What to Give Up for Lent: Meaningful Sacrifices for Teachers and Everyone Else

Lent is a season that invites us all—teachers, parents, students, professionals, and anyone seeking spiritual renewal—to pause, reflect, and intentionally give something up. It’s not about deprivation for its own sake but about creating space for growth, prayer, and deeper connection with what truly matters. Whether you’re standing in front of a classroom, working from home, or navigating daily life’s challenges, choosing the right Lenten sacrifice can transform your 40 days into a journey of meaningful change.

This guide offers practical, manageable ideas for what to give up for Lent that resonate with teachers but are also true for everyone. It’s designed to help you find a sacrifice that fits your life, supports your well-being, and deepens your spiritual practice—without overwhelming your already busy schedule.

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Understanding the Purpose of Giving Something Up for Lent

Giving something up for Lent is a spiritual discipline rooted in creating intentional space. It’s less about the item or habit itself and more about what you gain: clarity, peace, self-control, and a renewed focus on God and others.

For teachers, this season can be a time to renew patience and presence in the classroom. For everyone else, it’s an opportunity to break free from distractions and habits that pull us away from our best selves. The goal is to replace what you give up with something that nurtures your soul—prayer, kindness, rest, or service.

Ask yourself:

• What habit or distraction steals my peace or joy?
• What drains my energy or patience?
• What would help me be more present to God and the people around me?

Your Lenten sacrifice should be intentional and sustainable, not just a random challenge.

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Give Up Habits That Steal Your Peace and Focus

Many people choose to give up sweets or caffeine, but Lent can be more transformative when you target habits that disrupt your mental and spiritual well-being.

1) Give up mindless scrolling on social media

Starting or ending your day with endless feeds can increase anxiety and distraction. Try setting boundaries like no social media before breakfast or after 8 p.m. Instead, use that time for quiet reflection, reading, or prayer.

Benefit: Calmer mornings and evenings, better sleep, and more mental clarity.

2) Give up negative self-talk

We all have an inner critic, but Lent is a chance to silence that voice and replace it with affirmations of grace and worth. Whether you’re a teacher doubting your impact or anyone feeling overwhelmed, practice kindness toward yourself.

Benefit: Increased resilience and healthier self-esteem.

3) Give up complaining as a default response

While it’s important to acknowledge real struggles, habitual complaining can cloud your outlook. Challenge yourself to notice when you complain and pivot to gratitude or constructive action.

Benefit: A lighter spirit and a more positive mindset.

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Give Up Time-Wasters and Reclaim Your Day

Time is precious, especially for teachers balancing lesson plans and for anyone juggling work and home life. Lent is a perfect time to identify and give up habits that waste time without adding value.

4) Give up multitasking during important moments

Multitasking often reduces effectiveness and increases stress. Choose one part of your day—whether it’s a meeting, a meal, or a commute—and focus fully on that one thing.

Benefit: Greater focus, less stress, and improved productivity.

5) Give up binge-watching or excessive screen time

Instead of cutting out all entertainment, pick one show or habit to pause. Replace that time with something restorative like reading, journaling, or a walk.

Benefit: More free time and improved mental health.

6) Give up saying “yes” too quickly

Many people, especially teachers, say yes to too many commitments. Practice pausing before agreeing to new requests and consider your limits.

Benefit: Healthier boundaries and less burnout.

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Small Daily Sacrifices That Add Up

If a big sacrifice feels daunting, try small daily changes that build spiritual discipline and patience over time.

7) Give up the need to have the last word

In conversations, especially stressful ones, practice letting go of the urge to respond last. This fosters humility and peace.

Benefit: Improved relationships and inner calm.

8) Give up impatience in predictable moments

Identify moments that trigger impatience—waiting in line, traffic, or interruptions—and use them as reminders to breathe and pray.

Benefit: Greater patience and spiritual growth.

9) Give up perfectionism in one area

Choose one task or area where you’ll accept “good enough” instead of perfection. This frees up energy and reduces stress.

Benefit: More time and freedom.

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Give Up Comfort to Grow in Generosity and Prayer

Lent can also be a season of outward focus—giving up comfort to serve others and deepen your prayer life.

10) Give up convenience spending

Skip small impulse purchases like coffee or snacks and donate the saved money to a cause you care about.

Benefit: Increased generosity and intentional living.

11) Give up silence about encouragement

Make it a daily practice to encourage someone—a colleague, friend, or family member. Small words of kindness can transform your environment.

Benefit: Stronger community and joy.

12) Give up rushed or “perfect” prayer

Instead of feeling pressured to pray perfectly or at length, give up hurried prayers and practice honest, simple conversations with God.

Benefit: Deeper connection and spiritual renewal.

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How to Choose the Right Lenten Sacrifice for You

Use this checklist to find a sacrifice that fits your life and goals:

• Is it specific and clear?
• Is it realistic for your daily routine?
• Does it address an area where you want growth?
• Do you have a plan for what to do instead?

