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DOLE

Department Advisory No. 4


Series of 2010
Purpose: To assist and guide employers and employees in the implementation of various flexible work
arrangements and the exemption from the nigwork prohibition for women employees under Article 30
of the Labor Code.
Flexible Work Arrangement -an alternative arrangements or schedules other than the traditional or
standard work hours, workdays, and workweek. Its purpose is to improve business competitiveness
and productivity and give employers and employees flexibility in fixing hours of work compatible with
business requirements and the employees need for balanced work life.
a. Compressed Workweek - an alternative arrangement whereby the normal workweek is
reduced to less than 6 days but the total number of normal work hours per week shall remain at 48
hours. The normal workday is increased to more than 8 hours without corresponding overtime premium.
This concept can be adjusted accordingly in cases where the normal workweek of the firm is 5 days.
b. Gliding or Flexi-time schedule -the employees are required to the core work hours in the
establishment but are free to determine their arrival and departure.
c. Flexi-holidays schedule - the employees agree to avail the holidays at some other days
provided there is no diminution of existing benefits as a result of such arrangement.
Administration:
a. The difference shall be treated as grievances under the applicable grievance mechanism of
the company.
b. For appropriate conciliation if there is no grievance mechanism, the grievance shall be referred
to the Regional Office which has jurisdiction over the workplace.
c. To facilitate the resolution of grievances, employers must keep and maintain the documentary
requirements proving that the arrangement was voluntarily adopted. -to assist and guide employers
and employees in the implementation of various flexible work arrangements and the exemption from
the night work prohibition for women employees.
Exemption from Nightwork Prohibition for women employees under the Labor Code:
Below 18 years of age
Employers are required to provide safe and healthful working conditions, and adequate facilities in the
establishment such us sleeping or resting quarters.
Pregnant women and nursing mothers must secure a certificate that they are fit to render night work
and specify the period of pregnancy that they can safely work.

DOLE
Department Advisory No. 2
Series of 2009
Purpose: To assist and guide employers and employees in the implementation of various flexible work
arrangements as one of the coping mechanisms and remedial measures in times of economic
difficulties and national emergencies.
Flexible Work Arrangement is considered better than the outright termination of the services of the
employees or total closure of the establishment. An alternative arrangements or schedules other than
the traditional or standard work hours, workdays, and workweek. It is beneficial in terms of reduction of
business costs. It helps in saving jobs while maintaining competitiveness and productivity in industries.
a. Compressed workweek - an alternative arrangement whereby the normal workweek is
reduced to less than 6 days but the total number of normal work hours per week shall remain at 48
hours. The normal workday is increased to more than 8 hours without corresponding overtime premium.
This concept can be adjusted accordingly in cases where the normal workweek of the firm is 5 days.
b. Reduction of Work days - the normal work days per week are reduced but should not last
for more than 6 months.
c. Rotation of Workers - employees are rotated or alternately provided work within the
workweek.
d. Forced Leave - the employees are required to go on leave for several days or weeks utilizing
their leave credits if there are any.
e. Broken-time schedule - the work schedule is not continuous but the work-hours within the
day or week remain.
f. Flexi-holidays schedule - the employees agree to avail the holidays at some other days
provided there is no diminution of existing benefits as a result of such arrangement.

Administration of Flexible Work Arrangement


a. The difference shall be treated as grievances under the applicable grievance mechanism of
the company.
b. For appropriate conciliation if there is no grievance mechanism, the grievance shall be
referred to the Regional Office which has jurisdiction over the workplace.
c. To facilitate the resolution of grievances, employers must keep and maintain the documentary
requirements proving that the arrangement was voluntarily adopted.

DOLE
Department Advisory No.02
Series of 2004
IMPLEMENTATION OF COMPRESSED WORKWEEK SCHEMES
Purpose: To guide employers and workers who may opt to adopt a mutually acceptable compressed
work week scheme suitable to the requirements of the firm.
Not applicable in the construction industry, in health services, in occupations requiring heavy manual
labor, or for those workplace or occupations exposed to airborne contaminants, human carcinogens,
substances, chemicals or noise that exceed exceed threshold limit values or tolerance levels for an
eight-hour workday.
Policy:
To promote business competitiveness, productivity, and efficiency.
To give employers and workers flexiblity in fixing hours of work compatible with business
requirements and the employees need for balanced work life
To ensure safety and health of employees at the workplace at all time.
Normal Work Hours- Labor Code provides that the normal work hours per day shall be eight hours.
Compressed Workweek- normal workweek is reduced to less than 6 days but the total number of
workhours of 48 hours per week shall remain. The normal workday is increased to more than 8 hours
but not exceeding 12 hours, without corresponding overtime premium. The concept can be adjusted
accordingly depending on the normal workweek of the company.
NB: There must be an express and voluntary agreement of the majority of the employees. - In firms
where there is a high risk for the employees health and safety, a certification that work beyond 8 hours
is within threshold limits.
The DOLE, through the regional office having jurisdiction, should be notified of the adoption of the
CWW scheme.