EIGHTEENTH CONGRESS OF THE 
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REPUBLIC OF THE PHILIPPINES 
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First Regular Session 
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S E N A T E
I l i ff  
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•19 
JUL 15 A 9 ■•49
Introduced by SENATOR RAMON BONG REVILLA, JR.
AN ACT
EXPANDING THE PROHIBITED ACTS OF DISCRIMINATION AGAINST 
WOMEN ON ACCOUNT OF SEX, AMENDING FOR THE PURPOSE ARTICLES 
133 AND 1351 OF PRESIDENTIAL DECREE NO. 442, AS AMENDED, 
OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES
EXPLANATORY NOTE
Although women now have political rights in all but few countries of the world, 
and are, therefore, in a better position to become more active agents of change, their 
subordinate position in many other fields has delayed progress. (Whittick, Arnold 
Women Into Citizen 1979)
The history of every nation bears witness to the changes that have gradually 
taken place in the situation of women at the local and national level, even at the 
international level. 
We have witnessed the development of wide possibilities for 
education and training, better access to economic opportunities, improve maternal 
and child health care and other social services, changes in civil laws and gradual 
changes in attitude towards women in general.
Their contributions to solving problems not only in their respective households 
but also in their workplace are more and more vital. Women should assume their 
responsibility as one of their priorities. 
This would finally make them equals as 
decision makers in local and national affairs. This could give them an opportunity not
1 "The Labor Code of the Philippines: Renumbered", DOLE Edition, 2017.


only to improve their own situation but also share with men the responsibility in the 
affairs of society.
However, in the Philippines today, and even with the worldwide emancipation 
of women in society, discrimination against women generally still exists in the ordinary 
workplace. 
Filipino women continue to suffer indignities in the course of their 
employment, merely because they are women. While our constitutional policy is clear 
in recognizing the role of women in nation-building and in ensuring the fundamental 
equality before the law of women, an enabling legislation to fully carry out this 
mandate is lacking.
A report, "The Power of Parity: Advancing Women's Equality in Asia Pacific" 
made by McKinsey Global Institute (MGI) as featured in BusinessWorld on May 18, 
2018 states that "on gender equality in work, the Philippines stands out for its 
progress" which is attributed to its pro-active legislation to eliminate gender inequality 
in the society. 
However, "lower-income women still confront considerable gender 
gaps and less opportunity".
To be able to sustain the improvement in the country's stature on gender 
quality, there is a need to enact a law, among others, that will ensure that women are 
not discriminated in work on account of their gender. Apart from promoting the rights 
and privileges of women, this endeavor could translate into a 7% increase in economic 
growth or $40 billion a year by 2025 as noted by the MGI study.
This bill penalizes the employer who will give preference to a male applicant 
over a female applicant in the hiring process, whether through notices or 
advertisements for employment or in the actual recruitment, hiring or employment of 
workers where the particular job can be equally handled by a woman. Also, it prohibits 
the denial to any women the benefits of employment or other statutory benefits under 
our laws by reason of her sex.


We must not only recognize that women have an important role in nation 
building, but also realize that their position in society is eminent, integral and 
indispensable.
This humble representation urges the immediate passage of this bill.
R A M ^  BONG REVILLA, JR.


EIGHTEENTH CONGRESS OF THE 
)
REPUBLIC OF THE PHILIPPINES 
)
First Regular Session 
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, 
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ott'if 
■ .....
S E N A T E
S.B. NO. 
440
*19 
JUL 15 A 9 50
RECLiVilDtlV
Introduced by SENATOR RAMON BONG REVILLA, JR.
AN ACT
EXPANDING THE PROHIBITED ACTS OF DISCRIMINATION AGAINST 
WOMEN ON ACCOUNT OF SEX, AMENDING FOR THE PURPOSE ARTICLES 
133 AND 1351 OF PRESIDENTIAL DECREE NO. 442, AS AMENDED, 
OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES
Be it enacted by the Senate and House o f Representative o f the Philippines in Congress 
assembled:
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Section 1. Article 133 of Presidential Decree No. 442, as amended otherwise
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known as the Labor Code of the Philippines, is hereby further amended to read as
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follows:
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"Article 133. Discrimination Prohibited. - It shall be unlawful for
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any employer to discriminate against any woman employee with respect
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to terms and conditions of employment solely on account of her sex.
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"The following are acts of discrimination:
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"(a) Payment of a lesser compensation, including wage, salary or
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other form of remuneration and fringe benefits, to a female
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employee as against a male employee, for work of equal value;
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[aed]
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"(b) Favoring a male employee over a female employee with
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respect to promotion, 
ASSIGNMENT, training opportunities,
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study and scholarship grants solely on account of their sexes [v ];
1 *'The Labor Code o f the Philippines: Renumbered", DOLE Edition, 2017.


