The Department of Education (DepEd) has issued a clarification on the availment of Wellness Leave (WL) by teachers during class days, addressing an important concern for public school educators who may need to take approved wellness leave while classes are in session.
The clarification, dated August 10, 2026, reinforces that the fact that a teacher is scheduled to teach on a particular day does not, by itself, prevent the teacher from using approved Wellness Leave.
This development is particularly important because teachers may sometimes hesitate to file or use wellness leave on class days because of concerns about who will handle their classes. Under the clarification, arrangements for class continuity are the responsibility of school management and should not become a reason to deny, delay, or unnecessarily restrict an approved wellness leave.
DepEd Wellness Leave Policy for Teachers
The clarification is anchored on DepEd Order No. 002, s. 2026, titled Guidelines on the Grant of Wellness Leave for the Department of Education Personnel. DepEd officially issued the order on February 13, 2026.
The policy recognizes the importance of the holistic well-being of DepEd personnel. It is also aligned with Civil Service Commission Memorandum Circular No. 01, s. 2026, which provides for a Wellness Leave policy for government officials and employees.
Under the policy cited in the August 10 clarification, government personnel may be granted up to five days of Wellness Leave for purposes that may include mental health care, physical wellness activities, or simply taking a needed break from work.
For teachers, this means wellness is being treated as a legitimate component of employee welfare rather than something that should automatically be set aside whenever classes are scheduled.
Can Teachers Use Wellness Leave During Class Days?
Yes. Teachers may avail themselves of approved Wellness Leave even during class days, subject to the applicable rules and requirements governing the grant of leave.
The key point in the August 10, 2026 clarification is that having classes scheduled on a particular day does not, by itself, prevent a teacher from using approved Wellness Leave.
This distinction matters.
A teacher may have a full teaching schedule on a particular day, but that does not automatically eliminate the teacher's right to avail of an approved leave benefit. Instead, the school should make appropriate arrangements to ensure that affected classes continue to receive instruction.
In other words, the presence of classes creates a scheduling responsibility for the school—it does not automatically cancel an approved Wellness Leave.
School Heads Are Expected to Arrange Class Relievers
One of the most significant provisions concerns the designation of qualified teachers as relievers.
When a teacher's approved Wellness Leave affects scheduled classes, the school head is expected to designate qualified teachers to handle the affected classes. In making these arrangements, school heads should consider several factors, including the reliever's qualifications, existing teaching load, availability, and welfare.
This is intended to protect two important interests at the same time: the teacher's well-being and the continuity of teaching and learning.
The clarification therefore places emphasis on proper planning rather than requiring teachers to give up their approved wellness leave simply because a substitute must be arranged.
Relievers May Be Entitled to Overload Pay
Another important point for teachers concerns compensation.
Teachers who are assigned to undertake additional teaching or relieving duties may be eligible for teaching overload pay, provided that the assignment meets the applicable requirements.
This is linked to DepEd Order No. 005, s. 2024, which covers the rationalization of teachers' workload in public schools and the payment of teaching overload. DepEd has explained that teachers generally should not be required to render more than six hours of actual classroom teaching per day, while teaching beyond that limit under qualifying circumstances may be compensated as teaching overload.
The existing implementation guidelines also provide a mechanism for computing teaching overload pay based on total qualifying overload hours and the applicable Prime Hourly Teaching Rate.
Therefore, when a teacher is asked to provide additional classroom coverage because another teacher is on approved Wellness Leave, the school should properly document the additional teaching duties and determine whether the assignment qualifies for compensation under existing rules.
Approved Wellness Leave Should Not Be Denied Because of Reliever Concerns
Perhaps the most important clarification for teachers is that the need to find a reliever should not be used as a reason to deny, delay, or unduly restrict approved Wellness Leave.
The August 10 issuance specifically directs school heads to make appropriate arrangements for affected classes while facilitating the proper availment of Wellness Leave in accordance with existing policies.
This means that the administrative challenge of finding someone to cover a class should not simply be transferred to the teacher who is taking approved leave.
The underlying principle is straightforward: schools should plan for continuity while respecting the employee's approved leave entitlement.
What Teachers Should Remember Before Filing Wellness Leave
Teachers who intend to use Wellness Leave should still follow the applicable leave application and approval procedures.
An approved Wellness Leave is different from simply being absent without authorization. Teachers should therefore make sure that their application is properly processed and approved in accordance with existing DepEd and civil service rules.
Once the leave is properly approved, class arrangements should be coordinated by the school.
Teachers should also keep copies or records of relevant leave documents when appropriate, particularly if questions arise regarding the approval, schedule, or documentation of the leave.
The clarification does not mean that teachers can simply leave their classes without following established procedures. Rather, it clarifies that an approved Wellness Leave remains allowable even when the teacher is scheduled to teach on that day.
Why This Clarification Matters for Public School Teachers
The clarification comes at an important time when employee well-being has become an increasingly significant workplace concern.
Teaching is not limited to classroom instruction. Public school teachers also deal with lesson preparation, assessment, classroom management, coordination, documentation, school activities, and other responsibilities.
DepEd's workload policies have likewise sought to clarify teachers' official working arrangements and compensation for qualifying additional teaching duties. In 2024, DepEd highlighted the goal of creating a more balanced and sustainable environment for educators through workload rationalization and teaching overload compensation.
Wellness Leave adds another component to that broader employee-welfare framework.
For teachers, the practical message is that taking care of one's well-being does not automatically become inappropriate simply because classes are ongoing.
What School Heads and Administrators Need to Do
School heads have an important role in implementing the clarification consistently.
They are expected to ensure that Wellness Leave applications are processed according to existing policies. When an approved leave affects classes, appropriate relievers should be designated based on qualifications, workload, availability, and welfare.
Additional teaching or relieving duties should also be properly documented.
At the division and regional levels, responsible officials are expected to help ensure that the clarification is disseminated and consistently implemented within their jurisdictions.
This is important because consistent implementation can help prevent different interpretations of the policy from creating confusion among teachers and school administrators.
Bottom Line: Teachers Can Use Approved Wellness Leave on Class Days
The latest clarification provides a clear answer to a question many teachers may have:
A teacher's scheduled class on a particular day does not, by itself, prevent the teacher from availing of approved Wellness Leave.
Schools should make arrangements for affected classes, including the designation of qualified relievers when necessary. Teachers assigned additional teaching or relieving duties may qualify for overload pay when the assignment meets the requirements of applicable rules.
Most importantly, the need to arrange a substitute should not be used as a basis for denying, delaying, or unnecessarily restricting an approved Wellness Leave.
For teachers, the message is simple: wellness matters, and approved leave should be handled according to policy while schools make the necessary arrangements to keep classes running.
Teachers and school heads should continue to refer to the full text of DepEd Order No. 002, s. 2026, the applicable CSC Wellness Leave policy, DepEd Order No. 005, s. 2024, and subsequent official issuances for the complete requirements and procedures. DepEd's official website lists DO 002, s. 2026 among its 2026 issuances.
Important: This article is an informational summary of the August 10, 2026 clarification provided in the source material and should not be treated as a substitute for the complete official issuance. Teachers and school administrators should follow the latest official DepEd, CSC, and applicable government rules.
Official References
- DepEd Order No. 002, s. 2026 — Guidelines on the Grant of Wellness Leave for the Department of Education Personnel.
- DepEd Order No. 005, s. 2024 — Rationalization of Teachers' Workload in Public Schools and Payment of Teaching Overload.
- DepEd Memorandum No. 053, s. 2024 — implementation guidelines related to teacher workload and teaching overload pay.