Philippines Pay Equity Overview

Overview

The Philippines has progressively developed a comprehensive legal and regulatory framework to address pay equity and gender-based discrimination in the workplace. This commitment is deeply rooted in the 1987 Philippine Constitution, which enshrines the fundamental principle of equality and non-discrimination, particularly recognizing the role of women in nation-building and ensuring their fundamental equality before the law. The nation's approach to pay equity has evolved from foundational labor laws to more specific legislation aimed at eliminating wage disparities and promoting equal opportunities for all workers, regardless of sex, race, or creed. This sustained effort reflects a broader societal goal to achieve substantive equality and dismantle entrenched patriarchal structures that have historically led to economic asymmetries in labor remuneration and career advancement.

Over the years, the Philippines has made significant strides in closing its gender gap, having reportedly closed nearly 79% of it, as measured by workplace participation, economic leadership, education, work benefits, and workplace recognition, according to various international indices. Despite these commendable gains, challenges persist, including valuation bias in job classification, opacity in compensation systems, and socio-cultural norms that contribute to occupational segregation and lingering wage disparities. These issues often manifest as a persistent gender pay gap, where women, despite equal qualifications and experience, may earn less than their male counterparts. The government, through various agencies such as the Department of Labor and Employment (DOLE) and the Philippine Commission on Women (PCW), continues to push for reforms and stricter enforcement to ensure that the principle of "equal pay for equal work or work of equal value" is not merely a legal mandate but a lived reality for all Filipino workers. This ongoing evolution highlights a dynamic regulatory landscape that seeks to adapt to contemporary challenges and align with international best practices in labor justice.

The legislative journey towards comprehensive pay equity has seen the enactment of several landmark laws. Beginning with amendments to the Labor Code, which explicitly prohibited sex-based wage discrimination as early as 1974 and further strengthened in 1989, the framework expanded significantly with the Magna Carta of Women (Republic Act No. 9710) in 2009, providing a broader human rights approach to women's empowerment in the workplace. More recently, the Department of Labor and Employment (DOLE) Gender Equality Order (DO 251-25) in 2025 and the Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023) in 2023 have introduced more granular directives and reporting requirements, signaling a shift towards proactive measures and greater accountability for employers. These regulations collectively aim to foster a fair and inclusive work environment where compensation is based solely on merit, skills, and experience, free from discriminatory biases, thereby contributing to the nation's overall economic development and social justice goals.

Regulatory Approach

The regulatory approach to pay equity in the Philippines is characterized by a blend of mandatory prohibitions and proactive measures, increasingly leaning towards transparency and accountability. Historically, the emphasis was on prohibiting direct discrimination, as enshrined in Article 135 of the Labor Code. However, recent legislative and administrative actions, such as the DOLE Gender Equality Order (DO 251-25) and the Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023), have introduced more prescriptive requirements for employers, moving beyond mere prohibition to active promotion of gender equality in compensation. This shift reflects a recognition that passive non-discrimination is insufficient to address systemic pay gaps and requires employers to actively review and adjust their compensation structures, ensuring that pay is based on objective criteria rather than gender.

The compliance philosophy is evolving towards data-driven enforcement and a culture of openness. For instance, the Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023), which is in force as of 2023, mandates employers with at least three employees to disclose salary ranges in job postings for all job ads, promotions, and transfer opportunities. This act also prohibits inquiries into salary history, aiming to prevent the perpetuation of historical pay inequities that disproportionately affect women and other marginalized groups. Furthermore, the principles outlined in the broader Pay Transparency and Gender Equality Monitoring Act (referred to as the Pay Transparency Act of 2025 in some sources, but its principles are relevant to the broader pay transparency landscape) introduce the requirement for covered employers to submit an Annual Gender Equality Report (AGER) to the Department of Labor and Employment (DOLE). This report, which is expected to include disaggregated data on compensation by gender, job level, and occupational classification, is intended to serve as a primary mechanism for assessing compliance and guiding corrective actions, indicating a clear move towards mandatory reporting and proactive self-assessment by employers.

