ART. 82. Coverage.

- The provisions of this Title shall apply to employees in all establishments and
undertakings whether for profit or not, but not to government employees, managerial employees, field
personnel, members of the family of the employer who are dependent on him for support, domestic
helpers, persons in the personal service of another, and workers who are paid by results as determined
by the Secretary of Labor in appropriate regulations.
As used herein, "managerial employees" refer to those whose primary duty consists of the management
of the establishment in which they are employed or of a department or subdivision thereof, and to other
officers or members of the managerial staff.
ART. 83. Normal hours of work. - The normal hours of work of any employee shall not exceed eight (8)
hours a day.
Health personnel in cities and municipalities with a population of at least one million (1,000,000) or in
hospitals and clinics with a bed capacity of at least one hundred (100) shall hold regular office hours for
eight (8) hours a day, for five (5) days a week, exclusive of time for meals, except where the exigencies of
the service require that such personnel work for six (6) days or forty-eight (48) hours, in which case, they
shall be entitled to an additional compensation of at least thirty percent (30%) of their regular wage for
work on the sixth day. For purposes of this Article, "health personnel" shall include resident physicians,
nurses, nutritionists, dietitians, pharmacists, social workers, laboratory technicians, paramedical
technicians, psychologists, midwives, attendants and all other hospital or clinic personnel.
ART. 84. Hours worked. - Hours worked shall include (a) all time during which an employee is required to
be on duty or to be at a prescribed workplace; and (b) all time during which an employee is suffered or
permitted to work.
Rest periods of short duration during working hours shall be counted as hours worked.
ART. 85. Meal periods. - Subject to such regulations as the Secretary of Labor may prescribe, it shall be
the duty of every employer to give his employees not less than sixty (60) minutes time-off for their
regular meals.
ART. 86. Night shift differential. - Every employee shall be paid a night shift differential of not less than
ten percent (10%) of his regular wage for each hour of work performed between ten oclock in the
evening and six oclock in the morning.
ART. 87. Overtime work. - Work may be performed beyond eight (8) hours a day provided that the
employee is paid for the overtime work, an additional compensation equivalent to his regular wage plus
at least twenty-five percent (25%) thereof. Work performed beyond eight hours on a holiday or rest day
shall be paid an additional compensation equivalent to the rate of the first eight hours on a holiday or
rest day plus at least thirty percent (30%) thereof.
ART. 88. Undertime not offset by overtime. - Undertime work on any particular day shall not be offset by
overtime work on any other day. Permission given to the employee to go on leave on some other day of
the week shall not exempt the employer from paying the additional compensation required in this
Chapter.
ART. 89. Emergency overtime work. - Any employee may be required by the employer to perform
overtime work in any of the following cases:chan robles virtual law library
(a) When the country is at war or when any other national or local emergency has been declared by the
National Assembly or the Chief Executive;
(b) When it is necessary to prevent loss of life or property or in case of imminent danger to public safety
due to an actual or impending emergency in the locality caused by serious accidents, fire, flood, typhoon,
earthquake, epidemic, or other disaster or calamity;
(c) When there is urgent work to be performed on machines, installations, or equipment, in order to
avoid serious loss or damage to the employer or some other cause of similar nature;
(d) When the work is necessary to prevent loss or damage to perishable goods; and
(e) Where the completion or continuation of the work started before the eighth hour is necessary to
prevent serious obstruction or prejudice to the business or operations of the employer.
Any employee required to render overtime work under this Article shall be paid the additional
compensation required in this Chapter.

ART. 90. Computation of additional compensation. - For purposes of computing overtime and other
additional remuneration as required by this Chapter, the "regular wage" of an employee shall include the
cash wage only, without deduction on account of facilities provided by the employer.
ART. 91. Right to weekly rest day. - (a) It shall be the duty of every employer, whether operating for
profit or not, to provide each of his employees a rest period of not less than twenty-four (24)
consecutive hours after every six (6) consecutive normal work days.
(b) The employer shall determine and schedule the weekly rest day of his employees subject to collective
bargaining agreement and to such rules and regulations as the Secretary of Labor and Employment may
provide. However, the employer shall respect the preference of employees as to their weekly rest day
when such preference is based on religious grounds.
ART. 92. When employer may require work on a rest day. - The employer may require his employees to
work on any day:
(a) In case of actual or impending emergencies caused by serious accident, fire, flood, typhoon,
earthquake, epidemic or other disaster or calamity to prevent loss of life and property, or imminent
danger to public safety;
(b) In cases of urgent work to be performed on the machinery, equipment, or installation, to avoid
serious loss which the employer would otherwise suffer;
(c) In the event of abnormal pressure of work due to special circumstances, where the employer cannot
ordinarily be expected to resort to other measures;
(d) To prevent loss or damage to perishable goods;
(e) Where the nature of the work requires continuous operations and the stoppage of work may result in
irreparable injury or loss to the employer; and
(f) Under other circumstances analogous or similar to the foregoing as determined by the Secretary of
Labor and Employment.
ART. 93. Compensation for rest day, Sunday or holiday work. - (a) Where an employee is made or
permitted to work on his scheduled rest day, he shall be paid an additional compensation of at least
thirty percent (30%) of his regular wage. An employee shall be entitled to such additional compensation
for work performed on Sunday only when it is his established rest day.chan robles virtual law library
(b) When the nature of the work of the employee is such that he has no regular workdays and no regular
rest days can be scheduled, he shall be paid an additional compensation of at least thirty percent (30%)
of his regular wage for work performed on Sundays and holidays.
(c) Work performed on any special holiday shall be paid an additional compensation of at least thirty
percent (30%) of the regular wage of the employee. Where such holiday work falls on the employees
scheduled rest day, he shall be entitled to an additional compensation of at least fifty per cent (50%) of
his regular wage.
(d) Where the collective bargaining agreement or other applicable employment contract stipulates the
payment of a higher premium pay than that prescribed under this Article, the employer shall pay such
higher rate.

