EIGHTEENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
)
)
S E N A T E  
S. No.
S enate
#fficr of tijr ibrcrrtori'
‘If AUG 15 P5 0<
RECEl'VcL>3».
Introduced by SENATOR RAMON BONG REVILLA, JR.
AN ACT
INSTITUTING 
POLICIES 
FOR 
THE 
PROTECTION 
AND 
CAREGIVERS IN THE PRACTICE OF THEIR PROFESSION
WELFARE 
OF
EXPLANATORY NOTE
This bill seeks to institute effective and sensible policies for the protection and 
welfare of Filipino caregivers.
A "caregiver" refers to a paid or employed person who regularly attends to the 
physical and psychological needs of an infant, child or dependent adult who is disabled 
or whose health is impaired by old age, diseases, mental disorder, and other disabilities 
particularly with their activities of daily living whether outside or within their home.
The demand for caregiving services is rising due to the rapid increase in the 
number of children being born with medical issues and prevalent illnesses. Moreover, the 
results of the 2010 Census of Population and Housing (CPH) show that of the household 
population of 92.1 million, 1.57% Filipinos have a disability1. Hence, there has been an 
imperative call for professional and responsible caregiving in the Philippines. On a global 
scale, the Filipino culture has known to provide remarkable hospitality and care. This is 
why citizens of the United States, Asia, the Middle East, and many other countries prefer 
Filipino caregivers.
The sudden increase in the popularity of caregivers in the Philippines and abroad 
has prompted the government to require all caregiving schools in the country to register 
caregiving programs to the Technical Education and Skills Development Authority 
(TESDA), which is tasked to manage and supervise their education, training, and skills 
development. That being so, TESDA has been well-equipped with these various programs
1 https://wvAv.doh.gov.ph/persons-with-disabilities


that provide caregivers with the knowledge and skills necessary to perform their duties 
with modesty and coherence.
In recognition of the vital role of caregivers in national development, policies in 
the practice of this profession must be instituted to protect their rights and promote 
welfare towards a decent employment. Furthermore, caregivers must be protected 
against abuse, harassment, and violence. These proposed policies must be enacted into 
law to maintain excellent and globally competitive standards for the professional services 
of Filipino caregivers.
In view of the foregoing, immediate passage of this bill is earnestly sought.
RAMOJf BONG REVILLA, JR.


EIGHTEENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
)
)
)
S E N A T E  
S. No. 9 1 3
^ c iu u r
tjjr <»fcrrtarp
•19 HU6 15 P5 0i
RECEiVcDBi.
Introduced by SENATOR RAMON BONG REVILLA, JR.
AN ACT
INSTITUTING 
POLICIES 
FOR 
THE 
PROTECTION 
AND 
WELFARE 
OF 
CAREGIVERS IN THE PRACTICE OF THEIR PROFESSION
Be it enacted by the Senate and House o f Representatives o f the Philippines in Congress 
assembled:
1 
Section 1. Short Title. -This Act shall be known as the "Caregivers Welfare Act".
2 
Sec. 2. Declaration o f Poiicy. - It is hereby declared the policy of the State to
3 
recognize the role of caregivers in national development and to institute policies in the
4 
practice of the profession with the end in view of developing competent caregivers whose
5 
standards of professional service shall be excellent and globally competitive.
6 
The State also recognizes the need to protect the rights of the caregivers towards
7 
a decent employment and income and adheres to a policy of protecting caregivers against
8 
abuse, harassment, violence and economic exploitation.
9 
Sec. 3. Definition o f Terms. - As used in this Act:
10 
a) CaregivervQtevs to a graduate of a caregiving course from an accredited training
11 
institution that is recognized by the government or is certified competent by that same
12 
institution, and renders caregiving services as stipulated in Section 6 of this Act;
13 
b) C//e/7f refers to a dependent infant, child, or adult;
14 
c) Empioyer refers to any person who engages and controls the services of a
15 
caregiver and is a party to the employment contract; and
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d) Private Employment Agency (PEA) refers to any individual, legitimate
2 
partnership, association or organization accredited and licensed to engage in the
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recruiting and placement of caregivers for local employment.
4 
Sec. 4. Employment Contract. - An employment contract shall be executed by and
5 
between the caregiver and the employer before the commencement of the service in a
6 
language or dialect understood by both parties. A copy of the duly signed employment
7 
contract shall be given to the caregiver which shall include the following:
8 
a) Duties and responsibilities of the caregiver;
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b) Period of employment;
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c) Compensation;
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d) Authorized deductions;
12 
e) Hours of work and proportionate additional payment or overtime pay;
13 
f) Rest days and allowable leaves;
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g) Board, lodging and medical attention;
15 
h) Termination of employment; and
16 
i) Any other lawful condition agreed upon by both parties.