Enforcement style combines administrative oversight with judicial recourse. The Department of Labor and Employment (DOLE) plays a central role in conducting inspections, investigating complaints, and issuing compliance orders. Employees can file complaints with DOLE, which may lead to conciliation, mediation, or direct orders for compliance through its Single Entry Approach (SEnA). For more complex cases or unresolved disputes, matters can be elevated to the Labor Arbiter and the National Labor Relations Commission (NLRC), which have quasi-judicial powers to order back pay, reinstatement, and other remedies. The Civil Service Commission (CSC) performs a similar oversight function for public sector employees, ensuring adherence to standardized pay schedules and non-discrimination policies. This multi-tiered enforcement mechanism aims to provide accessible avenues for redress and ensure adherence to pay equity standards across both private and public sectors, fostering a comprehensive approach to eliminating wage disparities.

Key Pay Equity Legislation

• PH-LABOR-CODE-EQUAL-PAY: Philippine Labor Code Article 135 (Act, In Force (Amended), 1974)
  Originally enacted in 1974, Article 135 (formerly Article 133) of the Labor Code of the Philippines, as amended by Republic Act No. 6725 in 1989, is a cornerstone of pay equity legislation. It explicitly prohibits employers from discriminating against any woman employee with respect to terms and conditions of employment solely on account of her sex. Specifically, it outlaws the payment of lesser compensation, including wage, salary, or other forms of remuneration and fringe benefits, to a female employee as against a male employee for work of equal value. It also prohibits favoring a male employee over a female employee with respect to promotion, training opportunities, study, and scholarship grants solely due to sex. Violations are subject to stringent penalties under Articles 303 and 304 (formerly 288 and 289) of the Labor Code, ensuring legal recourse for aggrieved parties.
• PH-MAGNA-CARTA-WOMEN-2009: Magna Carta of Women (Act, In Force, 2009)
  Republic Act No. 9710, or the Magna Carta of Women, enacted in 2009, is a comprehensive human rights law that seeks to eliminate discrimination against Filipino women and promote their empowerment. It affirms the State's commitment to ensuring substantive equality between women and men and explicitly guarantees women's right to decent work, which includes opportunities for productive and fairly remunerative employment, security in the workplace, and equal compensation. The Act mandates gender mainstreaming in all government offices and requires the generation and maintenance of gender statistics and sex-disaggregated databases to aid in planning and policy formulation. It also ensures equal promotional privileges and opportunities, including pay increases and benefits, for women in military, police, and similar services, thereby extending pay equity principles across various sectors.
• RET-PH-NA-REPUBLI-2023: Philippines Pay Transparency Act (Act, In Force, 2023)
  The Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023), in force as of 2023, aims to promote fairness and prevent wage discrimination by requiring employers to disclose salary ranges in job postings for all job ads, promotions, and transfer opportunities. This landmark legislation also prohibits employers from inquiring about a job applicant's salary and compensation history, unless the applicant voluntarily provides this information, effectively breaking the cycle of historical pay discrimination. This Act is designed to create more equitable workplaces by providing job seekers and employees with access to critical compensation information, thereby addressing gender and other pay gaps and holding companies accountable for fair pay based on skills and experience rather than biases. It is understood to cover employers with at least three employees, ensuring broad applicability.
• RET-PH-NA-DOLEOR-2025: DOLE Gender Equality Order (Order, In Force, 2025)
  Issued by the Department of Labor and Employment (DOLE) on April 21, 2025, Department Order No. 251-25 provides clearer and more practical directives for employers to achieve gender equality in the workplace. This order specifically removes ambiguity surrounding critical terms like "compensation" and "equal remuneration," defining compensation as encompassing all forms of remuneration and benefits, including wages, salaries, bonuses, and non-monetary benefits. It thoroughly defines "equal remuneration for work of equal value," stating that women should receive the same pay as men for work that is of equal worth, even if the roles differ in nature, based on objective criteria such as skill, effort, responsibility, and working conditions. The Order also establishes a clear and transparent process for employees to report gender discrimination, with cases falling under the jurisdiction of the Labor Arbiter for monetary relief. Employers are advised to review pay scales, benefit schemes, and promotion criteria to ensure full compliance and foster an equitable work environment.

