Women

Employee’s
Rights and
Protection
Introduction

As the government recognizes the role

and influence of women employee in the
Philippines, many laws have been
crafted to guarantee their protection and
well-being, may it be in work or
household.
 105-Day Expanded Maternity Leave Law
Signed into law on February 2019 by President Rodrigo Duterte,
Republic Act 11210 or the Expanded Maternity Leave Law extends the
previous 60-day (78 days for caesarian section delivery for women
workers in the private sector) paid maternity leave to 105 days.
The law also entails an option to extend for an additional 30 days of
unpaid leave. Additional 15 days paid maternity leave shall also be
granted to female solo parents.
Special leave benefit under the Magna Carta of Women
The MCW special leave benefit refers to a female employee’s leave entitlement of up to
two (2) months with full pay based on her gross monthly compensation
following surgery caused by gynecological disorders. Gross monthly compensation is
defined as monthly basic pay plus mandatory allowances fixed by the law/regional wage
board.
Gynecological disorders are disorders that would require surgical procedures such as,
but not limited to, dilation and curettage and those involving female reproductive organs
such as the vagina, cervix, uterus, fallopian tubes, ovaries, breast, adnexa and pelvic
floor. Gynecological surgeries shall also include myomectomy, hysterectomy,
ovariectomy and mastectomy.
In the private sector, any female employee who has been with the company for the last
twelve (12) months and has rendered at least six (6) months of continuous aggregate
service may avail the said leave prior to undergoing surgery.
In the public sector, any female employee who has rendered at least six (6) months
aggregated service in any various government agencies for the last twelve (12) months
prior to undergoing surgery for gynecological disorders may avail of the said leave.
. Prohibition on Discrimination Against Women
RA 6725 prohibits discrimination with respect to terms and
conditions of employment solely on the basis of sex.
Under this law, any employer favoring a male employee over a
female in terms of promotion, training opportunities, and other
benefits solely on account of sex is considered discrimination.
Anti-Violence Against Women and
Their Children Act of 2004
RA 9262, or An Act Defining Violence Against Women
and Their Children, Providing Protective Measures for
Victims, Prescribing Penalties Therefor and for Other
Purposes, recognizes the need to protect the family and
its members particularly women and children, from
violence and threats to their personal safety and
security.
Under this law, the state also recognizes the need to
protect the family and its members particularly women
and children, from violence and threats to their personal
safety and security.
Anti-Sexual Harassment Act of 1995
RA 7877 addresses the issue of sexual harassment
committed in employment, education or training
environment. It was signed into law on February 14, 1995,
under former President Fidel Ramos' administration.
Sexual favors made as a condition in the employment or
granting promotions or privileges; or the refusal to grant the
sexual favor results in limiting, segregating or classifying
the employee which in any way would discriminate, deprive
or diminish employment opportunities or otherwise
adversely affect is punishable by law.
Thank you
for Listening!!!!