P O W E R P O I N T T E M P L AT E

Introduction
LABOR CODE
The Labor Code of the
Philippines is a legal code that
determines all employment
practices and labor relations in
the country. It aims to protect
employees and employers while
ensuring that neither is subject to
unfair treatment or exploitation
Importance of understanding laws on
wages and working hours
• Understanding laws on wages is not just a
legal requirement but also a strategic and
ethical necessity for both employers and
employees. It establishes a foundation for
fair labor practices, positive workplace
dynamics, and sustainable business growth.
• Understanding working hours is essential for
creating a positive work environment,
promoting employee well-being, ensuring
legal compliance, and maximizing overall
p r o d u c t i v i t y a n d e ff i c i e n c y i n t h e w o r k p l a c e .
Importance of understanding laws on
wages and working hours
• Understanding laws on wages is not just a
legal requirement but also a strategic and
ethical necessity for both employers and
employees. It establishes a foundation for
fair labor practices, positive workplace
dynamics, and sustainable business growth.
• Understanding working hours is essential for
creating a positive work environment,
promoting employee well-being, ensuring
legal compliance, and maximizing overall
p r o d u c t i v i t y a n d e ff i c i e n c y i n t h e w o r k p l a c e .
Working
Hours
 Working Hours
• Wo r k i n g h o u r s r e f e r t o t h e s p e c i f i c t i m e
duration during which an employee is
expected to be actively engaged in work-
related activities. It includes the time spent
on tasks, responsibilities, or duties
a s s i g n e d b y a n e m p l o y e r. Wo r k i n g h o u r s
c a n v a r y b a s e d o n i n d u s t r y, c o m p a n y
policies, and local labor laws
 Maximum work hours allowed in the
Philippines
• According to the Labor Code of the
Philippines, no employee in the Philippines
m u s t w o r k f o r o v e r 8 h o u r s a d a y, a n d t h e y a r e
e n t i t l e d t o a 1 - h o u r l u n c h b r e a k d a i l y, T h e
standard Philippine work week is 40 hours
• There are no laws that mandate an employee's
working hours from home
• Wo r k i n g h o u r s i n c l u d e t h e t i m e d u r i n g w h i c h
the employer is required to be at the
workplace, all hours that they are asked to
work, and the breaks in between to avoid
burnout
 Employees Exempt from Completing Working Hours
• Article 82 of the Labor Code states that
employees under all establishments and
undertakings need to complete a certain set of
working hours, except:
• Managerial employees
• Field personnel
• Family members of the employer who are
dependent for support
• Domestic help
• Individuals who provide personal service to
others
• Wo r k e r s g i v e n w a g e s / s a l a r y b a s e d o n t h e
Secretary of Labor regulations
 Overtime
• Overtime refers to any hours worked by an employee
that exceed their normally scheduled working hours.
It is the amount of time someone works beyond
normal working hours, Overtime can be calculated on
a d a i l y, w e e k l y, o r m o n t h l y b a s i s , d e p e n d i n g o n t h e
employer's policies and the labor laws in the country
in the Philippines,
• If an employee works for longer than the maximum
work hours allowed in the Philippines, which is 8
hours, they must be paid extra. This includes
additional compensation of 25% of their regular work
wage
 Meal Times
The Labor Code dictates that all employers
must get no less than a 60-minutes break to
finish their meals. The usual time during
day-shifts is 12.00 PM.
Night Shift
In case an employer requires a worker to
work during the night- any time between
10:00 PM and 6:00 AM- he must be paid a
minimum of 10% over and above his regular
wage for each hour.
.
Minimum
Wage
 Minimum Wage
The minimum wage rate in the Philippines varies from
one region of the country to another and is set by the
r e l e v a n t R e g i o n a l Tr i p a r t i t e Wa g e s a n d P r o d u c t i v i t y
Board. Each of the 16 regions in the Philippines has
i t s o w n R e g i o n a l Tr i p a r t i t e Wa g e s a n d P r o d u c t i v i t y
Board which sets minimum wage rates for their
respective region. The minimum wage in the National
Capital Region (NCR) is PHP 537 per day
 MARKET
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1. Frequency of Wage Payments:
• The frequency of wage payments refers to how often employees
receive their compensation.
• Common frequencies include weekly, bi-weekly, semi-monthly, or
monthly.
2.Payment by Results:
• Payment by results, also known as piece-rate or performance-based
pay, involves compensating employees based on their productivity or the
outcomes of their work.
• This method is often used in industries where output can be easily
measured, such as manufacturing or agriculture.
• It's important for employers to establish transparent criteria for
determining results and ensure that employees are fairly compensated for
their efforts.
3.Prohibited Acts Related to Wages:
• Illegal Deductions: Employers are typically not allowed to
make unauthorized deductions from employees' wages.
• Non-payment of Overtime: Failing to compensate
employees for overtime work beyond standard working hours
may be prohibited.
• Delay in Wage Payments: Employers are generally
required to pay wages on time according to the agreed-upon
frequency, and significant delays may be prohibited.
• Discrimination in Wages: It is often illegal to discriminate
in wages based on factors such as gender, race, or other
protected characteristics. Equal pay for equal work
Discrimination
and
Harassment
Discrimination and Harassment
E q u a l P a y f o r E q u a l Wo r k :
• The principle of equal pay for equal work emphasizes that
individuals performing substantially similar work, regardless of
g e n d e r, s h o u l d r e c e i v e e q u a l c o m p e n s a t i o n .
Prohibited Acts Related to Discrimination and Harassment:
• Acts related to discrimination and harassment are typically
prohibited to ensure a safe and respectful workplace.
• Sexual Harassment:
• Racial Discrimination:
• Age Discrimination:
• Disability Discrimination:
• Gender Discrimination:
 CONCLUSION
In conclusion the laws on wages and working
hours in the Philippines serve as a foundation
for ethical employment practices, benefiting
both employers and employees and contributing
to a just and thriving labor environment.
Promoting a workplace free from discrimination
a n d h a r a s s m e n t f o s t e r s a p o s i t i v e o rg a n i z a t i o n a l
culture, enhances employee well-being, and
contributes to a more productive and diverse
workforce.