ARTICLE
VIII
Working Children
Section 12. Employment of Children. Children below fifteen (15) years of age may be employed except:
(1) When a child works directly under the sole responsibility of his parents or legal guardian and where
only members of the employer's family are employed: Provided, however, That his employment neither
endangers his life, safety and health and morals, nor impairs his normal development: Provided, further,
That the parent or legal guardian shall provide the said minor child with the prescribed primary and/or
secondary education; or
(2) When a child's employment or participation in public & entertainment or information through
cinema, theater, radio or television is essential: Provided, The employment contract concluded by the
child's parent or guardian, with the express agreement of the child concerned, if possible, and the
approval of the Department of Labor and Employment: Provided, That the following requirements in all
instances are strictly complied with:
(a) The employer shall ensure the protection, health, safety and morals of the child;

(b) the employer shall institute measures to prevent the child's exploitation or discrimination taking into
account the system and level of remuneration, and the duration and arrangement of working time; and;
(c) The employer shall formulate and implement, subject to the approval and supervision of competent
authorities, a continuing program for training and skill acquisition of the child.
In the above exceptional cases where any such child may be employed, the employer shall first secure,
before engaging such child, a work permit from the Department of Labor and Employment which shall
ensure observance of the above requirement.
The Department of Labor Employment shall promulgate rules and regulations necessary for the effective
implementation of this Section.
Section 13. Non-formal Education for Working Children. The Department of Education, Culture and
Sports shall promulgate a course design under its non-formal education program aimed at promoting the
intellectual, moral and vocational efficiency of working children who have not undergone or finished
elementary or secondary education. Such course design shall integrate the learning process deemed
most effective under given circumstances.
Section 14. Prohibition on the Employment of Children in Certain Advertisements. No person shall
employ child models in all commercials or advertisements promoting alcoholic beverages, intoxicating
drinks, tobacco and its byproducts and violence.
Section 15. Duty of Employer. Every employer shall comply with the duties provided for in Articles 108
and 109 of Presidential Decree No. 603.
Section 16. Penalties. Any person who shall violate any provision of this Article shall suffer the penalty
of a fine of not less than One thousand pesos (P1,000) but not more than Ten thousand pesos (P10,000)
or imprisonment of not less than three (3) months but not more than three (3) years, or both at the
discretion of the court; Provided, That, in case of repeated violations of the provisions of this Article, the
offender's license to operate shall be revoked.
REPUBLIC ACT NO. 10361
AN ACT INSTITUTING POLICIES FOR THE PROTECTION AND WELFARE OF DOMESTIC WORKERS
Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled:
ARTICLE
I
GENERAL PROVISIONS
Section 1. Short Title. This Act shall be known as the "Domestic Workers Act" or "Batas Kasambahay".
Section 2. Declaration of Policies. It is hereby declared that:
(a) The State strongly affirms labor as a primary social force and is committed to respect, promote,
protect and realize the fundamental principles and rights at work including, but not limited to, abolition
of child labor, elimination of all forms of forced labor, discrimination in employment and occupation, and
trafficking in persons, especially women and children;
(b) The State adheres to internationally accepted working conditions for workers in general, and
establishes labor standards for domestic workers in particular, towards decent employment and income,
enhanced coverage of social protection, respect for human rights and strengthened social dialogue;
(c) The State recognizes the need to protect the rights of domestic workers against abuse, harassment,
violence, economic exploitation and performance of work that is hazardous to their physical and mental
health; and
(d) The State, in protecting domestic workers and recognizing their special needs to ensure safe and
healthful working conditions, promotes gender-sensitive measures in the formulation and
implementation of policies and programs affecting the local domestic work.
Section 3. Coverage. This Act applies to all domestic workers employed and working within the
country.
Section 4. Definition of Terms. As used in this Act, the term:
(a) Debt bondage refers to the rendering of service by the domestic worker as security or payment for a
debt where the length and nature of service is not clearly defined or when the value of the service is not
reasonably applied in the payment of the debt.
(b) Deployment expenses refers to expenses that are directly used for the transfer of the domestic
worker from place of origin to the place of work covering the cost of transportation. Advances or loans
by the domestic worker are not included in the definition of deployment expenses.
(c) Domestic work refers to work performed in or for a household or households.

(d) Domestic worker or "Kasambahay" refers to any person engaged in domestic work within an
employment relationship such as, but not limited to, the following: general househelp, nursemaid or
"yaya", cook, gardener, or laundry person, but shall exclude any person who performs domestic work
only occasionally or sporadically and not on an occupational basis.
The term shall not include children who are under foster family arrangement, and are provided access to
education and given an allowance incidental to education, i.e. "baon", transportation, school projects
and school activities.
(e) Employer refers to any person who engages and controls the services of a domestic worker and is
party to the employment contract.
(f) Household refers to the immediate members of the family or the occupants of the house that are
directly provided services by the domestic worker.
(g) Private Employment Agency (PEA) refers to any individual, legitimate partnership, corporation or
entity licensed to engage in the recruitment and placement of domestic workers for local employment.
(h) Working children, as used under this Act, refers to domestic workers who are fifteen (15) years old
and above but below eighteen (18) years old.
ARTICLE
II
RIGHTS AND PRIVILEGES
Section 5. Standard of Treatment. The employer or any member of the household shall not subject a
domestic worker or "kasambahay" to any kind of abuse nor inflict any form of physical violence or
harassment or any act tending to degrade the dignity of a domestic worker.
Section 6. Board, Lodging and Medical Attendance. The employer shall provide for the basic necessities
of the domestic worker to include at least three (3) adequate meals a day and humane sleeping
arrangements that ensure safety.
The employer shall provide appropriate rest and assistance to the domestic worker in case of illnesses
and injuries sustained during service without loss of benefits.
At no instance shall the employer withdraw or hold in abeyance the provision of these basic necessities
as punishment or disciplinary action to the domestic worker.
Section 7. Guarantee of Privacy. Respect for the privacy of the domestic worker shall be guaranteed at
all times and shall extend to all forms of communication and personal effects. This guarantee equally
recognizes that the domestic worker is obliged to render satisfactory service at all times.
Section 8. Access to Outside Communication. The employer shall grant the domestic worker access to
outside communication during free time: Provided, That in case of emergency, access to communication
shall be granted even during work time. Should the domestic worker make use of the employers
telephone or other communication facilities, the costs shall be borne by the domestic worker, unless
such charges are waived by the employer.
Section 9. Right to Education and Training. The employer shall afford the domestic worker the
opportunity to finish basic education and may allow access to alternative learning systems and, as far as
practicable, higher education or technical and vocational training. The employer shall adjust the work
schedule of the domestic worker to allow such access to education or training without hampering the
services required by the employer.
Section 10. Prohibition Against Privileged Information. All communication and information pertaining
to the employer or members of the household shall be treated as privileged and confidential, and shall
not be publicly disclosed by the domestic worker during and after employment. Such privileged
information shall be inadmissible in evidence except when the suit involves the employer or any member
of the household in a crime against persons, property, personal liberty and security, and chastity.
ARTICLE
III
PRE-EMPLOYMENT
Section 11. Employment Contract. An employment contract shall be executed by and between the
domestic worker and the employer before the commencement of the service in a language or dialect
understood by both the domestic worker and the employer. The domestic worker shall be provided a
copy of the duly signed employment contract which must include the following:
(a) Duties and responsibilities of the domestic worker;
(b) Period of employment;
(c) Compensation;
(d) Authorized deductions;