17 
The DOLE shall develop a model employment contract for caregivers which shall
18 
be made available at all times, free of charge to caregivers, employer and the general
19 
public.
20 
In case where the employment of the caregiver is facilitated through a price
21 
employment agency, the PEA shall keep a copy of all employment contracts of their
22 
caregivers which be made available for verification and inspection by the DOLE.
23 
Sec. 5. Pre-employment Requirements. - Prior to the execution of the employment
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contract, the employer may require the following:
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a) Caregivers training certificate issued by the school or institution accredited by
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the Technical Education and Skills Development Authority (TESDA);
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b) Medical certificate or health certificate issued by a local government health
28 
officer; and
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c) National Bureau of Investigation (NBI) or police clearance.
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Sec. 6. Duties o f the Caregivers. - The caregivers may provide any of the following
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services:
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a) Provide personal care support and assistance to clients with physical impairment
4 
or disabilities in private homes, nursing or geriatric care facilities, and other residential
5 
settings;
6 
b) Help clients with their daily activities and mobility restrictions;
7 
c) Provide some basic health-related services, such as checking the clients' pulse
8 
rate, temperature and respiration rate;
9 
d) Help clients with simple prescribed exercises, and assist them with home
10 
medications as prescribed by the physician. Provided, That assistance in the
11 
administration of intravenous medications shall be upon written consent of the physician;
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e) Advise clients and their families on cleanliness and household tasks;
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f) Accompany clients to appointments with doctors or on other errands;
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g) Assist in housekeeping tasks within the clients' room;
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h) Prepare meals for clients; and
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i) Other tasks directly related to the needs of the clients.
17 
Sec. 7. Hours o f Work. - The caregiver's working hours shall be based on the
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employment contract signed by the parties and in accordance with the labor laws, rules
19 
and regulations. A caregiver shall have an eight (8) hour work shift, beyond which the
20 
mandatory overtime pay shall be applied.
21 
Sec. 8. Minimum Wage. - The minimum wage of a caregiver shall not be less than
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the applicable minimum wage in the region.
23 
Sec. 9. Payment o f Wages. - Wages shall be pain on time directly to the caregiver
24 
to whom they are due once every two (2) weeks or twice a month at the intervals not
25 
exceeding sixteen (16) days. The employer, unless allowed by the caregiver through a
26 
written consent, shall make no deductions from the wages other than what is mandated
27 
by the law. No employer shall pay the wages of the caregiver by means of promissory
28 
notes, vouchers, coupons, tokens, tickets, chits or any object other than the cash wage
29 
as provided for by law.
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Caregivers are also entitled to a thirteenth month pay as provided for by the law,
2 
Sec. 10. Pay Slip. - The employer shall at all times provide the caregiver with a
3 
copy of the pay slip containing the amount paid in cash every pay day, and indicating all
4 
deductions made if there be any. A copy of the pay slip shall be kept by the employer for
5 
a period of three (3) years.
6 
Sec. 11. Leave Benefits. - A caregiver who has rendered at least one (1) year of
7 
service shall be entitled to an annual service incentive leave of at least five (5) days with
8 
pay. Any unused portion of the annual leave shall be cumulative or carried over to the
9 
succeeding years. Unused leaves shall be convertible to cash.
10 
Sec. 12. Other Benefits. - A caregiver shall be covered by the Social Security
11 
System, the Philippine Health Insurance Corporation or Philhealth, and the Home
12 
Development Mutual Fund or Pag-IBIG, and shall be entitled to all the benefits in
13 
accordance with the pertinent provisions provided by law. The effective date of coverage
14 
shall be on the first day of employment.
15 
Sec. 13. Non-Diminution o f Benefits. - All existing arrangements between a
16 
caregiver and the employer shall be adjusted to conform to the minimum standards set
17 
by this Act. Nothing in this Act shall be construed to cause the diminution or substitution
18 
of any benefits and privileges currently enjoyed by the caregiver hired directly or through
19 
a PEA.
20 
Sec. 14. Basic Necessities. - For the household-based caregiver, the employer shall
21 
provide for the basic necessities of the caregiver to include at least three (3) adequate
22 
meals a day and humane sleeping arrangement. They shall also provide appropriate rest
23 
and assistance in case of illness and injuries sustained during the exercise of the
24 
caregiver's duties and responsibilities without loss of benefits.