Covered Employers

The scope of pay equity regulations in the Philippines generally extends to both public and private sector employers, with specific thresholds and requirements varying across different laws. The foundational Labor Code of the Philippines, particularly Article 135, applies broadly to employers in the private sector, prohibiting discrimination against women in terms of compensation and employment conditions. This general prohibition means that virtually all private entities employing workers, regardless of their size or industry, are subject to the principle of equal pay for work of equal value. The Magna Carta of Women further reinforces these protections across all sectors, mandating government offices, including government-owned and controlled corporations (GOCCs) and local government units (LGUs), to adopt gender mainstreaming strategies and ensure non-discriminatory practices in employment and compensation.

More recent legislation introduces specific thresholds for certain obligations, reflecting a nuanced approach to implementation. For instance, the Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023), which became effective in 2023, is understood to apply to employers with at least three employees. This specific threshold ensures that even smaller businesses contribute to a more transparent and equitable labor market by requiring them to disclose salary ranges in job advertisements and prohibiting salary history inquiries. While there are no explicit sector-specific rules that exempt certain industries from the core principles of equal pay, the nature of work and compensation structures in different sectors may present unique challenges in implementation, which regulatory bodies like DOLE address through sector-specific guidelines or interpretations to ensure practical applicability.

Exemptions from pay equity regulations are generally limited and typically pertain to genuine occupational qualifications or legitimate factors that objectively justify pay discrepancies, provided these are not sex-related. Such factors may include length of service, seniority, performance, experience, educational attainment, or geographical location, as long as they are applied consistently and without discriminatory intent. The DOLE Gender Equality Order (DO 251-25) explicitly recognizes such genuine pay discrepancies, emphasizing that they must be documented, transparent, and demonstrably not based on sex or other protected characteristics. There are no broad phase-in schedules for compliance with core equal pay principles, as these are considered fundamental labor rights that apply immediately. However, for new reporting requirements or specific transparency measures, such as those introduced by the Pay Transparency Act, implementing rules and regulations may outline reasonable timelines for full compliance, allowing employers to adjust their practices and systems accordingly.

Employee Rights

Employees in the Philippines are endowed with several critical rights pertaining to pay equity, designed to ensure fair compensation and prevent discrimination. Foremost among these is the right to equal remuneration for work of equal value, regardless of sex, as explicitly stated in Article 135 of the Labor Code and reinforced by the Magna Carta of Women. This means that employees performing substantially similar work, or work that requires comparable skills, effort, responsibility, and working conditions, must receive equivalent pay and benefits. This right extends beyond basic wages to encompass all forms of compensation, including bonuses, allowances, commissions, profit-sharing, and fringe benefits, ensuring a holistic approach to equal pay.

Beyond the right to equal pay, employees are also protected against various forms of discrimination in employment. The Labor Code prohibits favoring one sex over another in promotion, training opportunities, study, and scholarship grants, ensuring equal career advancement opportunities. The Magna Carta of Women further guarantees women's right to decent work and protection against workplace harassment or discrimination, ensuring a culturally sensitive platform for reporting such incidents. Crucially, employees have the right to protection against retaliation for raising concerns, filing complaints, or participating in investigations related to gender-based pay disparities or discriminatory practices. This anti-retaliation provision is foundational to empowering employees to exercise their rights without fear of adverse consequences, such as unjust wage reduction, demotion, or termination, thereby fostering a safe environment for reporting.

To exercise these rights, employees can initiate a complaint process with the Department of Labor and Employment (DOLE) if they suspect wage discrimination. The DOLE's Single Entry Approach (SEnA) provides a mechanism for conciliation and mediation, aiming for amicable resolution. If a resolution is not achieved, employees can elevate their cases to the Labor Arbiter and the National Labor Relations Commission (NLRC) for adjudication, where formal legal remedies can be sought. For public sector employees, complaints can be filed with the Civil Service Commission (CSC). While the Philippines does not have specific statutory laws addressing salary confidentiality in the same way as some other countries, employees have the right to discuss their wages to identify and address potential pay discrimination, and employers cannot prohibit such discussions if the aim is to uncover discrimination. The Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023) further empowers job seekers by requiring employers to disclose salary ranges in job postings, enabling informed decision-making and negotiation based on objective compensation data.

