Republic Acts

REPUBLIC ACT NO. 10151

June 21, 2011

AN ACT ALLOWING THE EMPLOYMENT OF NIGHT WORKERS, THEREBY REPEALING ARTICLES

130 AND 131 OF PRESIDENTIAL DECREE NUMBER FOUR HUNDRED FORTY-TWO, AS
AMENDED, OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES

Be it enacted by the Senate and House of Representatives of the Philippines in Congress

assembled:

SECTION 1. Article 130 of the Labor Code is hereby repealed.

SECTION 2. Article 131 of the Labor Code is hereby repealed.

SECTION 3. The subsequent articles in Boot Three, Title III, Chapter I to Chapter IV of
Presidential Decree No. 442 are hereby renumbered accordingly.

SECTION 4. A new chapter is hereby inserted after Book Three, Title III of Presidential
Decree No. 442, to read as follows: 
“Chapter V

“Employment of Night Workers

“Art. 154. Coverage.— This chapter shall apply to all persons, who shall be employed or
permitted or suffered to work at night, except those employed in agriculture, stock raising,
fishing, maritime transport and inland navigation, during a period of not less than seven (7)
consecutive hours, including the interval from midnight to five o’clock in the morning, to be
determined by the Secretary of Labor and Employment, after consulting the workers’
representatives/labor organizations and employers.

‘”Night worker’ means any employed person whose work requires performance of a
substantial number of hours of night work which exceeds a specified limit. This limit shall
be fixed by the Secretary of Labor after consulting the workers’ representatives/labor
organizations and employers.”
“Art. 155. Health Assessment, – At their request, workers shall have the right to undergo a
health assessment without charge and to receive advice on how to reduce or avoid health
problems associated with their work: “(a) Before taking up an assignment as a night worker;

“(b) At regular intervals during such an assignment; and

“(c) If they experience health problems during such an assignment which are not caused by
factors other than the performance of night work.

“With the exception of a finding of unfitness for night work, the findings of such
assessments shall not be transmitted to others without the workers’ consent and shall not
be used to their detriment.”

“Art. 156. Mandatory Facilities.— Suitable first-aid facilities shall be made available for
workers performing night work, including arrangements where such workers, where
necessary, can be taken immediately to a place for appropriate treatment. The employers
are likewise required to provide safe and healthful working conditions and adequate or
reasonable facilities such as sleeping or resting quarters in the establishment and
transportation from the work premises to the nearest point of their residence subject to
exceptions and guidelines to be provided by the DOLE.”

“Art. 157. Transfer.— Night workers who are certified as unfit for night work, due to health
reasons, shall be transferred, whenever practicable, to a similar job for which they are fit to
work.

“If such transfer to a similar job is not practicable, these workers shall be granted the same
benefits as other workers who are unable to work, or to secure employment during such
period.

“A night worker certified as temporarily unfit for night work shall be given the same
protection against dismissal or notice of dismissal as other workers who are prevented
from working for reasons of health.”

“Art. 158. Women Night Workers.— Measures shall be taken to ensure that an alternative to
night work is available to women workers who would otherwise be called upon to perform
such work:

“(a) Before and after childbirth, for a period of at least sixteen (16) weeks, which shall be
divided between the time before and after childbirth;
“(b) For additional periods, in respect of which a medical certificate is produced stating that
said additional periods are necessary for the health of the mother or child:

“(1) During pregnancy;

“(2) During a specified time beyond the period, after childbirth is fixed pursuant to
subparagraph (a) above, the length of which shall be determined by the DOLE after
consulting the labor organizations and employers.

“During the periods referred to in this article:

“(i) A woman worker shall not be dismissed or given notice of dismissal, except for just or
authorized causes provided for in this Code that are not connected with pregnancy,
childbirth and childcare responsibilities.

“(ii) A woman worker shall not lose the benefits regarding her status, seniority, and access
to promotion which may attach to her regular night work position.

‘Pregnant women and nursing mothers may he allowed to work at night only if a
competent physician, other than the company physician, shall certify their fitness to render
night work, and specify, in the ease of pregnant employees, the period of the pregnancy
that they can safely work.