Sharing your choice with a friend or community can help keep you accountable and encouraged.

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Final Reflection: Lent Is for Everyone

Lent is not just for teachers or churchgoers—it’s for anyone seeking to live more intentionally and grow spiritually. Whether you’re managing a classroom, a household, or a busy career, Lent invites you to slow down, let go of distractions, and open your heart to transformation.

Remember, the goal isn’t to prove your strength but to create space for grace. Even small sacrifices, done faithfully, can lead to profound change.

DepEd Wellness Leave Policy: Strengthening the Well-Being of Education Personnel

The Department of Education (DepEd) has introduced a groundbreaking Wellness Leave Policy that places employee well-being at the center of its workforce strategy. With educators and staff facing heavy workloads, stress, and emotional fatigue, this policy provides structured support to ensure that personnel can recharge, recover, and return to work with renewed energy.

This initiative is not only a milestone for DepEd but also a model for institutions worldwide. By embedding wellness into official leave structures, DepEd signals that the health of its personnel is essential to delivering quality education.

Why DepEd Introduced Wellness Leave

The 2025 Global Workplace Report revealed that Filipino employees are highly engaged but also among the most stressed and lonely in Southeast Asia. This combination leads to high turnover, with 60% actively seeking new jobs.

DepEd recognized that without systemic support, stress and burnout could undermine the delivery of basic education. The Wellness Leave Policy responds to this challenge by granting up to five days of leave annually for mental health care, physical wellness, or simply taking a restorative break.

Who Can Avail Wellness Leave

The policy applies to a wide range of DepEd personnel, including:

• Central Office staff

• Regional and Division Office employees

• Teachers in schools and community learning centers

• Contract of Service (COS) and Job Order (JO) personnel directly engaged by DepEd

By covering both teaching and non-teaching staff, the policy ensures inclusivity and acknowledges that wellness is a universal need.

Defining Wellness Leave

DepEd provides clear definitions to guide implementation:

• Emergency Cases: Sudden deterioration of mental or emotional health due to bereavement, calamity, or extreme stress.

• Mental Health: Based on RA 11036 (Mental Health Act), emphasizing resilience, productivity, and community contribution.

• Wellness Leave (WL): A distinct type of leave for mental health care, physical wellness activities, or a general break from work.

This clarity helps destigmatize mental health and ensures personnel understand their rights.

Policy Objectives

The Wellness Leave Policy aims to:

• Promote mental health and well-being among personnel

• Strengthen resilience by allowing breaks from work

• Reduce absenteeism and turnover rates

• Create a supportive work environment aligned with the Mental Health Act

These objectives highlight DepEd’s commitment to both employee welfare and organizational effectiveness.

Guidelines for Availing Wellness Leave

The policy outlines specific rules:

• Maximum of five days annually

• Leave may be taken consecutively (up to three days) or non-consecutively

• Separate from vacation or sick leave

• Non-cumulative and non-convertible to cash

• Confidentiality guaranteed under the Data Privacy Act

• Applications filed five days in advance, except in emergencies

For teaching staff, school heads must assign relievers to ensure continuity of classes, with overload pay provided to substitute teachers. This balance ensures that wellness does not disrupt education delivery.

Filing Procedures

The filing process is straightforward:

• Non-teaching staff: Applications processed under existing signing authorities using CSC Form No. 6.

• Teaching staff: Applications filed with school heads and recommended for approval by division superintendents.

• COS and JO personnel: Leave provisions included in contracts, with full salary maintained during leave days.

This procedural clarity ensures fairness across employee categories.

Monitoring and Data Privacy

DepEd’s Employee Welfare Division will monitor implementation, gather feedback, and conduct policy reviews. Importantly, all sensitive information—especially mental health data—will be protected under the Data Privacy Act of 2012.

This dual focus on accountability and confidentiality builds trust between employees and the institution.

Legal Provisions and Effectivity

The order includes legal safeguards:

• Interpretation aligned with existing work arrangements

• Transitory provisions for contracts starting January 2026

• Effectivity upon publication on the DepEd website

• Separability clause to preserve validity if parts are challenged

• Repealing clause to override inconsistent prior issuances

These provisions ensure the policy’s durability and enforceability.

Why DepEd’s Policy Matters

The Wellness Leave Policy is more than an HR initiative—it’s a cultural shift. By embedding wellness into official leave structures, DepEd acknowledges that employee health is the foundation of sustainable success.

For educators, this means recognition of their emotional and physical needs. For the institution, it means reduced turnover, improved morale, and enhanced productivity. For society, it means better delivery of education services.

A Model for Education Systems Worldwide

DepEd’s Wellness Leave Policy sets a precedent for how education systems can prioritize employee well-being. By legitimizing wellness leave, DepEd demonstrates that caring for personnel is not secondary to productivity—it is essential to it.