(e) Hours of work and proportionate additional payment;

(f) Rest days and allowable leaves;
(g) Board, lodging and medical attention;
(h) Agreements on deployment expenses, if any;
(i) Loan agreement;
(j) Termination of employment; and
(k) Any other lawful condition agreed upon by both parties.
The Department of Labor and Employment (DOLE) shall develop a model employment contract for
domestic workers which shall, at all times, be made available free of charge to domestic workers,
employers, representative organizations and the general public. The DOLE shall widely disseminate
information to domestic workers and employers on the use of such model employment contract.
In cases where the employment of the domestic worker is facilitated through a private employment
agency, the PEA shall keep a copy of all employment contracts of domestic workers and shall be made
available for verification and inspection by the DOLE.
Section 12. Pre-Employment Requirement. Prior to the execution of the employment contract, the
employer may require the following from the domestic worker:
(a) Medical certificate or a health certificate issued by a local government health officer;
(b) Barangay and police clearance;
(c) National Bureau of Investigation (NBI) clearance; and
(d) Duly authenticated birth certificate or if not available, any other document showing the age of the
domestic worker such as voters identification card, baptismal record or passport.
However, Section 12(a), (b), (c) and (d) shall be standard requirements when the employment of the
domestic worker is facilitated through the PEA.
The cost of the foregoing shall be borne by the prospective employer or agency, as the case may be.
Section 13. Recruitment and Finders Fees. Regardless of whether the domestic worker was hired
through a private employment agency or a third party, no share in the recruitment or finders fees shall
be charged against the domestic worker by the said private employment agency or third party.
Section 14. Deposits for Loss or Damage. It shall be unlawful for the employer or any other person to
require a domestic worker to make deposits from which deductions shall be made for the
reimbursement of loss or damage to tools, materials, furniture and equipment in the household.
Section 15. Prohibition on Debt Bondage. It shall be unlawful for the employer or any person acting on
behalf of the employer to place the domestic worker under debt bondage.
Section 16. Employment Age of Domestic Workers. It shall be unlawful to employ any person below
fifteen (15) years of age as a domestic worker. Employment of working children, as defined under this
Act, shall be subject to the provisionsof Section 10(A), paragraph 2 of Section 12-A, paragraph 4 of
Section 12-D, and Section 13 of Republic Act No. 7610, as amended, otherwise known as the "Special
Protection of Children Against Child Abuse, Exploitation and Discrimination Act".
Working children shall be entitled to minimum wage, and all benefits provided under this Act.
Any employer who has been sentenced by a court of law of any offense against a working child under
this Act shall be meted out with a penalty one degree higher and shall be prohibited from hiring a
working child.
Section 17. Employers Reportorial Duties. The employers shall register all domestic workers under
their employment in the Registry of Domestic Workers in the barangay where the employers residence
is located. The Department of the Interior and Local Government (DILG) shall, in coordination with the
DOLE, formulate a registration system for this purpose.
Section 18. Skills Training, Assessment and Certification. To ensure productivity and assure quality
services, the DOLE, through the Technical Education and Skills Development Authority (TESDA), shall
facilitate access of domestic workers to efficient training, assessment and certification based on a duly
promulgated training regulation.
ARTICLE
IV
EMPLOYMENT TERMS AND CONDITIONS
Section 19. Health and Safety. The employer shall safeguard the health and safety of the domestic
worker in accordance with laws, rules and regulations, with due consideration of the peculiar nature of
domestic work.

Section 20. Daily Rest Period. The domestic worker shall be entitled to an aggregate daily rest period of
eight (8) hours per day.
Section 21. Weekly Rest Period. The domestic worker shall be entitled to at least twenty-four (24)
consecutive hours of rest in a week. The employer and the domestic worker shall agree in writing on the
schedule of the weekly rest day of the domestic worker: Provided, That the employer shall respect the
preference of the domestic worker as to the weekly rest day when such preference is based on religious
grounds. Nothing in this provision shall deprive the domestic worker and the employer from agreeing to
the following:
(a) Offsetting a day of absence with a particular rest day;
(b) Waiving a particular rest day in return for an equivalent daily rate of pay;
(c) Accumulating rest days not exceeding five (5) days; or
(d) Other similar arrangements.
Section 22. Assignment to Nonhousehold Work. No domestic worker shall be assigned to work in a
commercial, industrial or agricultural enterprise at a wage rate lower than that provided for agricultural
or nonagricultural workers. In such cases, the domestic worker shall be paid the applicable minimum
wage.
Section 23. Extent of Duty. The domestic worker and the employer may mutually agree for the former
to temporarily perform a task that is outside the latters household for the benefit of another household.
However, any liability that will be incurred by the domestic worker on account of such arrangement shall
be borne by the original employer. In addition, such work performed outside the household shall entitle
the domestic worker to an additional payment of not less than the existing minimum wage rate of a
domestic worker. It shall be unlawful for the original employer to charge any amount from the said
household where the service of the domestic worker was temporarily performed.
Section 24. Minimum Wage. The minimum wage of domestic workers shall not be less than the
following:
(a) Two thousand five hundred pesos (P2,500.00) a month for those employed in the National Capital
Region (NCR);
(b) Two thousand pesos (P2,000.00) a month for those employed in chartered cities and first class
municipalities; and
(c) One thousand five hundred pesos (P1,500.00) a month for those employed mother municipalities.
After one (1) year from the effectivity of this Act, and periodically thereafter, the Regional Tripartite and
Productivity Wage Boards (RTPWBs) shall review, and if proper, determine and adjust the minimum
wage rates of domestic workers.
Section 25. Payment of Wages. Payment of wages shall be made on time directly to the domestic
worker to whom they are due in cash at least once a month. The employer, unless allowed by the
domestic worker through a written consent, shall make no deductions from the wages other than that
which is mandated by law. No employer shall pay the wages of a domestic worker by means of
promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than the cash wage as
provided for under this Act.
The domestic worker is entitled to a thirteenth month pay as provided for by law.
Section 26. Pay Slip. The employer shall at all times provide the domestic worker with a copy of the
pay slip containing the amount paid in cash every pay day, and indicating all deductions made, if any. The
copies of the pay slip shall be kept by the employer for a period of three (3) years.
Section 27. Prohibition on Interference in the Disposal of Wages. It shall be unlawful for the employer
to interfere with the freedom of any domestic worker to dispose of the latters wages. The employer
shall not force, compel or oblige the domestic worker to purchase merchandise, commodities or other
properties from the employer or from any other person, or otherwise make use of any store or services
of such employer or any other person.
Section 28. Prohibition Against Withholding of Wages. It shall be unlawful for an employer, directly or
indirectly, to withhold the wages of the domestic worker. If the domestic worker leaves without any
justifiable reason, any unpaid salary for a period not exceeding fifteen (15) days shall be forfeited.
Likewise, the employer shall not induce the domestic worker to give up any part of the wages by force,
stealth, intimidation, threat or by any other means whatsoever.
Section 29. Leave Benefits. A domestic worker who has rendered at least one (1) year of service shall
be entitled to an annual service incentive leave of five (5) days with pay: Provided, That any unused

