Labor Standards

Labor standards refer to legally-mandated benefits required to be given to the employees by the
employer or, in some cases, by the Government.

Labor standards are also known as "General Labor Standards" or "Legally-Mandated Benefits."

ii. Labor Relations

a) To promote and emphasize the primacy of free collective bargaining and negotiations,
including voluntary arbitration, mediation and conciliation, as modes of settling labor or industrial
disputes;

b) To promote free trade unionism as an instrument for the enhancement of democracy and the
promotion of social justice and development;

c) To foster the free and voluntary organization of a strong and united labor movement;

d) To promote the enlightenment of workers concerning their rights and obligations as union members
and as employees;

e) To provide an adequate administrative machinery for the expeditious settlement of labor or industrial
disputes;

f) To ensure a stable but dynamic and just industrial peace; and

g) To ensure the participation of workers in decision and policy-making processes affecting their rights,
duties and welfare.

iii. Social Legislation

2. Labor Law

a. Labor Standards

i. Coverage – (Art. 82)

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.
"Field personnel" shall refer to non-agricultural employees who regularly perform their duties away from
the principal place of business or branch office of the employer and whose actual hours of work in the
field cannot be determined with reasonable certainty.

ii. Basic Pay

Maaaring magbayad ng mababa sa Minimum Wage sa mga sumusunod:

1. Sa “learner" o "apprentice” - maaaring mag-umpisa sa 75% ng minimum wage ang sweldo niya:

2. Sa kasambahay o empleyadong nasa serbisyong pampersonal ng iba; at

3. Sa empleyadong nagtatrabaho sa mga establisimentong mabibigyan ng exemption ng Regional Wage

Boards gaya ng mga distressed establishments at mga establisimento para sa pagtitinda ("retail") o
serbisyo na hindi hihigit sa sampu ang "regular" na empleyado.

4. Mga empleyado ng kompanyang rehistrado bilang Barangay Micro-Business Law (RA 9178)
5. Mga estudyanteng naka enroll sa paaralang may kasunduan sa employer para sa on the job training o
practicum.

1. regular na araw

- binabayaran sa unang 8 oras sa isang araw (R)

2. regular holiday

- R (kung hindi nagtrabaho)

- 2R (kung nagtrabaho)

3. special day

- wala (kung hindi nagtrabaho)

- R + 30% R (kung nagtrabaho)

4. rest day

- R + 30% R (kung nagtrabaho)

5. rest day at regular holiday

- 2R + 30% (2R)

6. rest day + special day

- R + 50% R

7. night shift differential

- R/8 + 10% R/8 sa bawa't oras ng trabaho mula 10 ng gabi hanggang 6 ng umaga.

8. overtime

- regular na araw - R/8 + 25% (R/8) x oras ng overtime

- ibang araw (gaya ng rest day, holiday): sahod sa bawat oras ng araw na iyon +30% nito

iii. Overtime Premium – (Art. 87)

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.
 MAGKANO ANG OVERTIME PAY?

Kailangang bayaran ang isang manggagawa ng overtime premium o dagdag na bayad na 25% ng kanyang
regular na sahod sa bawat oras.

Kung ang overtime ay ginawa sa araw ng pahinga ng manggagawa o sa holiday, 30% ng sahod sa bawat
regular na oras ng trabaho sa araw ng pahinga o sa holiday ang overtime premium.

iv. Night Shift differential – (Art. 86)

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 o'clock in the
evening and six o'clock in the morning.

NIGHT SHIFT DIFFERENTIAL

Ito ang dagdag na sahod na 10% ng regular na sahod sa bawat oras ng pagtatrabaho sa pagitan ng 10:00
ng gabi hanggang 6:00 ng umaga. Kailangan ito ibigay sa sinumang nagtatrabaho sa pagitan ng mga oras
na naturan.