“The measures referred to in this article may include transfer to day work where this is
possible, the provision of social security benefits or an extension of maternity leave.

“The provisions of this article shall not have the effect of reducing the protection and
benefits connected with maternity leave under existing laws.”

“Art. 159. Compensation.— The compensation for night workers in the form of working time
, pay or similar benefits shall recognize the exceptional nature of night work.”

“Art. 160. Social Services.—Appropriate social services shall be provided for night workers
and, where necessary, for workers performing night work.”

“Art. 161. Night Work Schedules.— Before introducing work schedules requiring the services
of night workers, the employer shall consult the workers’ representatives/labor
organizations concerned on the details of such schedules and the forms of organization of
night work that are best adapted to the establishment and its personnel, as well as on the
occupational health measures and social services which are required. In establishments
employing night workers, consultation shall take place regularly.” 

SECTION 5. The subsequent articles starting from Book Four, Title I, Chapter I of Presidential
Decree No. 442 are hereby renumbered accordingly.

SECTION 6. Application.— The measures referred to in this chapter shall be applied not later
than six (G) months from the effectivity of this Act.

SECTION 7. Guidelines.— The DOLE shah promulgate appropriate regulations in addition to

existing ones to ensure protection, safety and welfare of night workers.

SECTION 8. Penalties.— Any violation of this Act, and the rules and regulations issued
pursuant hereof shall be punished with a fine of not less than Thirty thousand pesos (P30,
000.00) nor more than Fifty thousand pesos (P50,000.00) or imprisonment of not less than
six (6) months, or both, at the discretion of the court. If the offense is committed by a
corporation, trust, firm, partnership or association, or other entity, the penalty shall be
imposed upon the guilty officer or officers of such corporation, trust, firm, partnership or
association, or entity.

SECTION 9. Separability Clause.— If any portion of this Act is declared unconstitutional, the
same shall not affect the validity and effectivity of the other provisions not affected thereby.

SECTION 10. Repealing Clause.— All laws, acts, decrees, executive orders, rules and
regulations or other issuances or parts thereof, which are inconsistent with this Act, are
hereby modified and repealed.

SECTION 11 Effectivity Clause.— This Act shall take effect after fifteen (15) days following its
publication in two (2) national newspapers of general circulation.

Approved,

(Sgd.) FELICIANO BELMONTE JR. (Sgd.) JUAN PONCE ENRILE

Speaker of the House President of the Senate

of Representatives

This Act which is a consolidation of Senate Bill No. 2701 and House Bill No. 4276 was finally
passed by the Senate and the House of Representatives on May 30, 2011 and June 8, 2011,
respectively.
 (Sgd.) MARILYN B. BARUA-YAP (Sgd.) EMMA LIRIO REYES

Secretary General Secretary of the Senate

House of Representatives

Approved: JUN 21, 2011

(Sgd.) BENIGNO SIMEON C. AQUINO III

President of the Philippines

Republic Acts
REPUBLIC ACT NO. 10361
January 18, 2013

AN ACT INSTITUTING POLICIES FOR THE PROTECTION AND WELFARE OF DOMESTIC

WORKERS

Be it enacted by the Senate and House of Representatives of the Philippines in Congress

