[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":29,"rendered":38,"description":39,"body":40,"body_blocks":41,"call_to_action":42,"owner":49,"authors":57,"show_related_pages":59,"related_pages":60,"related_sites":133,"in_subsite":59,"contact_page_url":7,"banner_message":138},554,"job-protection","Job Protection",null,"","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection","labourlaw.labourlawpage","en_PH","2025-07-27T05:56:11.520669+00:00","2026-04-09T15:50:36.771135+00:00","\u002Fcms\u002Fpages\u002F554\u002Fedit\u002F",[16,19,22,25,28],{"title":17,"slug":18},"Philippines","en-ph",{"title":20,"slug":21},"Work in Philippines","work-in-philippines",{"title":23,"slug":24},"Labour Law","labour-law",{"title":26,"slug":27},"Maternity and Work","maternity-and-work",{"title":6,"slug":5},{"title":30,"description":8,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":18,"created_at":36,"last_modified_at":37},"Maternity Work Safety, Pregnancy Rights - Philippines","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection\u002F","index, follow","website","summary_large_image","2025-07-27T07:56:11.520669+02:00","2026-04-09T17:50:36.904048+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Job Protection\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>No Harmful Work\u003C\u002Fh2>\n          \u003Cp>In general, there are no provisions within the law which are specifically focusing on the protection of pregnant women during work. However, the law does provide for the protection of women from dangerous and hazardous work. Articles 130 and 131 of the Labour Code used to prohibit night work for women however these were repealed in 2011.\u003C\u002Fp>\n\u003Cp>In addition, the Secretary of Labor and Employment can establish standards that ensure the safety and health of women employees. In appropriate cases, he can, by regulations, require any employer to:\u003C\u002Fp>\n\u003Col>\n\u003Cli>Provide seats proper for women and permit them to use such seats when they are free from work and during working hours, provided they can perform their duties in this position without detriment to efficiency;\u003C\u002Fli>\n\u003Cli>To establish separate toilet rooms and lavatories for men and women and provide at least a dressing room for women;\u003C\u002Fli>\n\u003Cli>To establish a nursery in a workplace for the benefit of the women employees therein;\u003C\u002Fli>\n\u003Cli>To determine appropriate minimum age and other standards for retirement or termination in special occupations such as those of flight attendants and the like.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Lastly, it is worth mentioning that the law provides no limitation on overtime and work on rest days particular to pregnant, breastfeeding or other women workers and neither does it provide for any time off for medical examinations.\u003C\u002Fp>\n\u003Cp>Source: §130 of the Labour Code, as amended\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Protection from Dismissals\u003C\u002Fh2>\n          \u003Cp>Under the law, it is unlawful for any employer:\u003C\u002Fp>\n\u003Cp>(a)   To discharge any woman employed by him for the purpose of preventing such woman from enjoying the maternity leave, facilities and other benefits provided under the Labor Code;\u003C\u002Fp>\n\u003Cp>(b)   To discharge such woman employee on account of her pregnancy, or while on leave or in confinement due to her pregnancy;\u003C\u002Fp>\n\u003Cp>(c)   To discharge or refuse the admission of such woman upon returning to her work for fear that she may be pregnant;\u003C\u002Fp>\n\u003Cp>Source: §135 of the Labour Code, as amended\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Right to Return to Same Position\u003C\u002Fh2>\n          \u003Cp>\u003Cspan lang=\"EN-US\">There is no provision guaranteeing the right to return to work beyond the prohibition on employers discharging a female employee in anticipation of, during or upon her return from maternity leave. Thus, it can be implied only from section 135 of the Labour Code. \u003C\u002Fspan>\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_maternity_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: job protection while pregnant and\u002For during maternity leave in Philippines – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>No Harmful Work\u003C\u002Fh2>\n\u003Cp>In general, there are no provisions within the law which are specifically focusing on the protection of pregnant women during work. However, the law does provide for the protection of women from dangerous and hazardous work. Articles 130 and 131 of the Labour Code used to prohibit night work for women however these were repealed in 2011.