What are the important labor laws of the Philippines?

Question

I plan to set up a business in the Philippines. Before going into such venture, I would like to know the labor laws in the Philippines.

Answer 1

the labor code puts the labor laws into one book. it establishes the rights of both workers and employers. the section on wages, benefits, leaves, social protection, health and safety, labor relations, and post employment are good to start with concerning workers.

there is a minimum wage for daily paid workers in every region. this means that daily wages of workers in metro manila are different from wages of workers in other regions. paying the correct minimum wage rate will satisfy your workers. overtime work on regular days and holidays should be compensated accordingly.

there are leaves and benefits required by law - 13th month pay for every year of service or a fraction thereof, five-day service incentive leave for every year of service, maternity and paternity leaves.

premiums on social insurance - SSS (social security system), Philhealth (health insurance), Pag-IBIG (provident fund), ECC (employees compensation) - should be paid starting from the first day of employment. this is a problematic area because employers do not remit contributions on time.

health and safety requires a safety committee with the participation of workers. it includes free protective equipment to workers and preventive programs.

labor relations include the rights of workers to form unions. union organizing is legal and has never been illegal in the philippines. of course companies do not like unions mainly because they do not see unions and workers as partners.

labor relations also include how companies and workers deal with each other. most problems in these area arise from the fact that companies do not show concern for the grievances of their workers. i believe the key is this: if companies care for their workers, there will be harmonious employee-employer relations.

post employment has something to do with termination or lay offs. there are grounds for terminating workers. contractualization is normal these days but if done improperly, it could be a source of legal problems.

getting the services of human resource practitioners help because these persons understand more the issue of employee-employer relations.

also, sexual harassment and family welfare are most fitting concerns of women workers.

all of these require cost when implemented. some companies try to avoid addressing some or most of these concerns and save in the short term, but they end up spending more because costs have piled up. they need to implement what are required and sooner or later they have to comply.

Answer 2

Labor Code,
Sexual Harassment Law, and
Laws on Labor Contractualization.

Answer 3

the important in labor laws in the philippines is that you should abide all the certain legalities to your employees, there right being an employees.......in short there should an employer-employee relationship to make your business will manage....and to avoid forming unions which will be the cause of trouble and there is a posibilities that your busines might collapse...

Answer 4

check with the labor board