25 
Sec. 15. Privileged Information. - All information and communication pertaining to
26 
the patient or employer or members of the household shall be treated as privileged and
27 
confidential, and shall not be publicly disclosed by the caregiver during and after
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employment.'
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Sec. 16. Termination o f Service. - Neither the caregiver nor the employer may
2 
terminate the contract before the expiration of the term except for grounds provided for
3 
in Sections 17 and 18 of this Act. If the caregiver is unjustly dismissed, he/she shall be
4 
paid the compensation already earned plus the equivalent of fifteen (15) days work by
5 
way of indemnity. The caregiver and the employer may mutually agree upon written
6 
notice to pre-terminate the contract of employment to end the employment relationship.
7 
Sec. 17. Termination o f Contract by the Caregiver. - A caregiver may terminate
8 
the employment relationship at any time before the expiration of the contract of any of
9 
the following reasons:
10 
a) Verbal or emotional abuse by the employer, client or any member of the
11 
household;
12 
b) Inhuman treatment including physical abuse by the employer, client or any
13 
member of the household;
14 
c) Commission of a crime or offense against the caregiver by the employer, client
15 
or any member of the household;
16 
d) Violation of the terms and conditions of the employment contract by the
17 
employer; and
18 
e) Other causes analogous to the foregoing.
19 
Sec. 18. Termination o f Contract by the Employer. - The employer may terminate
20 
the services of the caregiver at any time before the expiration of the contract for any of
21 
the following causes:
22 
a) Misconduct or willful disobedience by the caregiver of the lawful order of the
23 
employer in connection with the former's work;
24 
b) Gross or habitual neglect or insufficiency in the performance of duties;
25 
c) Fraud or willful breach of the trust reposed by the employer;
26 
d) Commission of crime or offense by the caregiver against the person of the
27 
employer, client or any immediate member of the employer's family;
28 
e) Violation of the terms and conditions of the employment contract by the
29 
caregiver; and
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f) other causes analogous to the foregoing.
2 
Sec. 19. Settlement o f Disputes. - All labor-related disputes shall be elevated to
3 
the DOLE Regional Office and/or the National Labor Relations Commission (NLRC) having
4 
jurisdiction over the workplace without prejudice to the filing of the civil or criminal action
5 
in appropriate cases. The DOLE Regional Office shall exhaust all conciliation and
6 
mediation efforts before a decision shall be rendered.
7 
Sec. 20. Protection o f Caregiver Hired through PEAs. - The Secretary of Labor and
8 
Employment shall, through a system of licensing and regulation, ensure the protection of
9 
the caregivers hired through PEAs.
10 
The PEAs shall be jointly and severally liable with the employer for all wages,
11 
wage-related benefits, and other benefits due to the caregiver.
12 
The provisions of the Labor Code of the Philippines on the qualifications of the
13 
PEAs with regards to nationality, net worth, owners and officers, office space and other
14 
requirements, as well as non-transferability of license and commission of prohibited
15 
practices shall apply.
16 
Sec. 21. Responsibilities o f the PEAs. - In addition, the PEAs shall have the
17 
following responsibilities:
18 
a) Ensure that the caregivers are not charged or levied any recruitment or
19 
placement fees whatsoever;
20 
b) Ensure that the employment contract between the caregiver and the employer
21 
stipulates the terms and conditions of employment and all the benefits prescribed by this
22 
Act;
23 
c) Provide a pre-employment orientation briefing to the caregiver and the employer
24 
about their rights and responsibilities in accordance with this Act;
25 
d) Keep copies of employment contracts pertaining to recruited caregivers which
26 
shall be made available during inspections or whenever required by DOLE;
27 
e) Assist caregivers with respect to complaints or grievances against their
28 
employers; and
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f) Cooperate with government in rescue operation involving abused or exploited 
caregivers.
Sec. 22. Implementing Rules and Regulations. - Within sixty (60) days from the 
effectivity of this Act., the Secretary of Labor and Employment shall, in coordination with 
the Director General of the TESDA, promulgate and the necessary rules and regulations 
for the effective implementation of this Act.
Sec. 23. 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.
Sec. 24. Repealing Clause. - All laws, decrees, orders, rules and regulations and 
other issuances or parts thereof which are inconsistent with the provisions of this Act are 
hereby repealed or amended accordingly.
Sec. 25. Effectivity. - This Act shall take effect fifteen (15) days after its publication 
in Official Gazette or in two (2) national newspapers of general circulation.
Approved,