assembled:
ARTICLE I
GENERAL PROVISIONS
SECTION 1. Short Title. – This Act shall be known as the “Domestic Workers Act” or
“Batas Kasambahay”.
SECTION 2. Declaration of Policies. – It is hereby declared that:
(a) The State strongly affirms labor as a primary social force and is committed to
respect, promote, protect and realize the fundamental principles and rights at work
including, but not limited to, abolition of child labor, elimination of all forms of
forced labor, discrimination in employment and occupation, and trafficking in
persons, especially women and children;
(b) The State adheres to internationally accepted working conditions for workers in
general, and establishes labor standards for domestic workers in particular,
towards decent employment and income, enhanced coverage of social protection,
respect for human rights and strengthened social dialogue;
(c) The State recognizes the need to protect the rights of domestic workers against
abuse, harassment, violence, economic exploitation and performance of work that
is hazardous to their physical and mental health; and
(d) The State, in protecting domestic workers and recognizing their special needs to
ensure safe and healthful working conditions, promotes gender-sensitive measures
in the formulation and implementation of policies and programs affecting the local
domestic work.
SECTION 3. Coverage. – This Act applies to all domestic workers employed and
working within the country.
SECTION 4. Definition of Terms. – As used in this Act, the term:
(a) Debt bondage refers to the rendering of service by the domestic worker as
security or payment for a debt where the length and nature of service is not clearly
defined or when the value of the service is not reasonably applied in the payment
of the debt.
(b) Deployment expenses refers to expenses that are directly used for the transfer of
the domestic worker from place of origin to the place of work covering the cost of
transportation. Advances or loans by the domestic worker are not included in the
definition of deployment expenses.
(c) Domestic work refers to work performed in or for a household or households.
(d) Domestic worker or “Kasambahay” refers to any person engaged in domestic
work within an employment relationship such as, but not limited to, the following:
general househelp, nursemaid or “yaya”, cook, gardener, or laundry person, but
shall exclude any person who performs domestic work only occasionally or
sporadically and not on an occupational basis.
The term shall not include children who are under foster family arrangement, and
are provided access to education and given an allowance incidental to education, i.e
. “baon”, transportation, school projects and school activities.
(e) Employer refers to any person who engages and controls the services of a
domestic worker and is party to the employment contract.
(f) Household refers to the immediate members of the family or the occupants of
the house that are directly provided services by the domestic worker.
(g) Private Employment Agency (PEA) refers to any individual, legitimate partnership,
corporation or entity licensed to engage in the recruitment and placement of
domestic workers for local employment.
(h) Working children, as used under this Act, refers to domestic workers who are
fifteen (15) years old and above but below eighteen (18) years old.
ARTICLE II
 RIGHTS AND PRIVILEGES
SECTION 5. Standard of Treatment. – The employer or any member of the household
shall not subject a domestic worker or “kasambahay” to any kind of abuse nor inflict
any form of physical violence or harassment or any act tending to degrade the
dignity of a domestic worker.
SECTION 6. Board, Lodging and Medical Attendance. – The employer shall provide for
the basic necessities of the domestic worker to include at least three (3) adequate
meals a day and humane sleeping arrangements that ensure safety.
The employer shall provide appropriate rest and assistance to the domestic worker
in case of illnesses and injuries sustained during service without loss of benefits.
At no instance shall the employer withdraw or hold in abeyance the provision of
these basic necessities as punishment or disciplinary action to the domestic worker.
SECTION 7. Guarantee of Privacy. – Respect for the privacy of the domestic worker
shall be guaranteed at all times and shall extend to all forms of communication and
personal effects. This guarantee equally recognizes that the domestic worker is
obliged to render satisfactory service at all times.
SECTION 8. Access to Outside Communication. – The employer shall grant the
domestic worker access to outside communication during free time: Provided, That
in case of emergency, access to communication shall be granted even during work
time. Should the domestic worker make use of the employer’s telephone or other
communication facilities, the costs shall be borne by the domestic worker, unless
such charges are waived by the employer.
SECTION 9. Right to Education and Training. – The employer shall afford the domestic
