Short answer. Generally no, for the months in which you receive no wages. The Labor Code suspends the employer's obligation to pay the monthly contribution during such months that the employee is not receiving wages or salary. You remain employed and covered; it is the monthly remittance that pauses, not your employment.
What the law says
his employer’s obligation to pay the monthly contribution arising from that employment shall cease at the end of the month of contingency and during such months that he is not receiving wages or salary
Labor Code, Article 183 — Employer Pays The Contributions. Read the full provision →
The obligation is tied to wages, not to the payroll list
The article obliges the employer to remit a contribution every month thereafter during his employment, computed on the employee's monthly salary credit. The closing sentence then supplies the exception you are asking about. The duty ceases at the end of the month of contingency — death, disability or separation from employment — and also during such months that he is not receiving wages or salary. That last clause is what covers leave without pay. The logic is straightforward: the contribution is a percentage of salary, and where no salary is paid in a month there is nothing to compute it on. Your name staying on the roster does not by itself create a remittance for that month.
A partial month is not a blank month
The exception is written around months in which you receive no wages at all. That distinction matters more than people expect. If your leave began mid-month, or you returned mid-month, or you were paid for even part of the period, then you did receive salary in that month and the ordinary obligation applies to it. Employers sometimes treat a whole quarter as contribution-free because a leave ran through the middle of it. Check your payslips month by month rather than accepting a summary. Where the leave is with pay, or where a leave credit is converted to cash as salary, the remittance is not suspended at all — you are still receiving wages.
What your employer may never do
One rule in this article is absolute and worth knowing whatever your leave status. Contributions under this Title are payable in their entirety by the employer, and the statute declares that any contract or device for deducting any portion of them from employees' wages is null and void. So an employer cannot recover this cost from you, cannot ask you to shoulder it on your return from leave, and cannot obtain a valid waiver by having you sign something. A clause purporting to do so has no effect no matter how it is worded or how willingly it was signed. If such a deduction has appeared on your payslip, raise it in writing.
Practical steps, and what this does not cover
Ask your employer in writing to confirm which months were reported as unpaid, and check your own records with the system concerned rather than relying on the company's assurance — gaps discovered years later are far harder to reconstruct. If you want continuous coverage across a long unpaid leave, ask what voluntary options exist for your situation before the gap opens. Note the limits here: this provision governs the employer's contribution obligation under this particular Title. It does not fix the rate that currently applies, since the article itself provides that the rate is reviewed periodically and may be revised, and it does not decide your entitlement to any specific benefit.