Governance & Enforcement Bodies

The enforcement of pay equity regulations in the Philippines is a multi-agency effort, primarily led by the Department of Labor and Employment (DOLE), with significant contributions from other government bodies. The DOLE serves as the primary agency responsible for implementing labor standards, including those related to equal pay and non-discrimination in the private sector. Its functions include conducting regular labor inspections to ensure compliance with wage-related policies, investigating complaints of wage discrimination, and issuing compliance orders. The DOLE also facilitates conciliation and mediation through its Single Entry Approach (SEnA) to resolve disputes amicably before they escalate to formal litigation, providing an accessible and efficient dispute resolution mechanism. The Secretary of Labor is empowered to establish standards that ensure safe and healthful working conditions for women, including equal remuneration and non-discriminatory practices.

For cases that cannot be resolved at the DOLE level, the Labor Arbiter and the National Labor Relations Commission (NLRC) serve as quasi-judicial bodies with the authority to adjudicate claims of wage discrimination and order remedies such as back pay, reinstatement, and damages. These bodies play a crucial role in providing a formal avenue for employees to seek redress when their pay equity rights have been violated, ensuring that legal remedies are available. The DOLE, in coordination with the Philippine Commission on Women (PCW) and the National Wages and Productivity Commission (NWPC), is also tasked with jointly implementing initiatives to strengthen institutional and organizational capacities for effective pay transparency and gender equality measures, including providing technical assistance and developing relevant guidelines. This collaborative approach ensures a holistic and coordinated effort across various government entities to promote and enforce pay equity.

In the public sector, the Civil Service Commission (CSC) is the central human resource agency responsible for upholding the principle of equal pay for employees in the same salary grade and position. The CSC enforces policies on merit promotion and ensures that there is no discrimination in selection, appointment, and promotion based on gender or other protected characteristics, thereby safeguarding pay equity within government agencies. It also plays a role in implementing gender equality policies within government agencies, including guidelines to monitor pay and compensation structures for gender biases. The PCW, as the oversight body on women's concerns, acts as a catalyst for gender mainstreaming and a lead advocate for women's empowerment and gender equity, monitoring the implementation of laws like the Magna Carta of Women and providing policy recommendations. This coordinated approach aims to ensure consistent application and enforcement of pay equity principles across the entire Philippine workforce, fostering a culture of fairness and equality.

Monitoring & Compliance

Monitoring and compliance with pay equity regulations in the Philippines involve a multi-faceted approach, combining proactive employer responsibilities with robust government oversight and accessible employee-initiated complaint mechanisms. The Department of Labor and Employment (DOLE) is central to these efforts, conducting regular labor inspections to ensure adherence to labor standards, including those related to wages and non-discrimination as mandated by the Labor Code and subsequent legislation. These inspections may involve reviewing company records, payroll data, wage structures, job classifications, and employment practices to identify potential violations or systemic biases. Employers are strongly encouraged to conduct regular internal salary audits and evaluate their compensation structures proactively to ensure compliance with the principle of "equal pay for work of equal value" and to address any identified disparities.

The complaint process is a vital component of the monitoring framework, empowering employees to seek redress. Employees who believe they have experienced wage discrimination can file complaints with the DOLE. These complaints are initially handled through the Single Entry Approach (SEnA), which aims for conciliation and mediation to resolve disputes efficiently and amicably. If SEnA fails to achieve a resolution, the case can proceed to the Labor Arbiter and the National Labor Relations Commission (NLRC) for formal adjudication, where legally binding decisions and remedies can be imposed. For public sector employees, the Civil Service Commission (CSC) handles complaints related to discrimination in compensation and promotion, ensuring adherence to merit and fitness principles within government service. The DOLE Gender Equality Order (DO 251-25) further establishes a clear and transparent process for reporting gender discrimination, with cases falling under the Labor Arbiter's jurisdiction for monetary relief, streamlining the redress mechanism.