portion of said annual leave shall not be cumulative or carried over to the succeeding years. Unused
leaves shall not be convertible to cash.
Section 30. Social and Other Benefits. A domestic worker who has rendered at least one (1) month of
service shall be covered by the Social Security System (SSS), the Philippine Health Insurance Corporation
(PhilHealth), and the Home Development Mutual Fund or Pag-IBIG, and shall be entitled to all the
benefits in accordance with the pertinent provisions provided by law.
Premium payments or contributions shall be shouldered by the employer. However, if the domestic
worker is receiving a wage of Five thousand pesos (P5,000.00) and above per month, the domestic
worker shall pay the proportionate share in the premium payments or contributions, as provided by law.
The domestic worker shall be entitled to all other benefits under existing laws.
Section 31. Rescue and Rehabilitation of Abused Domestic Workers. Any abused or exploited domestic
worker shall be immediately rescued by a municipal or city social welfare officer or a social welfare
officer from the Department of Social Welfare and Development (DSWD) in coordination with the
concerned barangay officials. The DSWD and the DILG shall develop a standard operating procedure for
the rescue and rehabilitation of abused domestic workers, and in coordination with the DOLE, for
possible subsequent job placement.
ARTICLE
V
POST EMPLOYMENT
Section 32. Termination of Service. Neither the domestic worker nor the employer may terminate the
contract before the expiration of the term except for grounds provided for in Sections 33 and 34 of this
Act. If the domestic worker is unjustly dismissed, the domestic worker shall be paid the compensation
already earned plus the equivalent of fifteen (15) days work by way of indemnity. If the domestic worker
leaves without justifiable reason, any unpaid salary due not exceeding the equivalent fifteen (15) days
work shall be forfeited. In addition, the employer may recover from the domestic worker costs incurred
related to the deployment expenses, if any:Provided, That the service has been terminated within six (6)
months from the domestic workers employment.
If the duration of the domestic service is not determined either in stipulation or by the nature of the
service, the employer or the domestic worker may give notice to end the working relationship five (5)
days before the intended termination of the service.
The domestic worker and the employer may mutually agree upon written notice to pre-terminate the
contract of employment to end the employment relationship.
Section 33. Termination Initiated by the Domestic Worker. The domestic worker may terminate the
employment relationship at any time before the expiration of the contract for any of the following
causes:
(a) Verbal or emotional abuse of the domestic worker by the employer or any member of the household;
(b) Inhuman treatment including physical abuse of the domestic worker by the employer or any member
of the household;
(c) Commission of a crime or offense against the domestic worker by the employer or any member of the
household;
(d) Violation by the employer of the terms and conditions of the employment contract and other
standards set forth under this law;
(e) Any disease prejudicial to the health of the domestic worker, the employer, or member/s of the
household; and
(f) Other causes analogous to the foregoing.
Section 34. Termination Initiated by the Employer. An employer may terminate the services of the
domestic worker at any time before the expiration of the contract, for any of the following causes:
(a) Misconduct or willful disobedience by the domestic worker of the lawful order of the employer in
connection with the formers work;
(b) Gross or habitual neglect or inefficiency by the domestic worker in the performance of duties;
(c) Fraud or willful breach of the trust reposed by the employer on the domestic worker;
(d) Commission of a crime or offense by the domestic worker against the person of the employer or any
immediate member of the employers family;
(e) Violation by the domestic worker of the terms and conditions of the employment contract and other
standards set forth under this law;

(f) Any disease prejudicial to the health of the domestic worker, the employer, or member/s of the
household; and
(g) Other causes analogous to the foregoing.
Section 35. Employment Certification. Upon the severance of the employment relationship, the
employer shall issue the domestic worker within five (5) days from request a certificate of employment
indicating the nature, duration of the service and work performance.
ARTICLE
VI
PRIVATE EMPLOYMENT AGENCIES
Section 36. Regulation of Private Employment Agencies (PEAs). The DOLE shall, through a system of
licensing and regulation, ensure the protection of domestic workers hired through the PEAs.
The PEA shall be jointly and severally liable with the employer for all the wages, wage-related benefits,
and other benefits due a domestic worker.
The provision of Presidential Decree No. 442, as amended, otherwise known as the "Labor Code of the
Philippines", on qualifications of the PEAs with regard to nationality, networth, owners and officers,
office space and other requirements, as well as nontransferability of license and commission of
prohibited practices, shall apply.
In addition, PEAs shall have the following responsibilities:
(a) Ensure that domestic workers are not charged or levied any recruitment or placement fees;
(b) Ensure that the employment agreement between the domestic worker and the employer stipulates
the terms and conditions of employment and all the benefits prescribed by this Act;
(c) Provide a pre-employment orientation briefing to the domestic worker and the employer about their
rights and responsibilities in accordance with this Act;
(d) Keep copies of employment contracts and agreements pertaining to recruited domestic workers
which shall be made available during inspections or whenever required by the DOLE or local government
officials;
(e) Assist domestic workers with respect to complaints or grievances against their employers; and
(f) Cooperate with government agencies in rescue operations involving abused or exploited domestic
workers.
ARTICLE
VII
SETTLEMENT OF DISPUTES
Section 37. Mechanism for Settlement of Disputes. All labor-related disputes shall be elevated to the
DOLE Regional Office having jurisdiction over the workplace without prejudice to the filing of a civil or
criminal action in appropriate cases. The DOLE Regional Office shall exhaust all conciliation and
mediation efforts before a decision shall be rendered.
Ordinary crimes or offenses committed under the Revised Penal Code and other special penal laws by
either party shall be filed with the regular courts.
ARTICLE
VIII
SPECIAL PROVISIONS
Section 38. Information Program. The DOLE shall, in coordination with the DILG, the SSS, the PhilHealth
and Pag-IBIG develop and implement a continuous information dissemination program on the provisions
of this Act, both at the national and local level, immediately after the enactment of this law.
Section 39. "Araw Ng Mga Kasambahay". The date upon which the President shall approve this
"Domestic Workers Act" shall be designated as the "Araw ng mga Kasambahay".
ARTICLE
IX
PENAL AND MISCELLANEOUS PROVISIONS
Section 40. Penalty. Any violation of the provisions of this Act declared unlawful shall be punishable
with a fine of not less than Ten thousand pesos (P10,000.00) but not more than Forty thousand pesos
(P40,000.00) without prejudice to the filing of appropriate civil or criminal action by the aggrieved party.
Section 41. Transitory Provision; Non-Diminution of Benefits. All existing arrangements between a
domestic worker and the employer shall be adjusted to conform to the minimum standards set by this
Act within a period of sixty (60) days after the effectivity of this Act: Provided, That adjustments
pertaining to wages shall take effect immediately after the determination and issuance of the
appropriate wage order by the RTWPBs: Provided, further, That nothing in this Act shall be construed to
cause the diminution or substitution of any benefits and privileges currently enjoyed by the domestic
worker hired directly or through an agency.

