The Labour law in Philippines is the legal code governing labour relations and employment practices in Philippines. The labour act was enacted on May 1, 1974 (Labor Day) by the then-Martial Law dictator Ferdinand Marcos and President of the Philippines as part of his extant legislative powers at that time. Law policy of Philippines is specified by the labour code of Philippines and other labour laws. The law covers more than 38 million Filipinos belonging to the labour force and overseas workers. The law addresses the legal rights and limitations of the workers regarding the hiring process, working conditions, benefits, company’s labour policy making, activities, and employer-employee relations.
The Department of Labor & Employment and Philippine Overseas Employment Agency implements the Labor Code and other legislated labor laws in the country. Moreover, the trade unions and employers also play a vital role labour policy of the country ensuring the proper implementation of the laws, and lobbing for the modification on work related laws on the political level.
The Labour Act Philippines contains many set of rules such as
• Hiring & firing of private employees
• The work conditions including the maximum work hours & overtime
• Employee benefits like thirteenth-month pay, holiday pay, and retirement pay
• Guidelines in the organization & membership in labor unions and in collective bargaining
Moreover, the Labour act in Philippines also addresses rules & standards concerning many employment issues like pre-employment policies, wage rate, work hours, labor conditions, employee benefits, termination of employees, and many other issues.
Labour Market Institutions in Philippines:
• Department of Labor and Employment (DOLE)
• Bureau of Labor and Employment Statistics (BLES)
• Technical Education and Skills Development Authority (TESDA)
• Philippine Overseas Employment Agency (POEA)
• Trade Unions
• Employers' confederation