physical, mental, and overall well-being.

Up to Five Days of Wellness Leave

Under the Wellness Leave policy, qualified government officials and employees may be granted up to five days of Wellness Leave.

The leave may be used for purposes that include, but are not limited to:

• mental health care;
• physical wellness activities; and
• taking a general break from work.

The policy forms part of the government's efforts to promote the holistic well-being of public servants, including teaching and non-teaching personnel in DepEd.

It is important to note, however, that Wellness Leave remains subject to the applicable approval and leave procedures. The clarification does not mean that teachers may simply be absent from work without securing the required approval.

School Heads Must Assign Qualified Relievers

To ensure that teaching and learning continue while a teacher is on approved Wellness Leave, DepEd directed school heads to designate qualified teachers as relievers for affected classes.

In selecting a reliever, school heads are expected to consider several factors, including the teacher's:

qualifications, existing teaching load, availability, and welfare.

This provision aims to balance two important concerns: protecting the right of teachers to avail themselves of Wellness Leave while ensuring that learners continue to receive appropriate instruction.

Reliever Availability Cannot Be Used to Deny Approved Wellness Leave

DepEd further emphasized that the need to assign a reliever must not be used as a reason to deny, delay, or unduly restrict the approved availment of Wellness Leave.

School heads are instead required to make appropriate arrangements for affected classes while facilitating the proper use of Wellness Leave in accordance with existing policies.

This means that responsibility for arranging class coverage rests with school management and should not be used to unnecessarily prevent a qualified teacher from using an approved leave.

Teachers Who Take Additional Classes May Receive Overload Pay

The memorandum also addresses teachers who are assigned additional teaching or relieving duties because a colleague is on Wellness Leave.

Teachers who perform such additional duties may be eligible for teaching overload pay, subject to the applicable guidelines and conditions under DepEd Order No. 005, s. 2024, or the Rationalization of Teachers' Workload in Public Schools and Payment of Teaching Overload.

Eligibility remains subject to existing laws, rules, regulations, and applicable budgetary, accounting, and auditing requirements.

Thus, being designated as a reliever does not automatically guarantee overload compensation; the additional teaching assignment must meet the requirements provided under existing DepEd policies.

Additional Teaching Duties Must Be Properly Documented

DepEd directed school heads to ensure that additional teaching or relieving duties are properly documented.

This is particularly important when determining whether a teacher performing additional duties qualifies for overload pay.

Proper documentation also helps ensure accountability and consistent implementation of the policy at the school, division, and regional levels.

Regional and Division Offices Directed to Ensure Implementation

Regional Directors and Schools Division Superintendents have been instructed to ensure the dissemination and consistent implementation of the clarification within their respective jurisdictions.

School heads, meanwhile, are responsible for ensuring that Wellness Leave applications are processed according to existing policies and that arrangements are made for classes that will be affected by an approved leave.

DepEd also stated that related issuances or guidelines that are inconsistent with the clarification are considered repealed, rescinded, or amended accordingly.

Immediate and strict compliance has been directed.

What Teachers Should Remember

The August 10 clarification establishes several important points for teachers:

Wellness Leave may be availed of even during class days. Having scheduled classes alone should not prevent a teacher from using an approved Wellness Leave.

The leave is not automatic. Teachers must still comply with the prescribed application and approval requirements under existing DepEd and CSC rules.

Qualified relievers should be arranged by school heads. Continuity of instruction must be addressed through proper class arrangements rather than by unnecessarily restricting approved leave.

The absence of a reliever should not be used to deny or delay approved Wellness Leave.

Teachers assigned additional teaching or relieving duties may qualify for overload pay when the conditions prescribed under DO 005, s. 2024 and other applicable regulations are satisfied.

Additional teaching assignments should be properly documented, particularly when overload compensation may be involved.

A Clearer Protection for Teacher Well-Being

The clarification provides an important safeguard for teachers seeking to use the Wellness Leave granted under existing government policy. It makes clear that maintaining continuity of classes remains a management responsibility and should be addressed through appropriate arrangements rather than by automatically preventing teachers from taking approved Wellness Leave.

At the same time, the policy maintains safeguards for learners by requiring school heads to assign qualified relievers and ensure that teaching and learning continue even when a teacher is temporarily on leave.

For teachers, the central message is clear: an approved Wellness Leave may be availed of during a class day, and the existence of scheduled classes should not, by itself, be a ground for preventing its use.

Source: DepEd Memorandum