\u003C\u002Fp>\n\u003Cp>In addition, the Secretary of Labor and Employment can establish standards that ensure the safety and health of women employees. In appropriate cases, he can, by regulations, require any employer to:\u003C\u002Fp>\n\u003Col>\n\u003Cli>Provide seats proper for women and permit them to use such seats when they are free from work and during working hours, provided they can perform their duties in this position without detriment to efficiency;\u003C\u002Fli>\n\u003Cli>To establish separate toilet rooms and lavatories for men and women and provide at least a dressing room for women;\u003C\u002Fli>\n\u003Cli>To establish a nursery in a workplace for the benefit of the women employees therein;\u003C\u002Fli>\n\u003Cli>To determine appropriate minimum age and other standards for retirement or termination in special occupations such as those of flight attendants and the like.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Lastly, it is worth mentioning that the law provides no limitation on overtime and work on rest days particular to pregnant, breastfeeding or other women workers and neither does it provide for any time off for medical examinations.\u003C\u002Fp>\n\u003Cp>Source: §130 of the Labour Code, as amended\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Protection from Dismissals\u003C\u002Fh2>\n\u003Cp>Under the law, it is unlawful for any employer:\u003C\u002Fp>\n\u003Cp>(a)   To discharge any woman employed by him for the purpose of preventing such woman from enjoying the maternity leave, facilities and other benefits provided under the Labor Code;\u003C\u002Fp>\n\u003Cp>(b)   To discharge such woman employee on account of her pregnancy, or while on leave or in confinement due to her pregnancy;\u003C\u002Fp>\n\u003Cp>(c)   To discharge or refuse the admission of such woman upon returning to her work for fear that she may be pregnant;\u003C\u002Fp>\n\u003Cp>Source: §135 of the Labour Code, as amended\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Right to Return to Same Position\u003C\u002Fh2>\n\u003Cp>\u003Cspan lang=\"EN-US\">There is no provision guaranteeing the right to return to work beyond the prohibition on employers discharging a female employee in anticipation of, during or upon her return from maternity leave. Thus, it can be implied only from section 135 of the Labour Code. \u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":43,"link":44},"Contact Us",{"title":43,"url":45,"description":43,"rel":46,"type":47,"id":48},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[58],{"id":50,"first_name":51,"last_name":52,"email":53,"image":54,"function":55,"external":56},true,[61,65,69,73,77,81,85,88,89,93,97,101,105,109,113,117,121,125,129],{"id":62,"short_title":7,"title":63,"url":64},547,"Work and Wages","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fwork-and-wages",{"id":66,"short_title":7,"title":67,"url":68},548,"Compensation and Working Time","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcompensation-and-working-time",{"id":70,"short_title":7,"title":71,"url":72},549,"Annual Leave and Holidays","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":74,"short_title":7,"title":75,"url":76},550,"Contracts and Dismissals","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":78,"short_title":7,"title":79,"url":80},551,"Notice and Severance","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":82,"short_title":7,"title":83,"url":84},552,"Family Responsibilities","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffamily-responsibilities",{"id":86,"short_title":7,"title":26,"url":87},553,"\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work",{"id":4,"short_title":7,"title":6,"url":9},{"id":90,"short_title":7,"title":91,"url":92},555,"Breastfeeding","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":94,"short_title":7,"title":95,"url":96},556,"Health and Safety","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fhealth-and-safety",{"id":98,"short_title":7,"title":99,"url":100},557,"Sick Leave","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave",{"id":102,"short_title":7,"title":103,"url":104},558,"Work Injury Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":106,"short_title":7,"title":107,"url":108},559,"Social Security","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security",{"id":110,"short_title":7,"title":111,"url":112},560,"Unemployment Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":114,"short_title":7,"title":115,"url":116},561,"Fair Treatment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment",{"id":118,"short_title":7,"title":119,"url":120},562,"Sexual Harassment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":122,"short_title":7,"title":123,"url":124},563,"Minors and Youth","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":126,"short_title":7,"title":127,"url":128},564,"Forced Labour","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":130,"short_title":7,"title":131,"url":132},565,"Trade Unions","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ftrade-unions",[134],{"url_path":135,"title":136,"language_name_en":137,"language_name_local":137,"translated_language_name":137},"\u002Ffil-ph","Pilipinas","Filipino","\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]