Section 42. Implementing Rules and Regulations. Within ninety (90) days from the effectivity of this
Act, the Secretary of Labor and Employment, the Secretary of Social Welfare and Development, the
Secretary of the Interior and Local Government, and the Director General of the Philippine National
Police, in coordination with other concerned government agencies and accredited nongovernment
organizations (NGOs) assisting domestic workers, shall promulgate the necessary rules and regulations
for the effective implementation of this Act.
ARTICLE
X
FINAL PROVISIONS
Section 43. Separability Clause. If any provision or part of this Act is declared invalid or
unconstitutional, the remaining parts or provisions not affected shall remain in full force and effect.
Section 44. Repealing Clause. All articles or provisions of Chapter III (Employment of Househelpers) of
Presidential Decree No. 442, as amended and renumbered by Republic Act No. 10151 are hereby
expressly repealed. All laws, decrees, executive orders, issuances, rules and regulations or parts thereof
inconsistent with the provisions of this Act are hereby repealed or modified accordingly.
Section 45. Effectivity Clause. This Act shall take effect fifteen (15) days after its complete publication
in theOfficial Gazette or in at least two (2) national newspapers of general circulation.
REPUBLIC ACT NO. 10151
AN ACT ALLOWING THE EMPLOYMENT OF NIGIIT WORKERS, THEREBY REPEALING ARTICLES 130 AND
131 OF PRESIDENTIAL DECREE NUMBER FOUR HUNDRED FORTY-TWO, AS AMENDED, OTHERWISE
KNOWN AS THE LABOR CODE OF THE PHILIPPINES
Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled:
Section 1. Article 130 of the Labor Code is hereby repealed.
Section 2. Article 131 of the Labor Code is hereby repealed.
Section 3. The subsequent articles in Book Three, Title III, Chapter I to Chapter IV of Presidential Decree
No. 442 are hereby renumbered accordingly.
Section 4. A new chapter is hereby inserted after Book Three, Title III of Presidential Decree No. 442, to
read as follows:
"Chapter
V
"Employment of Night Workers
"Article 154. Coverage. - This chapter' shall apply to all persons, who shall be employed or permitted or
suffered to work at night, except those employed in agriculture, stock raising, fishing, maritime transport
and inland navigation, during a period of not less than seven (7) consecutive hours, including the interval
from midnight to five o'clock in the morning, to be determined by the Secretary of Labor and
Employment, after consulting the workers' representatives/labor organizations and employers.
"'Night worker' means any employed person whose work requires performance of a substantial number
of hours of night work which exceeds a specified limit. This limit shall be fixed by the Secretary of Labor
after consulting the workers' representatives/labor organizations and employers."
"Article 155. Health Assessment. - At their request, workers shall have the right to undergo a health
assessment without charge and to receive advice on how to reduce or avoid health problems associated
with their work:
"(a) Before taking up an assignment as a night worker;
"(b) At regular intervals during such an assignment; and
"(c) If they experience health problems during such, an assignment which are not caused by factors other
than the performance of night work.
"With the exception of a finding of unfitness for night work, the findings of such assessments shall not be
transmitted to others without the workers' consent and shall not be used to their detriment."
"Article 156. Mandatory Facilities. - Suitable firstaid facilities shall be made available for workers
performing night work, including arrangements where such workers, where necessary, can be taken
immediately to a place for appropriate treatment. The employers are likewise required to provide safe
and healthful working conditions and adequate or reasonable facilities such as sleeping or resting
quarters in the establishment and transportation from the work premises to the nearest point of their
residence subject to exceptions and guidelines to be provided by the DOLE."
"Article 157. Transfer. - Night workers who are certified as unfit for night work, due to health reasons,
shall be transferred, whenever practicable, to a similar job for which they are fit to work.

"If such transfer to a similar job is not practicable, these workers shall be granted the same benefits as
other workers who are unable to work, or to secure employment during such period.
"A night worker certified as temporarily unfit for night work shall be given the same protection against
dismissal or notice of dismissal as other workers who are prevented from working for reasons of health."
"Article 158. Women Night Workers. - Measures shall be taken to ensure that an alternative to night
work is available to women workers who would otherwise be called upon to perform such work:
"(a) Before and after childbirth, for a period of at least sixteen (16) weeks, which shall be divided
between the time before and after childbirth;
"(b) For additional periods, in respect of winch a medical certificate IS produced stating that said
additional periods are necessary for the health of the mother or child:
"(1) During pregnancy;
"(2) During a specified time beyond the period, after childbirth is fixed pursuant to subparagraph (a)
above, the length of which shall be determined by the DOLE after consulting the labor organizations and
employers.
"During the periods referred to in this article:
"(i) A woman worker shall not be dismissed or given notice of dismissal, except for just or authorized
causes provided for in this Code that are not connected with pregnancy, childbirth and childcare
responsibilities.
"(ii) A woman worker shall not lose the benefits regarding her status, seniority, and access to promotion
which may attach to her regular night work position.
"Pregnant women and nursing mothers may be allowed to work .at night only if a competent physician,
other than the company physician, shall certify their fitness to render night work, and specify, in the case
of pregnant employees, the period of the pregnancy that they can safely work.
"The measures referred to in this article may include transfer to day work where this is possible, the
provision of social security benefits or an extension of maternity leave.
"The provisions of this article shall not leave the effect of reducing the protection and benefits
connected with maternity leave under existing laws."
"Article 159. Compensation. The compensation for night workers in the form of working time, pay or
similar benefits shall recognize the exceptional nature of night work."
"Article 160. Social Services. - Appropriate social services shall be provided for night workers and, where
necessary, for workers performing night work."
"Article 161. Night Work Schedules. - Before introducing work schedules requiring the services of night
workers, the employer shall consult the workers' representatives/labor organizations concerned on the
details of such schedules and the forms of organization of night work that are best adapted to the
establishment and its personnel, as well as on the occupational health measures and social services
which are required. In establishments employing night workers, consultation shall take place regularly."
Section 5. The subsequent articles starting from Book Four, Title I, Chapter I of Presidential Decree No.
442 are hereby renumbered accordingly.
Section 6. Application. - The measures referred to in this chapter shall be applied not later than six (6)
months from the effectivity of this Act.
Section 7. Guidelines. - The DOLE shall promulgate appropriate regulations in addition to existing ones to
ensure protection, safety and welfare of night workers.
Section 8. Penalties. - Any violation of this Act, and the rules and regulations issued pursuant hereof shall
be punished with a fine of not less than Thirty thousand pesos (P30,000.00) nor more than Fifty
thousand pesos (P50,000.00) or imprisonment of not less than six (6) months, or both, at the discretion
of the court. If the offense is committed by a corporation, trust, firm, partnership at association, or other
entity, the penalty shall be imposed upon the guilty officer or officers of such corporation, trust, firm,
partnership or association, or entity.
Section 9. Separability Clause. - If any portion of this Act is declared unconstitutional, the same shall not
affect the validity and effectivity of the other provisions not affected thereby.
Section 10. Repealing Clause. - All laws, acts, decrees, executive orders, rules and regulations or other
issuances or parts thereof, which are inconsistent with this Act, are hereby modified and repealed.
Section 11. Effectivity Clause. - This Act shall take effect after fifteen (15) days following its publication in
two (2) national newspapers of general circulation.
Approved,

