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• Books in the Labour Code

  • BOOK I – PRE-EMPLOYMENT
  • BOOK II – HUMAN RESOURCE DEVELOPMENT PROGRAM
  • BOOK III – CONDITIONS OF EMPLOYMENT
  • BOOK IV – HEALTH/SAFETY/SOCIAL BENEFITS
  • BOOK V – LABOUR RELATIONS
• Apprenticeship


  1. OJT for more than three (3) months not to exceed six (6)months

  2. Supplemented by related theoretical instruction

  3. Wage: not less than 75% of applicable minimum wage
• Qualifications of Apprentice


  • At least 14 years of age
  • Has aptitude/capacity for appropriate tests
  • Has ability to understand/follow oral or written instructions
• Handicapped Workers


  Wages: not less than 75% of applicable minimum wage
• Normal work period


  1. Eight (8) hours/ day excluding meal time

  2. Five (5) days a week
• Rest periods of short duration

  Shall be counted as hours of work
• Meal period


  60 minutes
• Night shift


  • 10:00 p.m. – 6:00 a.m.
  • Pay differential: at least 10% of regular pay
• Overtime Pay


  • Regular weekdays: regular wage + 25%
  • Holidays/rest days: regular wage + 130%
• Weekly rest day


  One day after six (6) consecutive work days
• Compensation for Rest Day, Sunday , or Holiday Work

  • Scheduled rest day - + 30% at least
  • Special holiday - + 30% at least
  • Scheduled rest day + special holiday - +50%
• Holiday pay


  2x regular pay
• Incentive Leave


  5 days for at least one year of service
• Minimum wage rates


  Prescribed by the Regional Tripartite Wages and Productivity Boards
• Payment of wages by results


  DOLE Secretary to regulate through time and motion studies or in consultation with workers' and employers' organizations
• Wages to be paid

  Every two weeks
• Contractor/Sub-Contractor


  1. In case of failure to pay wages, employer becomes liable

  2. No labor-only contracting
• Posting of bond


  Employer/indirect employer may require contractor/sub-contractor to post bond equal to cost of labor
• Solidary Liability


  Employer/indirect employers shall be held responsible, along with contractor/sub-contractor, for any violation of Labor Code
• In case of bankruptcy

  Workers should enjoy preference in the payment of unpaid wages and other monetary claims
• Deductions from workers' pay

  • To reimburse employer for insurance
  • Union dues
  • Other cases where employer is authorized by law or regulations of DOLE
• Night work prohibition with exceptions (Repealed by RA 10151 in June 2011)
• Provisions for female employees

  • Proper seats
  • Separate lavatories + dressing room
  • Nursery in the workplace
  • Appropriate minimum retirement age or termination in special occupations such as flight attendants
• Maternity Leave


  • Two (2) weeks prior to delivery
  • Four (4) weeks after delivery
  • Extension without pay unless leave credits are applied
  • First four (4) deliveries
• Provision of free family planning services and incentive bonus schemes
• Prohibitions against discrimination against women

  • Pay for work of equal value
  • Promotion/training/study leave
• Prohibition against discharging a female employee on account of pregnancy
• Female workers in certain occupations such as nightclub entertainers, masseuses, etc., are considered employees if they worked under an employer for "a substantial period of time" as determined by DOLE Secretary
• Every employer is required to keep first aid medicines and equipment on the work premises
• Employees' Compensation & State Insurance Fund

  To provide compensation/medical benefits (tax exempt) for work-connected disability or death for employees and their dependents
• Compulsory coverage


  Employees not over 60 years old; those above 60 are covered if they are contributing to their insurance and retirement benefits
• Employer's contribution


  1% of monthly wage, reviewed periodically
• Government guarantee to make up for any deficiency in funds
• Every employer shall render assistance for the establishment and operations of adult education for their workers as prescribed by DOLE/DECS
• Rights & conditions of Membership in labor organizations

  • No arbitrary or excessive initiation fees
  • Full & detailed reports from officers on all financial transactions
  • Direct election of officers, including those of the national union or federation
  • Determination by secret ballot of any question on major policies
• Coverage/Employees right to self-organization


  • All employees of business enterprises and of religious/charitable institutions
  • Ambulant, self-employed, rural workers may form labor organizations
• Public Sector


  Employees of government corporations have the right to organize and to bargain collectively. All other employees in the civil service shall have the right to form organizations for purposes not contrary to law
• Managerial employees


  Cannot form their own unions but supervisory employees can
• Unfair Labor Practices (ULP) of Employers


  • Interfere, coerce, restrain employees in organizing
  • Require as a condition of employment not to join a trade union or withdraw from one
  • Outsourcing/contracting out when such will interfere etc. with employees' right to self-organization or discourage membership in any labor organization
  • To discriminate with respect to wages, hours of work, and other terms/conditions of work
• Unfair Labor Practices (ULP) of Labor Organizations


  • Restrain/coerce employees in the exercise of their right to self-organization
  • To cause an employer to discriminate against an employee