Newer legislative initiatives, such as the Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023) and the broader principles outlined in the Pay Transparency and Gender Equality Monitoring Act (referred to as the Pay Transparency Act of 2025 in some sources), introduce more structured compliance requirements. These include the mandatory submission of an Annual Gender Equality Report (AGER) by covered employers to the DOLE. This report, which is expected to be disaggregated by gender, job level, and occupational classification, serves as a primary mechanism for assessing compliance and guiding corrective actions to address inequalities within enterprises. The establishment of a National Pay Equity Portal by DOLE, in coordination with the Philippine Commission on Women (PCW) and the National Economic and Development Authority (NEDA), aims to institutionalize a national framework for data-driven enforcement, policy development, and public accountability. This centralized monitoring system enhances the government's capacity to evaluate compliance, identify systemic issues, and target areas requiring intervention, moving towards a more proactive and systematic approach to achieving comprehensive pay equity across the nation.

Penalties & Enforcement

Violations of pay equity and anti-discrimination laws in the Philippines carry significant penalties, encompassing administrative sanctions, substantial fines, imprisonment, and civil remedies, reflecting the government's serious commitment to eradicating wage disparities. For breaches of Article 135 of the Labor Code, which explicitly prohibits sex-based wage discrimination, willful violations are subject to criminal liability under Articles 303 and 304 (formerly 288 and 289) of the Labor Code. These provisions can result in fines ranging from ₱1,000 to ₱10,000 (approximately USD 18 to USD 180, subject to exchange rate fluctuations) and/or imprisonment for three months to three years. Foreign nationals convicted of such offenses may also face prompt deportation after serving their sentence. Crucially, corporate officers, such as the president, chief executive officer, or managing director, can be held personally liable for violations committed by their corporations, ensuring accountability at the highest levels of management.

Beyond criminal penalties, aggrieved employees have recourse to civil actions for money claims and damages, which can proceed independently of any criminal proceedings. The Labor Arbiter and the National Labor Relations Commission (NLRC) have the authority to order back wages, reinstatement to the former position without loss of seniority rights, and other forms of relief for unlawful discrimination or pay inequality, ensuring that victims are fully compensated for their losses. The Magna Carta of Women also provides for the payment of damages in cases of discriminatory practices or violations of its provisions, further strengthening the legal avenues for redress. For violations of broader anti-discrimination laws, such as the Anti-Age Discrimination in Employment Act, offenders can face even stiffer penalties, including fines of ₱50,000 to ₱500,000 or imprisonment for three months to two years, or both, at the court's discretion, underscoring the severity of such offenses.

The Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023), as outlined in its provisions, also includes penalties for non-compliance, such as failure to submit accurate and timely Annual Gender Equality Reports (AGER) or to implement mandated pay transparency measures like salary range disclosure in job postings. These sanctions are typically graduated, starting with a written warning and a requirement to submit the report within a specified period for a first offense. Subsequent offenses would likely incur more severe penalties, including higher fines and administrative sanctions, aligning with the government's commitment to data-driven enforcement and progressive discipline. Furthermore, the law provides strong protections against retaliation, with any act of harassment, intimidation, or termination against an employee for raising pay equity concerns considered a grave violation, subject to criminal, civil, and administrative liabilities, including reinstatement and payment of back wages and damages. The Department of Labor and Employment (DOLE), in coordination with the Philippine Commission on Women (PCW), is responsible for promulgating the necessary rules and procedures to ensure fair and consistent enforcement of these sanctions, thereby reinforcing the integrity of the pay equity framework.

International Alignment

The Philippines demonstrates a strong commitment to international labor standards, particularly concerning pay equity and non-discrimination, by aligning its domestic legislation with key International Labour Organization (ILO) Conventions. The country is a signatory to ILO Convention No. 100 on Equal Remuneration (1951), which mandates equal remuneration for men and women for work of equal value. This core norm is directly reflected in Article 135 of the Philippine Labor Code, which explicitly prohibits paying a female employee less than a male employee for work of equal value. The principles of Convention 100 not only guide statutory construction and administrative rule-making in the Philippines but also serve as a foundational benchmark for all subsequent pay equity legislation, reinforcing the domestic legal framework with international best practices.

Furthermore, the Philippines is also a signatory to ILO Convention No. 111 on Discrimination (Employment and Occupation) (1958), which obliges the State to eliminate employment discrimination, including in pay, based on various grounds such as sex, race, color, religion, political opinion, national extraction, or social origin. The Magna Carta of Women (Republic Act No. 9710) serves as a comprehensive local translation of the provisions of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), particularly in defining gender discrimination, outlining state obligations, and promoting substantive equality for women. This comprehensive law ensures that women's rights, including economic rights and equal opportunities in employment and compensation, are protected in line with international human rights instruments like the International Covenant on Economic, Social and Cultural Rights (ICESCR), showcasing a holistic approach to human rights-based development.