As schools and organizations worldwide grapple with burnout and stress, DepEd’s approach offers a blueprint for balancing engagement with resilience. Wellness leave may well become a global standard in education and beyond.

Understanding the 2026 QEALIS Examination in the Philippines: A Global Lesson in Inclusive Education

Education is more than academics—it’s about inclusivity, cultural respect, and preparing teachers to meet diverse community needs. In the Philippines, the Department of Education (DepEd) has announced the Qualifying Examination in Arabic Language and Islamic Studies (QEALIS) for the first quarter of 2026. While this may sound like a regional initiative, it reflects global trends in multilingual education and cultural preservation—topics that resonate with educators and policymakers worldwide, including in the United States.

What Is QEALIS?

QEALIS is an entry-level examination for individuals applying to become asatidz (teachers in Filipino Muslim communities). It measures proficiency in Arabic and knowledge of Islamic studies.

This initiative is rooted in DepEd Order No. 41, s. 2017, which formalized Madrasah Education within the K to 12 Basic Education Program. By requiring this exam, DepEd ensures that teachers entering the system are qualified both linguistically and culturally.

Nationwide Testing Centers

DepEd has designated testing centers across the Philippines to ensure accessibility. Examinees will be assigned based on their region of origin.

Examples of Testing Centers:

• Ilocos Sur (Region I)

• Isabela (Region II)

• Baguio City (CAR)

• Pampanga (Region III)

• Sta. Rosa City, Cavite City, Rizal (Region IV-A)

• Makati City (NCR)

• Palawan, Oriental Mindoro (Region IV-B)

• Legazpi City (Region V)

• Iloilo City (Region VI)

• Cebu City (Region VII)

• Tacloban City (Region VIII)

• Bacolod City, Dumaguete City (NIR)

• Zamboanga City, Pagadian City, Zamboanga Sibugay (Region IX and BARMM)

• Iligan City, Cagayan De Oro City (Region X and BARMM)

• Davao City (Region XI)

• Cotabato Province (Region XII and BARMM)

• General Santos City (Region XII)

• Butuan City (Caraga)

This broad coverage highlights the government’s commitment to inclusivity, ensuring both urban and rural communities are represented.

Who Can Register?

Registrants must meet the following qualifications:

• Be a Filipino citizen aged 18–64 on exam day.

• Have completed at least high school education in both secular (English) and Islamic (Arabic) studies.

This dual requirement ensures that teachers are grounded in mainstream academics while also preserving cultural and religious education.

Registration Requirements

Applicants must prepare the following:

• Two copies of the registration form with a recent 1x1 ID photo.

• Authenticated birth certificate or affidavit of live birth.

• Valid ID, barangay clearance, or certificate of residency.

• Proof of educational attainment (college transcript, diploma, or high school records).

• Certificate of Completion for Thanaawi graduates.

These requirements align with Civil Service Commission (CSC) standards, ensuring consistency nationwide.

Roles of Testing Officials

• Division Testing Coordinator (DTC): Serves as Chief Examiner, overseeing all exam activities.

• Madrasah Education Program (MEP) Coordinators: Collaborate with DTCs to facilitate the exam.

This structured hierarchy ensures accountability and smooth administration across multiple centers.

Important Deadlines

DepEd has set clear timelines:

• February 18, 2026 – Submission of qualified registrants’ lists.

• February 20, 2026 – Regional Testing Coordinators send consolidated Form 1 to BEA.

• February 24, 2026 – Consultative meeting to finalize allocations.

These deadlines emphasize early preparation and coordination.

Pre-Test Preparations

Registrants and personnel must review official materials available via the DepEd QEALIS Google Drive link: 👉 https://bit.ly/DepEdQEALIS (bit.ly in Bing)

On exam day, registrants must bring:

• Signed registration form.

• Original copies of submitted requirements.

• ID photo with name tag.

• Two No. 2 pencils, eraser, and sharpener.

Test Administration and Monitoring

A test monitor from the DepEd Central Office will deliver and retrieve exam materials, ensuring fairness and integrity across all centers.

Scoring and Certification

• The cut score will be determined by subject matter experts and curriculum developers.

• Successful examinees will receive a Certificate of Rating (COR), indicating individual performance.

• Results will be announced via a separate memorandum.

Why This Matters Globally

For U.S.-based readers, QEALIS is a case study in inclusive education. It shows how governments can integrate minority education systems into national frameworks while maintaining rigorous standards.

In a world where multilingualism and cultural literacy are increasingly valued, QEALIS demonstrates how tradition and modern education can coexist.

Conclusion

The 2026 QEALIS exam is more than a qualification—it’s a symbol of inclusivity, cultural respect, and educational progress. By setting clear qualifications, requirements, and procedures, DepEd ensures that aspiring asatidz are prepared to teach future generations.