worker the opportunity to finish basic education and may allow access to
alternative learning systems and, as far as practicable, higher education or technical
and vocational training. The employer shall adjust the work schedule of the
domestic worker to allow such access to education or training without hampering
the services required by the employer.
SECTION 10. Prohibition Against Privileged Information. – All communication and
information pertaining to the employer or members of the household shall be
treated as privileged and confidential, and shall not be publicly disclosed by the
domestic worker during and after employment. Such privileged information shall be
inadmissible in evidence except when the suit involves the employer or any
member of the household in a crime against persons, property, personal liberty and
security, and chastity.
ARTICLE III
 PRE-EMPLOYMENT
SECTION 11. Employment Contract. – An employment contract shall be executed by
and between the domestic worker and the employer before the commencement of
the service in a language or dialect understood by both the domestic worker and
the employer. The domestic worker shall be provided a copy of the duly signed
employment contract which must include the following:
(a) Duties and responsibilities of the domestic worker;
(b) Period of employment;
(c) Compensation;
(d) Authorized deductions;
(e) Hours of work and proportionate additional payment;
(f) Rest days and allowable leaves;
(g) Board, lodging and medical attention;
(h) Agreements on deployment expenses, if any;
(i) Loan agreement;
(j) Termination of employment; and
(k) Any other lawful condition agreed upon by both parties.
The Department of Labor and Employment (DOLE) shall develop a model
employment contract for domestic workers which shall, at all times, be made
available free of charge to domestic workers, employers, representative
organizations and the general public. The DOLE shall widely disseminate
information to domestic workers and employers on the use of such model
employment contract.
In cases where the employment of the domestic worker is facilitated through a
private employment agency, the PEA shall keep a copy of all employment contracts
of domestic workers and shall be made available for verification and inspection by
the DOLE.
SECTION 12. Pre-Employment Requirement. – Prior to the execution of the
employment contract, the employer may require the following from the domestic
worker:
(a) Medical certificate or a health certificate issued by a local government health
officer;
(b) Barangay and police clearance;
(c) National Bureau of Investigation (NBI) clearance; and
(d) Duly authenticated birth certificate or if not available, any other document
showing the age of the domestic worker such as voter’s identification card,
baptismal record or passport.
However, Section 12(a), (b), (c) and (d) shall be standard requirements when the
employment of the domestic worker is facilitated through the PEA.
The cost of the foregoing shall be borne by the prospective employer or agency, as
the case may be.
SECTION 13. Recruitment and Finder’s Fees. – Regardless of whether the domestic
worker was hired through a private employment agency or a third party, no share in
the recruitment or finder’s fees shall be charged against the domestic worker by the
said private employment agency or third party.
SECTION 14. Deposits for Loss or Damage. – It shall be unlawful for the employer or
any other person to require a domestic worker to make deposits from which
deductions shall be made for the reimbursement of loss or damage to tools,
materials, furniture and equipment in the household.
SECTION 15. Prohibition on Debt Bondage. – It shall be unlawful for the employer or
any person acting on behalf of the employer to place the domestic worker under
debt bondage.
SECTION 16. Employment Age of Domestic Workers. – It shall be unlawful to employ
any person below fifteen (15) years of age as a domestic worker. Employment of
working children, as defined under this Act, shall be subject to the provisionsof
Section 10(A), paragraph 2 of Section 12-A, paragraph 4 of Section 12-D, and Section
13 of Republic Act No. 7610, as amended, otherwise known as the “Special
Protection of Children Against Child Abuse, Exploitation and Discrimination Act”.
Working children shall be entitled to minimum wage, and all benefits provided
under this Act.
Any employer who has been sentenced by a court of law of any offense against a
working child under this Act shall be meted out with a penalty one degree higher
and shall be prohibited from hiring a working child.
SECTION 17. Employer’s Reportorial Duties. – The employers shall register all
domestic workers under their employment in the Registry of Domestic Workers in
the barangay where the employer’s residence is located. The Department of the
Interior and Local Government (DILG) shall, in coordination with the DOLE,
formulate a registration system for this purpose.
SECTION 18. Skills Training, Assessment and Certification. – To ensure productivity
and assure quality services, the DOLE, through the Technical Education and Skills