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"(C ) GIVING PREFERENCE TO A MALE EMPLOYEE OVER A 
FEMALE EMPLOYEE IN THE HIRING PROCESS, WHETHER 
THROUGH 
NOTICES, 
ANNOUNCEMENTS, 
OR 
ADVERTISEMENTS 
FOR 
EMPLOYMENT 
AND 
APPRENTICESHIP OR IN  THE ACTUAL RECRUITMENT, 
HIRING OR EMPLOYMENT OF WORKERS WHERE THE 
PARTICULAR JOB CAN BE EQUALLY HANDLED BY A 
WOMAN; AND,
"(D ) FAVORING A MALE EMPLOYEE OVER A FEMALE 
EMPLOYEE 
WITH 
RESPECT 
TO 
DISMISSAL 
OF 
PERSONNEL OR THE APPLICATION OF THE FIRST IN  - 
FIRST OUT OR OTHER RETRENCHMENT POLICY OF THE 
EMPLOYER.
"Criminal liability for the willful commission of any unlawful act as 
provided in this Article or any violation of the rules and regulations 
issued pursuant to Section 2 hereof shall be penalized as provided 
in Articles 288 and 289 of this Code: Provided, That the institution 
of any criminal action under this provision shall not bar the 
aggrieved employee from filing an entirely separate and distinct 
action for money claims, which may include claims for damages 
and other affirmative reliefs. The actions hereby authorized shall 
proceed independently of each other."
Sec. 2. Article 135 of the Labor Code is hereby amended to read as follows: 
"Article 135. Prohibited Acts. It shall be unlawful for any employer:
(1) To deny any woman employee the benefits provided for in 
this Chapter or to discharge any woman employed by him for the 
purpose of preventing her from enjoying any of the benefits 
provided under this Code:
(2) To discharge such woman on account of her pregnancy, or 
while on leave or in confinement due to her pregnancy;


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(3) To discharge or refuse the admission of such woman upon
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returning to her work for fear that she may again be pregnant
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[-]OR;
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(4) 
TO 
DENY 
ANY 
WOMAN 
THE BENEFITS 
OF
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EMPLOYMENT OR OTHER STATUTORY BENEFITS UNDER
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OUR LAWS BY REASON OF HER GENDER."
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Sec. 3. 
-  Any employer who commits or attempts in any manner to
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commit any of the acts herein prohibited shall, in addition to other penalties as may
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be provided by law, upon conviction hereof, be punished by a fine of not less than
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Fifty Thousand Pesos (P50,000.00), but not more than Two Hundred Thousand Pesos
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(P200,000.00), and suffer imprisonment of not less than two (2) years but not more
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than four (4) years: 
Provided, That the conviction or acquittal obtained by the
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employer shall not be a bar to the filing by the female employee of a civil suit for the
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payment of salaries or benefits due her.
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Any employee or person who willfully aids or abets in the commission of the
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acts prohibited herein or who causes the commission of any such acts by another shall
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be liable in the same manner as the employer.
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If the offender is not a Filipino citizen, he shall be deported immediately upon
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service of the sentence imposed herein. If he is a government official or employee, he
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shall be dismissed from the service and shall serve the maximum penalty prescribed
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for the offense.
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In the case of associations, partnerships or corporations, the penalty shall be
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imposed on the partner, president, general manager, branch manager or responsible
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officer responsible for the violation.
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Sec. 4. Implementing Rules and Regulations. - Within thirty (30) days from the
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effectivity of this Act, the Secretary of Labor and Employment, consultation with the
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Tripartite Industrial Peace Council, shall issue and publish the necessary rules and
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regulations to implement the provisions of this Act.
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Sec. 5. 
Separability Clause. - If any provision of this Act is declared
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unconstitutional, the same shall not affect the validity and effectivity of the other
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provisions hereof.
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Sec. 6. Repealing Clause. - All laws, executive orders, presidential decrees, 
presidential proclamations, rules and regulations or parts thereof inconsistent with the 
provisions of this Act are hereby repealed or modified accordingly.
Sec. 7. Effectivity Clause. -  This Act shall take effect fifteen (15) days after its 
complete publication in the Official Gazette or in a newspaper of general circulation.
Approved,