Globally, QEALIS serves as a reminder that education must adapt to the cultural and linguistic realities of diverse communities.

Redefining the Work-Life Balance: A Deep Dive into the 2026 Wellness Leave Policy

The modern workplace is undergoing a seismic shift. For years, the conversation around productivity focused almost exclusively on hours logged and tasks completed. However, as we move through 2026, the global perspective has pivoted toward a more sustainable metric: employee well-being. Leading this charge is the latest Civil Service Commission (CSC) Wellness Leave Policy, a landmark initiative designed to combat burnout and foster a more resilient, compassionate workforce.

While this policy is specifically tailored for the public sector in the Philippines, its implications resonate deeply with professionals everywhere, including the US-based audience. In a world where "hustle culture" is being replaced by "holistic health," understanding how large-scale institutions are formalizing mental health breaks provides a blueprint for the future of work.

The Evolution of Workplace Wellness: Why Now?

The introduction of the Wellness Leave Policy (WLP) under CSC Resolution No. 2501292 is not just a bureaucratic update; it is a proactive response to a growing mental health crisis. Recent global workplace reports have highlighted that stress levels in Southeast Asia remain among the highest in the world, often driven by heavy workloads and the blurring lines between professional and personal lives.

By institutionalizing a maximum of five (5) days of Wellness Leave per year, the CSC is acknowledging that mental health is just as critical as physical health. This move aligns with the broader goals of the Mental Health Act (Republic Act No. 11036), ensuring that "wellness" is no longer just a buzzword but a protected right for government employees.

Breaking Down the Guidelines: What You Need to Know

The 2026 guidelines are remarkably flexible, designed to accommodate the varied needs of a diverse workforce. Here are the core components of the policy that every eligible employee should understand:

• Total Entitlement: Eligible officials and employees are granted up to five (5) days of Wellness Leave annually.

• Separation from Standard Leaves: Crucially, this is separate and exclusive from the standard 15 days of Vacation Leave, 15 days of Sick Leave, and 3 days of Special Leave. It is an additional layer of support.

• Usage Flexibility: The leave can be taken consecutively for a maximum of three (3) days, or as individual, non-consecutive days throughout the year.

• The "Use It or Lose It" Rule: The Wellness Leave is non-cumulative and non-commutable. This means it cannot be converted into cash and will be forfeited if not used within the calendar year.

The DepEd Perspective: Do Teachers Qualify?

A common question arising from this policy is whether it extends to those in the teaching profession. The short answer is yes. The policy covers all government personnel, including those under the Department of Education (DepEd). However, there is a distinct procedural difference for teaching personnel.

Unlike office-based employees who can file for leave throughout the year, teachers’ leave is usually governed by the school calendar to ensure that students’ learning is not disrupted. For DepEd teachers, these five days are typically integrated into the Midyear Break or other scheduled wellness windows identified by the department. This ensures that while educators receive their well-deserved mental health break, the continuity of the academic year remains intact.

Purpose and Scope: Beyond the Office Desk

One of the most refreshing aspects of this policy is its broad definition of "wellness." The CSC has specified that the leave may be availed of for:

1. Mental Health Care: Attending therapy, counseling, or simply taking a "mental health day" to recalibrate.

2. Physical Wellness Activities: Engaging in fitness retreats, medical check-ups, or holistic health practices.

3. General Break from Work: Sometimes, the most productive thing you can do is nothing at all. A general break to prevent burnout is a perfectly valid reason for filing.

The Application Process: A Streamlined Path to Rest

To ensure that the process does not become a source of stress itself, the CSC has integrated the filing procedure into existing systems.

• Advance Filing: In most cases, applications must be filed at least five (5) days in advance.

• Emergency Situations: For urgent mental health needs or unforeseen wellness crises, the leave can be filed immediately upon the employee's return to work.

• Approval Hierarchy: The request must be recommended by the immediate supervisor and approved by the head of the office, similar to vacation leave protocols.

Confidentiality: Creating a Safe Space for Mental Health

A significant hurdle in mental health advocacy is the stigma often associated with asking for help. The 2026 Wellness Leave Policy addresses this head-on by mandating strict confidentiality. Under the Data Privacy Act of 2012, any information regarding an applicant's mental health condition must be protected. This ensures that employees can prioritize their well-being without fear of discrimination or professional repercussions.

Looking Forward: The Impact on Public Service

When employees are rested and mentally sound, the quality of public service naturally improves. The CSC’s chairperson has emphasized that this policy reinforces an environment that is "compassionate, resilient, and more responsive."

For organizations watching from abroad, particularly in the US where "Unlimited PTO" or mandatory wellness weeks are becoming more common in the private sector, the CSC’s bold move serves as a reminder: the most valuable asset of any institution is its people.