Development Authority (TESDA), shall facilitate access of domestic workers to
efficient training, assessment and certification based on a duly promulgated
training regulation.
ARTICLE IV
EMPLOYMENT – TERMS AND CONDITIONS
SECTION 19. Health and Safety. – The employer shall safeguard the health and
safety of the domestic worker in accordance with laws, rules and regulations, with
due consideration of the peculiar nature of domestic work.
SECTION 20. Daily Rest Period. – The domestic worker shall be entitled to an
aggregate daily rest period of eight (8) hours per day.
SECTION 21. Weekly Rest Period. – The domestic worker shall be entitled to at least
twenty-four (24) consecutive hours of rest in a week. The employer and the
domestic worker shall agree in writing on the schedule of the weekly rest day of the
domestic worker: Provided, That the employer shall respect the preference of the
domestic worker as to the weekly rest day when such preference is based on
religious grounds. Nothing in this provision shall deprive the domestic worker and
the employer from agreeing to the following:
(a) Offsetting a day of absence with a particular rest day;
(b) Waiving a particular rest day in return for an equivalent daily rate of pay;
(c) Accumulating rest days not exceeding five (5) days; or
(d) Other similar arrangements.
SECTION 22. Assignment to Nonhousehold Work. – No domestic worker shall be
assigned to work in a commercial, industrial or agricultural enterprise at a wage
rate lower than that provided for agricultural or nonagricultural workers. In such
cases, the domestic worker shall be paid the applicable minimum wage.
SECTION 23. Extent of Duty. – The domestic worker and the employer may mutually
agree for the former to temporarily perform a task that is outside the latter’s
household for the benefit of another household. However, any liability that will be
incurred by the domestic worker on account of such arrangement shall be borne by
the original employer. In addition, such work performed outside the household
shall entitle the domestic worker to an additional payment of not less than the
existing minimum wage rate of a domestic worker. It shall be unlawful for the
original employer to charge any amount from the said household where the service
of the domestic worker was temporarily performed.
SEC 24. Minimum Wage. – The minimum wage of domestic workers shall not be less
than the following:
(a) Two thousand five hundred pesos (P2,500.00) a month for those employed in
the National Capital Region (NCR);
(b) Two thousand pesos (P2,000.00) a month for those employed in chartered cities
and first class municipalities; and
(c) One thousand five hundred pesos (P1,500.00) a month for those employed
mother municipalities.
After one (1) year from the effectivity of this Act, and periodically thereafter, the
Regional Tripartite and Productivity Wage Boards (RTPWBs) shall review, and if
proper, determine and adjust the minimum wage rates of domestic workers.
SEC 25. Payment of Wages. – Payment of wages shall be made on time directly to
the domestic worker to whom they are due in cash at least once a month. The
employer, unless allowed by the domestic worker through a written consent, shall
make no deductions from the wages other than that which is mandated by law. No
employer shall pay the wages of a domestic worker by means of promissory notes,
vouchers, coupons, tokens, tickets, chits, or any object other than the cash wage as
provided for under this Act.
The domestic worker is entitled to a thirteenth month pay as provided for by law.
SECTION 26. Pay Slip. – The employer shall at all times provide the domestic worker
with a copy of the pay slip containing the amount paid in cash every pay day, and
indicating all deductions made, if any. The copies of the pay slip shall be kept by the
employer for a period of three (3) years.
SECTION 27. Prohibition on Interference in the Disposal of Wages. – It shall be
unlawful for the employer to interfere with the freedom of any domestic worker to
dispose of the latter’s wages. The employer shall not force, compel or oblige the
domestic worker to purchase merchandise, commodities or other properties from
the employer or from any other person, or otherwise make use of any store or
services of such employer or any other person.
SEC 28. Prohibition Against Withholding of Wages. – It shall be unlawful for an
employer, directly or indirectly, to withhold the wages of the domestic worker. If the
domestic worker leaves without any justifiable reason, any unpaid salary for a
period not exceeding fifteen (15) days shall be forfeited. Likewise, the employer
shall not induce the domestic worker to give up any part of the wages by force,
stealth, intimidation, threat or by any other means whatsoever.
SECTION 29. Leave Benefits. – A domestic worker who has rendered at least one (1)
year of service shall be entitled to an annual service incentive leave of five (5) days
with pay: Provided,That any unused portion of said annual leave shall not be