Dahil sa RA 10151 (2010), may mga alituntuning dapat sundin sa mga sitwasyong may "night worker" - o
manggagawang pinagtrabaho sa pagitan ng 10:00 ng gabi at 6:00 ng umaga at hindi bababa sa 7 oras ang
trabahong naturan. Kasama sa mga alituntunin ang:

1. May karapatang humingi ng libreng health assessment ang mga night workers:

Kung sinabi ng doktor na hindi nakakabuti sa kalusugan ng manggagawa ang pagiging night worker,
maaaring lipat ang manggagawa sa ibang uri ng trabaho.

Kung ang kalusugan ng manggagawa ang dahilan kung bakit hindi siya maaaring maging night worker,
manari siyang alisin sa trabaho sa dahilan ng illness sang-ayon sa batas kung ang dahilang ito ay hindi
maisasaayos sa loob ng 6 na buwan.

Sa sitwasyon naman ng mga buntis o nagpapasusong manggagawa, maaari silang ilipat sa trabahong
pang- araw. Hindi siya maaaring tanggalin dahil sa kanyang panganganak o dahil sa kaniyang
ginagampanan bilang ina.

2. May karapatang humingi ng payo ang mga night workers kung paano makakaiwas sa mga
problemang pangkalusugan sanhi ng kanilang trabaho sa gabi.

3. May karapatan ang mga night worker sa mga sumusunod na pasilidad:

 ● Pasilidad para sa first aid

● Lactation stations

● Hiwalay na CR para sa babae at lalaki

● Lugar para sa pagkain at malinis na inuming tubig

● Transportasyon pati ang lugar na akma para magpahinga o matulog

v. Holiday – (Art. 94)

ART. 94. Right to Holiday Pay.

(a) Every worker shall be paid his regular daily wage during regular holidays, except in retail and service
establishments regularly employing less than ten (10) workers;

(b) The employer may require an employee to work on any holiday but such employee shall be paid a
compensation equivalent to twice his regular rate; and

(c) As used in this Article, "holiday" includes: New Year's Day, Maundy Thursday, Good Friday, the ninth
of April, the first of May, the twelfth of June, the fourth of July, the thirtieth of November, the twenty-
fifth and thirtieth of December and the day designated by law for holding a general election.

Ang Holiday Pay ay ang bayad na ibinibigay ng batas sa mga manggagawa kahit na hindi siya magtrabaho
sa regular holiday.

1. Special (additional 30% sa sahod)

Bakasyon din sa mga sumusunod na araw na tinatawag na nationwide special days pero babayaran
lamang ang manggagawa kung magtratrabaho siya sa mga araw na ito:

1. Araw ng mga Patay (November 1)

2. Ninoy Aquino Day (August 21)

3. Huling Araw ng Taon (December 31)

2. Regular (double pay)

12 LAMANG ANG MGA REGULAR HOLIDAYS Ito ay ang mga sumusunod:

1. Bagong Taon (January 1)

2. Huwebes Santo (Pabagu-bago)

3. Biyernes Santo (Pabagu-bago)

4. Araw ng Kagitingan (April 9)

5. Araw ng Paggawa (May 1)

6. Araw ng Kalayaan (June 12)

7. Araw ng mga Pambansang Bayani (Huling Linggo ng Agosto)

8. Araw ni Bonifacio (November 30)

9. Pasko (December 25)

10. Araw ni Rizal (December 30)

11. Eid-ul-Fitr (Pabagu-bago)

12. Eid al-Adha (Pabagu-bago)

vi. Thirteenth Month Pay

Kailangan itong ibigay nang hindi lalampas ng December 24 ng bawat taon.

Kailangang nakapagtrabaho na sa loob ng hindi bababa sa isang buwan ang manggagawa para
makatanggap ng 13th month pay.