MALACAANG
Manila
PRESIDENTIAL DECREE No. 851
December 16, 1976
REQUIRING ALL EMPLOYERS TO PAY THEIR EMPLOYEES A 13th-MONTH PAY
WHEREAS, it is necessary to further protect the level of real wages from the ravage of worldwide
inflation;
WHEREAS, there has been no increase in the legal minimum wage rates since 1970;
WHEREAS, the Christmas season is an opportune time for society to show its concern for the plight of the
working masses so they may properly celebrate Christmas and New Year.
NOW, THEREFORE, I, FERDINAND E. MARCOS, by virtue of the powers vested in me by the Constitution,
do hereby decree as follows:
Section 1. All employers are hereby required to pay all their employees receiving a basic salary of not
more than P1,000 a month, regardless of the nature of their employment, a 13th-month pay not later
than December 24 of every year.
Section 2. Employers already paying their employees a 13th-month pay or its equivalent are not covered
by this Decree.
Section 3. This Decree shall take effect immediately.
Done in the City of Manila, this 16th day of December 1975.

RULES AND REGULATIONS IMPLEMENTING PRESIDENTIAL DECREE NO. 851

By virtue of the powers vested in me by law, the following rules and regulations implementing
Presidential Decree No. 851 are hereby issued for the guidance of all concerned.
Section 1. Payment of 13-month Pay All employers covered by Presidential Decree No. 851, hereinafter
referred to as the "Decree", shall pay to all their employees receiving a basic salary of not more than
P1,000 a month a thirteenth-month pay not later than December 24 of every year.
Section 2. Definition of certain terms As used in this issuance.
(a) "Thirteenth-moth pay" shall mean one twelfth (1/12) of the basic salary of an employee within a
calendar year;
(b) "Basic salary" shall include all remunerations or earnings paid by an employer to an employee for
services rendered but may not include cost-of-living allowances granted pursuant to Presidential Decree
No. 525 or Letter of Instructions No. 174, profit-sharing payments, and all allowances and monetary
benefits which are not considered or integrated as part of the regular or basic salary of the employee at
the time of the promulgation of the Decree on December 16, 1975.
Section 3. Employers covered The Decree shall apply to all employers except to:
(a) Distressed employers, such as (1) those which are currently incurring substantial losses or (2) in the
case of non-profit institutions and organizations, where their income, whether from donations,
contributions, grants and other earnings from any source, has consistently declined by more than forty
(40%) percent of their normal income for the last two (2) years, subject to the provision of Section 7 of
this issuance;
(b) The Government and any of its political subdivisions, including government-owned and controlled
corporations, except those corporations operating essentially as private subsidiaries of the Government;
(c) Employers already paying their employees 13-month pay or more in a calendar year of its equivalent
at the time of this issuance;
(d) Employers of household helpers and persons in the personal service of another in relation to such
workers; and
(e) Employers of those who are paid on purely commission, boundary, or task basis, and those who are
paid a fixed amount for performing a specific work, irrespective of the time consumed in the
performance thereof, except where the workers are paid on piece-rate basis in which case the employer
shall be covered by this issuance insofar as such workers are concerned.
As used herein, workers paid on piece-rate basis shall refer to those who are paid a standard amount for
every piece or unit of work produced that is more or less regularly replicated, without regard to the time
spent in producing the same.

The term "its equivalent" as used in paragraph c) hereof shall include Christmas bonus, mid-year bonus,
profit-sharing payments and other cash bonuses amounting to not less than 1/12th of the basic salary
but shall not include cash and stock dividends, cost of living allowances and all other allowances
regularly enjoyed by the employee, as well as non-monetary benefits. Where an employer pays less than
1/12th of the employees basic salary, the employer shall pay the difference.
Section 4. Employees covered Except as provided in Section 3 of this issuance, all employees of covered
employers shall be entitled to benefit provided under the Decree who are receiving not more than
P1,000 a month, regardless of their position, designation or employment status, and irrespective of the
method by which their wages are paid, provided that they have worked for at least one month during
the calendar year.
Section 5. Option of covered employers A covered employer may pay one-half of the 13th-month pay
required by the Decree before the opening of the regular school year and the other half on or before the
24th day of December of every year.
In any establishment where a union has been recognized or certified as the collective bargaining agent of
the employees therein, the periodicity or frequency of payment of the 13th month pay may be the
subject of agreement.
Nothing herein shall prevent employers from giving the benefits provided in the Decree to their
employees who are receiving more than One Thousand (P1,000) Pesos a month or benefits higher than
those provided by the Decree.
Section 6. Special feature of benefit The benefits granted under this issuance shall not be credited as
part of the regular wage of the employees for purposes of determining overtime and premium pay,
fringe benefits, as well as premium contributions to the State Insurance Fund, social security, medicare
and private welfare and retirement plans.
Section 7. Exemption of Distressed employers Distressed employers shall qualify for exemption from the
requirement of the Decree upon prior authorization by the Secretary of Labor. Petitions for exemptions
may be filed within the nearest regional office having jurisdiction over the employer not later than
January 15, 1976. The regional offices shall transmit the petitions to the Secretary of Labor within 24
hours from receipt thereof.
Section 8. Report of compliance Every covered employer shall make a report of his compliance with the
Decree to the nearest regional labor office not later than January 15 of each year.
The report shall conform substantially with the following form:
REPORT ON COMPLIANCE WITH PD NO. 851
1. Name of establishment
2. Address
3. Principal product or business
4. Total employment
5. Total number of workers benefited
6. Amount granted per employee
7. Total amount of benefits granted
8. Name, position and tel. no. of person giving information
Section 9. Adjudication of claims Non-payment of the thirteenth-month pay provided by the Decree and
these rules shall be treated as money claims cases and shall be processed in accordance with the Rules
Implementing the Labor Code of the Philippines and the Rules of the National Labor Relations
Commission.
Section 10. Prohibition against reduction or elimination of benefits Nothing herein shall be construed to
authorize any employer to eliminate, or diminish in any way, supplements, or other employee benefits
or favorable practice being enjoyed by the employee at the time of promulgation of this issuance.
Section 11. Transitory Provision These rules and regulations shall take effect immediately and for
purposes of the 13-month pay for 1975, the same shall apply only to those who are employees as of
December 16, 1975.
Manila, Philippines, 22 December 1975.