cumulative or carried over to the succeeding years. Unused leaves shall not be
convertible to cash.
SECTION 30. Social and Other Benefits. – A domestic worker who has rendered at
least one (1) month of service shall be covered by the Social Security System (SSS),
the Philippine Health Insurance Corporation (PhilHealth), and the Home
Development Mutual Fund or Pag-IBIG, and shall be entitled to all the benefits in
accordance with the pertinent provisions provided by law.
Premium payments or contributions shall be shouldered by the employer. However
, if the domestic worker is receiving a wage of Five thousand pesos (P5,000.00) and
above per month, the domestic worker shall pay the proportionate share in the
premium payments or contributions, as provided by law.
The domestic worker shall be entitled to all other benefits under existing laws.
SECTION 31. Rescue and Rehabilitation of Abused Domestic Workers. – Any abused or
exploited domestic worker shall be immediately rescued by a municipal or city
social welfare officer or a social welfare officer from the Department of Social
Welfare and Development (DSWD) in coordination with the concerned barangay
officials. The DSWD and the DILG shall develop a standard operating procedure for
the rescue and rehabilitation of abused domestic workers, and in coordination with
the DOLE, for possible subsequent job placement.
ARTICLE V
POST EMPLOYMENT
SECTION 32. Termination of Service. – Neither the domestic worker nor the employer
may terminate the contract before the expiration of the term except for grounds
provided for in Sections 33 and 34 of this Act. If the domestic worker is unjustly
dismissed, the domestic worker shall be paid the compensation already earned plus
the equivalent of fifteen (15) days work by way of indemnity. If the domestic worker
leaves without justifiable reason, any unpaid salary due not exceeding the
equivalent fifteen (15) days work shall be forfeited. In addition, the employer may
recover from the domestic worker costs incurred related to the deployment
expenses, if any: Provided, That the service has been terminated within six (6)
months from the domestic worker’s employment.
If the duration of the domestic service is not determined either in stipulation or by
the nature of the service, the employer or the domestic worker may give notice to
end the working relationship five (5) days before the intended termination of the
service.
The domestic worker and the employer may mutually agree upon written notice to
pre-terminate the contract of employment to end the employment relationship.
SECTION 33. Termination Initiated by the Domestic Worker. – The domestic worker
may terminate the employment relationship at any time before the expiration of
the contract for any of the following causes:
(a) Verbal or emotional abuse of the domestic worker by the employer or any
member of the household;
(b) Inhuman treatment including physical abuse of the domestic worker by the
employer or any member of the household;
(c) Commission of a crime or offense against the domestic worker by the employer
or any member of the household;
(d) Violation by the employer of the terms and conditions of the employment
contract and other standards set forth under this law;
(e) Any disease prejudicial to the health of the domestic worker, the employer, or
member/s of the household; and
(f) Other causes analogous to the foregoing.
SECTION 34. Termination Initiated by the Employer. – An employer may terminate the
services of the domestic worker at any time before the expiration of the contract,
for any of the following causes:
(a) Misconduct or willful disobedience by the domestic worker of the lawful order of
the employer in connection with the former’s work;
(b) Gross or habitual neglect or inefficiency by the domestic worker in the
performance of duties;
(c) Fraud or willful breach of the trust reposed by the employer on the domestic
worker;
(d) Commission of a crime or offense by the domestic worker against the person of
the employer or any immediate member of the employer’s family;
(e) Violation by the domestic worker of the terms and conditions of the
employment contract and other standards set forth under this law;
(f) Any disease prejudicial to the health of the domestic worker, the employer, or
member/s of the household; and
(g) Other causes analogous to the foregoing.
SECTION 35. Employment Certification. – Upon the severance of the employment
relationship, the employer shall issue the domestic worker within five (5) days from
request a certificate of employment indicating the nature, duration of the service
and work performance.
ARTICLE VI
PRIVATE EMPLOYMENT AGENCIES
SECTION 36. Regulation of Private Employment Agencies (PEAs). – The DOLE shall,
through a system of licensing and regulation, ensure the protection of domestic
workers hired through the PEAs.
The PEA shall be jointly and severally liable with the employer for all the wages,
wage-related benefits, and other benefits due a domestic worker.
The provision of Presidential Decree No. 442, as amended, otherwise known as the