In comparison to its peers and international directives, the Philippines has established a robust legal foundation for pay equity, often exceeding the basic requirements of some international instruments through proactive measures. While some countries may have more advanced pay gap reporting obligations or specific pay equity audits that have been in place for a longer duration, the Philippines is rapidly moving in this direction with the introduction of the Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023) and the DOLE Gender Equality Order (DO 251-25). These recent developments, particularly the emphasis on defining "equal remuneration for work of equal value" and the potential for mandatory gender equality reporting, demonstrate a proactive effort to bridge existing gaps and align with evolving global standards for workplace equality and transparency. The ongoing efforts to strengthen enforcement and increase penalties also underscore the country's unwavering commitment to translating international principles into tangible outcomes for its workforce, positioning the Philippines as a leader in pay equity in the Southeast Asian region.

Future Developments

The landscape of pay equity regulations in the Philippines is dynamic, with ongoing legislative efforts and anticipated reforms aimed at further strengthening protections and promoting transparency. A significant development is the continued push for salary transparency, exemplified by the proposed Senate Bill No. 758, known as the Salary Transparency Act of 2022. Although the prompt lists the Philippines Pay Transparency Act (RET-PH-NA-REPUBLI-2023) as an in-force act, the extensive discussions around Senate Bill No. 758 highlight the sustained legislative intent and public support for requiring employers to disclose salary ranges in job postings and prohibiting salary history inquiries. This indicates a clear trajectory towards greater openness in compensation practices, with the overarching goal of reducing pay disparities and fostering more equitable hiring processes across all sectors of the economy.

Further reforms are anticipated through initiatives like the Pay Transparency and Gender Equality Monitoring Act (referred to as the Pay Transparency Act of 2025 in some sources), which outlines a regime of radical transparency and accountability. This proposed legislation includes provisions for mandatory Annual Gender Equality Reports (AGER) from covered employers, requiring disaggregated data on compensation, promotion rates, and other employment metrics by gender, job level, and occupational classification. The establishment of a centralized National Pay Equity Portal is also envisioned to institutionalize data-driven enforcement, facilitate public accountability, and provide a platform for monitoring national progress towards pay equity goals. These measures signify a move towards more systematic monitoring and evaluation of pay equity, with upcoming deadlines for report submissions likely to be set upon the full enactment and implementation of such laws, ensuring a structured approach to compliance. The political outlook suggests continued strong support for these reforms, driven by a constitutional mandate for equality and a growing public demand for fairness and transparency in the workplace.

Beyond pay transparency, there are ongoing efforts to strengthen the enforcement of existing wage laws and increase penalties for violations. Senate President Pro Tempore Jinggoy Ejercito Estrada, for instance, has indicated re-filing a bill to amend Republic Act 6727, the Wage Rationalization Act, to impose stiffer penalties on violators, including higher fines and longer imprisonment terms. This legislative push aims to close gaps in enforcement, deter non-compliance, and send a strong message that wage theft and discriminatory pay practices will not be tolerated. These future developments collectively point towards a more robust and proactive regulatory environment in the Philippines, where the principles of equal pay and gender equality are not only enshrined in law but also effectively monitored, enforced, and continuously improved upon to achieve substantive equality in the world of work, thereby enhancing the overall welfare and economic empowerment of all Filipino workers.

Key Regulations

Title	Type	Status	Year
Philippine Labor Code Article 135	Act	In Force (Amended)	1974
Magna Carta of Women	Act	In Force	2009
Philippines Pay Transparency Act	Act	In Force	2023
DOLE Gender Equality Order	Order	In Force	2025

Sources and References

Source	Type
Department of Labor and Employment (DOLE)	official
Philippine Commission on Women (PCW)	official
Civil Service Commission (CSC)	official
Official Gazette of the Republic of the Philippines	official
ILO NATLEX: Republic Act No. 9710 (Magna Carta of Women)	official
ILO NATLEX: Presidential Decree No. 442 (Labor Code of the Philippines)	official