SUPPLEMENTARY RULES AND REGULATIONS IMPLEMENTING P.D. NO. 851

To insure uniformity in the interpretation, application and enforcement of the provisions of P.D. No. 851
and its implementing regulations, the following clarifications are hereby made for the information and
guidance of all concerned:
1. Contractors and Subcontractors, including Security and Watchman Agencies, are exempt for the year
1975 subject to the following conditions:
(a) that the contracts of such enterprises were entered into before December 16, 1975;
(b) that such enterprises have complied with all labor standards laws during the year;
(c) that the contract cannot really accomodate 13-month pay or its equivalent; and
(d) that the contract does not provide for cost escalation clause.
This exemption is without prejudice on the part of the workers to negotiate with their employers or to
seek payment thereof by filing appropriate complaints with the Regional Offices of the Department of
Labor.
2. Private school teachers, including faculty members of colleges and universities, are entitled to 1/12 of
their annual basic pay regardless of the number of months they teach or are paid within a year.
3. New establishments operating for less than one year are not covered except subsidiaries or branches
of foreign and domestic corporations.
4. Overtime pay, earnings and other remunerations which are not part of the basic salary shall not be
included in the computation of the 13-month pay.
5. In view of the lack of sufficient time for the dissemination of the provisions of P.D. No. 851 and its
Rules and the unavailability of adequate cash flow due to the long holiday season, compliance and
reporting of compliance with this Decree are hereby extended up to March 31, 1976 except in private
schools where compliance for 1975 may be made not later than 30 June 1976.
6. Nothing herein shall sanction the withdrawal or diminution of any compensation, benefits or any
supplements being enjoyed by the employees on the effective date of this issuance.
REPUBLIC ACT NO. 8187
AN ACT GRANTING PATERNITY LEAVE OF SEVEN (7) DAYS WITH FULL PAY TO ALL MARRIED MALE
EMPLOYEES IN THE PRIVATE AND PUBLIC SECTORS FOR THE FIRST FOUR (4) DELIVERIES OF THE
LEGITIMATE SPOUSE WITH WHOM HE IS COHABITING AND FOR OTHER PURPOSES.
Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled:
SECTION 1. Short Title. This Act shall be known as the Paternity Leave Act of 1996.
SECTION 2. Notwithstanding any law, rules and regulations to the contrary, every married male
employee in the private and public sectors shall be entitled to a paternity leave of seven (7) days with full
pay for the first four (4) deliveries of the legitimate spouse with whom he is cohabiting. The male
employee applying for paternity leave shall notify his employer of the pregnancy of his legitimate spouse
and the expected date of such delivery.
For purposes, of this Act, delivery shall include childbirth or any miscarriage.
SECTION 3. Definition of Term. For purposes of this Act, Paternity Leave refers to the benefits granted
to a married male employee allowing him not to report for work for seven (7) days but continues to earn
the compensation therefor, on the condition that his spouse has delivered a child or suffered a
miscarriage for purposes of enabling him to effectively lend support to his wife in her period of recovery
and/or
in
the
nursing
of
the
newly-born
child.
SECTION 4. The Secretary of Labor and Employment, the Chairman of the Civil Service Commission and
the Secretary of Health shall, within thirty (30) days from the effectivity of this Act, issue such rules and
regulations necessary for the proper implementation of the provisions hereof.
SECTION 5. Any person, corporation, trust, firm, partnership, association or entity found violating this Act
or the rules and regulations promulgated thereunder shall be punished by a fine not exceeding Twentyfive thousand pesos (P25,000) or imprisonment of not less than thirty (30)days nor more than six (6)
months.
If the violation is committed by a corporation, trust or firm, partnership, association or any other entity,
the penalty of imprisonment shall be imposed on the entitys responsible officers, including, but not
limited to, the president, vice-president, chief executive officer, general manager, managing director or
partner directly responsible therefor.