“Labor Code of the Philippines”, on qualifications of the PEAs with regard to
nationality, networth, owners and officers, office space and other requirements, as
well as nontransferability of license and commission of prohibited practices, shall
apply.
In addition, PEAs shall have the following responsibilities:
(a) Ensure that domestic workers are not charged or levied any recruitment or
placement fees;
(b) Ensure that the employment agreement between the domestic worker and the
employer stipulates the terms and conditions of employment and all the benefits
prescribed by this Act;
(c) Provide a pre-employment orientation briefing to the domestic worker and the
employer about their rights and responsibilities in accordance with this Act;
(d) Keep copies of employment contracts and agreements pertaining to recruited
domestic workers which shall be made available during inspections or whenever
required by the DOLE or local government officials;
(e) Assist domestic workers with respect to complaints or grievances against their
employers; and
(f) Cooperate with government agencies in rescue operations involving abused or
exploited domestic workers.
ARTICLE VII
SETTLEMENT OF DISPUTES
SECTION 37. Mechanism for Settlement of Disputes. – All labor-related disputes shall
be elevated to the DOLE Regional Office having jurisdiction over the workplace
without prejudice to the filing of a civil or criminal action in appropriate cases. The
DOLE Regional Office shall exhaust all conciliation and mediation efforts before a
decision shall be rendered.
Ordinary crimes or offenses committed under the Revised Penal Code and other
special penal laws by either party shall be filed with the regular courts.
ARTICLE VIII
SPECIAL PROVISIONS
SECTION 38. Information Program. – The DOLE shall, in coordination with the DILG,
the SSS, the PhilHealth and Pag-IBIG develop and implement a continuous
information dissemination program on the provisions of this Act, both at the
national and local level, immediately after the enactment of this law.
SECTION 39. “Araw Ng Mga Kasambahay”. – The date upon which the President shall
approve this “Domestic Workers Act” shall be designated as the “Araw ng mga
Kasambahay”.
ARTICLE IX
PENAL AND MISCELLANEOUS PROVISIONS
SECTION 40. Penalty. – Any violation of the provisions of this Act declared unlawful
shall be punishable with a fine of not less than Ten thousand pesos (P10,000.00)
but not more than Forty thousand pesos (P40,000.00) without prejudice to the filing
of appropriate civil or criminal action by the aggrieved party.
SECTION 41. Transitory Provision; Non-Diminution of Benefits. – All existing
arrangements between a domestic worker and the employer shall be adjusted to
conform to the minimum standards set by this Act within a period of sixty (60) days
after the effectivity of this Act:Provided, That adjustments pertaining to wages shall
take effect immediately after the determination and issuance of the appropriate
wage order by the RTWPBs: Provided, further, That nothing in this Act shall be
construed to cause the diminution or substitution of any benefits and privileges
currently enjoyed by the domestic worker hired directly or through an agency.
SECTION 42. Implementing Rules and Regulations. – Within ninety (90) days from the
effectivity of this Act, the Secretary of Labor and Employment, the Secretary of
Social Welfare and Development, the Secretary of the Interior and Local
Government, and the Director General of the Philippine National Police, in
coordination with other concerned government agencies and accredited
nongovernment organizations (NGOs) assisting domestic workers, shall promulgate
the necessary rules and regulations for the effective implementation of this Act.
ARTICLE X
 FINAL PROVISIONS
SECTION 43. Separability Clause. – If any provision or part of this Act is declared
invalid or unconstitutional, the remaining parts or provisions not affected shall
remain in full force and effect.
SECTION 44. Repealing Clause. – All articles or provisions of Chapter III (
Employment of Househelpers) of Presidential Decree No. 442, as amended and
renumbered by Republic Act No. 10151 are hereby expressly repealed. All laws,
decrees, executive orders, issuances, rules and regulations or parts thereof
inconsistent with the provisions of this Act are hereby repealed or modified
accordingly.
SECTION 45. Effectivity Clause. – This Act shall take effect fifteen (15) days after its
complete publication in the Official Gazette or in at least two (2) national
newspapers of general circulation.
Approved,
(Sgd.) FELICIANO BELMONTE JR. (Sgd.) JUAN PONCE ENRILE
  Speaker of the House President of the Senate  
of Representatives

This Act which is a consolidation of Senate Bill No. 78 and House Bill No. 6144 was
finally passed by the Senate and the House of Representatives on November 27,
2012 and November 26, 2012, respectively.
(Sgd.) MARILYN B. BARUA-YAP (Sgd.) EMMA LIRIO-REYES
  Secretary General Secretary of the Senate  
House of Representatives

Approved: JAN 18 2013

(Sgd.) BENIGNO S. AQUINO III
President of the Philippines