1. Ceiling under the tax code

REPUBLIC ACT No. 10653

AN ACT ADJUSTING THE 13th MONTH PAY AND OTHER BENEFITS CEILING EXCLUDED FROM THE
COMPUTATION OF GROSS INCOME FOR PURPOSES OF INCOME TAXATION, AMENDING FOR THE
PURPOSE SECTION 32(B), CHAPTER VI OF THE NATIONAL INTERNAL REVENUE CODE OF 1997, AS
AMENDED

2. How to compute?

ang sahod na maaabot sa pormulasyong ito:

Kabuuang basic pay sa isang taon ÷ 12

vii. Leaves

1. Vacation Leave
Vacation Leave (VL) is provided by the company to afford the employee to rest and relax and Sick Leave
(SL) is to compensate employees who are unable to work on the designated work days.

Vacation Leave (VL) and Sick leave (SL) may be given by an employer as an alternative to Service
Incentive Leave (SIL).

2. Service Incentive Leave – (Art. 95)

ART. 95. Right to Service Incentive Leave.

(a) Every employee who has rendered at least one year of service shall be entitled to a yearly service
incentive leave of five days with pay.

(b) This provision shall not apply to those who are already enjoying the benefit herein provided, those
enjoying vacation leave with pay of at least five days and those employed in establishments regularly
employing less than ten employees or in establishments exempted from granting this benefit by the
Secretary of Labor and Employment after considering the viability or financial condition of such
establishment.

(c) The grant of benefit in excess of that provided herein shall not be made a subject of arbitration or any
court or administrative action.

Kapag nakapaglingkod na ang manggagawa nang hindi bababa sa isang taon, may karapatan na siya sa
limang (5) araw na bakasyon o leave na may bayad sa bawat taon.

3. Maternity Leave – RA No. 11210

AN ACT INCREASING THE MATERNITY LEAVE PERIOD TO ONE HUNDRED FIVE (105) DAYS FOR
FEMALE WORKERS WITH AN OPTION TO EXTEND FOR AN ADDITIONAL THIRTY (30) DAYS WITHOUT PAY,
AND GRANTING AN ADDITIONAL FIFTEEN (15) DAYS FOR SOLO MOTHERS, AND FOR OTHER PURPOSES.

Maternity leave benefits

● 105 days, kahit caesarian o normal delivery.

● Additional 15 days kapag solo parent (RA 8972)

● 60 days kapag miscarriage o emergency termination (abortion)

● Pwede i-extend ng 30 days ng walang bayad

 ● 3 monthly SSS contributions sa loob ng 12 buwan

● Ina-advance ng employer sa loob ng 30 araw na nag mat-leave

● Buong sweldo dapat (compute for salary differentials)

● Pwedeng bigyan ang tatay ng 7 araw sa mat-leave ng nanay, dagdag sa 7-days paternity leave
under RA 8187

● Kahit ilang anak.

4. Paternity Leave - RA No. 11210

Paternity leave benefits are given to married male employees whose legal wife underwent delivery or
miscarriage. The benefit applies to all male employees regardless of employment status. The benefit
consists of seven (7) days of leave credits with full pay.

5. Solo Parent Leave – RA No. 11861

AN ACT GRANTING ADDITIONAL BENEFITS TO SOLO PARENTS, AMENDING FOR THE PURPOSE REPUBLIC
ACT NO. 8972, ENTITLED “AN ACT PROVIDING FOR BENEFITS AND PRIVILEGES TO SOLO PARENTS AND
THEIR CHILDREN, APPROPRIATING FUNDS THEREFOR AND FOR OTHER PURPOSES”

Dagdag pa, ang sinumang manggagawa na "solo-parent" na nasa serbisyo ng isang taon ay may
karapatan sa parental leave na hindi hihigit sa pitong (7) araw ng trabaho bawat taon. (RA 8972)

Kapag hindi mo gets pwede mo ‘tong panuorin: https://www.youtube.com/watch?

v=vCUQaz9qYas&t=3553s

Other scources:
https://www.dole.gov.ph/php_assets/uploads/2017/11/LaborCodeofthePhilippines20171.pdf