SECTION 6. Nondiminution Clause. Nothing in this Act shall be construed to reduce any existing
benefits of any form granted under existing laws, decrees, executive orders, or any contract agreement
or policy between employer and employee.
SECTION 7. Repealing Clause. All laws, ordinances, rules, regulations, issuances, or parts thereof which
are inconsistent with this Act are hereby repealed or modified accordingly.
REPUBLIC ACT NO. 8972
AN ACT PROVIDING FOR BENEFITS AND PRIVILEGES TO SOLO PARENTS AND THEIR CHILDREN,
APPROPRIATING FUNDS THEREFOR AND FOR OTHER PURPOSES
Be it enacted by the Senate and House of Representatives of the Philippines Congress assembled:
Section 1. Title. - This Act shall be known as the "Solo Parents' Welfare Act of 2000."
Section 2. Declaration of Policy. - It is the policy of the State to promote the family as the foundation of
the nation, strengthen its solidarity and ensure its total development. Towards this end, it shall develop a
comprehensive program of services for solo parents and their children to be carried out by the
Department of Social Welfare and Development (DSWD), the Department of Health (DOH), the
Department of Education, Culture and Sports (DECS), the Department of the Interior and Local
Government (DILG), the Commission on Higher Education (CHED), the Technical Education and Skills
Development Authority (TESDA), the National Housing Authority (NHA), the Department of Labor and
Employment (DOLE) and other related government and nongovernment agencies.
Section 3. Definition of Terms. - Whenever used in this Act, the following terms shall mean as follows:
(a) "Solo parent" - any individual who falls under any of the following categories:
(1) A woman who gives birth as a result of rape and other crimes against chastity even without a final
conviction of the offender: Provided, That the mother keeps and raises the child;
(2) Parent left solo or alone with the responsibility of parenthood due to death of spouse;
(3) Parent left solo or alone with the responsibility of parenthood while the spouse is detained or is
serving sentence for a criminal conviction for at least one (1) year;
(4) Parent left solo or alone with the responsibility of parenthood due to physical and/or mental
incapacity of spouse as certified by a public medical practitioner;
(5) Parent left solo or alone with the responsibility of parenthood due to legal separation or de
factoseparation from spouse for at least one (1) year, as long as he/she is entrusted with the custody of
the children;
(6) Parent left solo or alone with the responsibility of parenthood due to declaration of nullity or
annulment of marriage as decreed by a court or by a church as long as he/she is entrusted with the
custody of the children;
(7) Parent left solo or alone with the responsibility of parenthood due to abandonment of spouse for at
least one (1) year;
(8) Unmarried mother/father who has preferred to keep and rear her/his child/children instead of having
others care for them or give them up to a welfare institution;
(9) Any other person who solely provides parental care and support to a child or children;
(10) Any family member who assumes the responsibility of head of family as a result of the death,
abandonment, disappearance or prolonged absence of the parents or solo parent.
A change in the status or circumstance of the parent claiming benefits under this Act, such that he/she is
no longer left alone with the responsibility of parenthood, shall terminate his/her eligibility for these
benefits.
(b) "Children" - refer to those living with and dependent upon the solo parent for support who are
unmarried, unemployed and not more than eighteen (18) years of age, or even over eighteen (18) years
but are incapable of self-support because of mental and/or physical defect/disability.
(c) "Parental responsibility" - with respect to their minor children shall refer to the rights and duties of
the parents as defined in Article 220 of Executive Order No. 209, as amended, otherwise known as the
"Family Code of the Philippines."
(d) "Parental leave" - shall mean leave benefits granted to a solo parent to enable him/her to perform
parental duties and responsibilities where physical presence is required.
(e) "Flexible work schedule" - is the right granted to a solo parent employee to vary his/her arrival and
departure time without affecting the core work hours as defined by the employer.

Section 4. Criteria for Support. - Any solo parent whose income in the place of domicile falls below the
poverty threshold as set by the National Economic and Development Authority (NEDA) and subject to
the assessment of the DSWD worker in the area shall be eligible for assistance: Provided, however, That
any solo parent whose income is above the poverty threshold shall enjoy the benefits mentioned in
Sections 6, 7 and 8 of this Act.
Section 5. Comprehensive Package of Social Development and Welfare Services. - A comprehensive
package of social development and welfare services for solo parents and their families will be developed
by the DSWD, DOH, DECS, CHED, TESDA, DOLE, NHA and DILG, in coordination with local government
units and a nongovernmental organization with proven track record in providing services for solo
parents.
The DSWD shall coordinate with concerned agencies the implementation of the comprehensive package
of social development and welfare services for solo parents and their families. The package will initially
include:
(a) Livelihood development services which include trainings on livelihood skills, basic business
management, value orientation and the provision of seed capital or job placement.
(b) Counseling services which include individual, peer group or family counseling. This will focus on the
resolution of personal relationship and role conflicts.
(c) Parent effectiveness services which include the provision and expansion of knowledge and skills of
the solo parent on early childhood development, behavior management, health care, rights and duties of
parents and children.
(d) Critical incidence stress debriefing which includes preventive stress management strategy designed
to assist solo parents in coping with crisis situations and cases of abuse.
(e) Special projects for individuals in need of protection which include temporary shelter, counseling,
legal assistance, medical care, self-concept or ego-building, crisis management and spiritual enrichment.
Section 6. Flexible Work Schedule. - The employer shall provide for a flexible working schedule for solo
parents: Provided, That the same shall not affect individual and company productivity: Provided,
further, That any employer may request exemption from the above requirements from the DOLE on
certain meritorious grounds.
Section 7. Work Discrimination. - No employer shall discriminate against any solo parent employee with
respect to terms and conditions of employment on account of his/her status.
Section 8. Parental Leave. - In addition to leave privileges under existing laws, parental leave of not more
than seven (7) working days every year shall be granted to any solo parent employee who has rendered
service of at least one (1) year.
Section 9. Educational Benefits. - The DECS, CHED and TESDA shall provide the following benefits and
privileges:
(1) Scholarship programs for qualified solo parents and their children in institutions of basic, tertiary and
technical/skills education; and
(2) Nonformal education programs appropriate for solo parents and their children.
The DECS, CHED and TESDA shall promulgate rules and regulations for the proper implementation of this
program.
Section 10. Housing Benefits. - Solo parents shall be given allocation in housing projects and shall be
provided with liberal terms of payment on said government low-cost housing projects in accordance
with housing law provisions prioritizing applicants below the poverty line as declared by the NEDA.
Section 11. Medical Assistance. - The DOH shall develop a comprehensive health care program for solo
parents and their children. The program shall be implemented by the DOH through their retained
hospitals and medical centers and the local government units (LGUs) through their
provincial/district/city/municipal hospitals and rural health units (RHUs).
Section 12. Additional Powers and Functions of the DSWD. The DSWD shall perform the following
additional powers and functions relative to the welfare of solo parents and their families:
(a) Conduct research necessary to: (1) develop a new body of knowledge on solo parents; (2) define
executive and legislative measures needed to promote and protect the interest of solo parents and their
children; and (3) assess the effectiveness of programs designed for disadvantaged solo parents and their
children;
(b) Coordinate the activities of various governmental and nongovernmental organizations engaged in
promoting and protecting the interests of solo parents and their children; and

(c) Monitor the implementation of the provisions of this Act and suggest mechanisms by which such
provisions are effectively implemented.
Section 13. Implementing Rules and Regulations. - An interagency committee headed by the DSWD, in
coordination with the DOH, DECS, CHED, TESDA, DOLE, NHA, and DILG is hereby established which shall
formulate, within ninety (90) days upon the effectivity of this Act, the implementing rules and
regulations in consultation with the local government units, nongovernment organizations and people's
organizations.
Section 14. Appropriations. - The amount necessary to carry out the provisions of this Act shall be
included in the budget of concerned government agencies in the General Appropriations Act of the year
following its enactment into law and thereafter.1awphil.net
Section 15. Repealing Clause. - All laws, decrees, executive orders, administrative orders or parts thereof
inconsistent with the provisions of this Act are hereby repealed, amended or modified accordingly.
Section 16. Separability Clause. - If any provision of this Act is held invalid or unconstitutional, other
provisions not affected thereby shall continue to be in full force and effect.
Section 17. Effectivity Clause. - This Act shall take effect fifteen (15) days following its complete
publication in theOfficial Gazette or in at least two (2) newspaper of general circulation.
Approved.
(Sgd.)
JOSEPH
EJERCITO
ESTRADA
President of the Philippines