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Republic of the Philippines 
House of Representatives 
Quezon City, Metro Manila 
Nineteenth Congress 
Second Regular Session 
HOUSE BILL NO. 9931 
Introduced by Representative LORDAN G. SUAN 
AN ACT 
GRANTING HEARTBREAK LEAVE AND PROVIDING EMOTIONAL SUPPORT 
RESOURCES FOR RECOVERING EMPLOYEES 
EXPLANATORY NOTE 
This bill proposes a novel approach to workplace well-being by granting 
eligible employees "heartbreak leave" following relationship dissolution. This 
seemingly unconventional policy addresses a significant, yet often overlooked, 
factor impacting employee performance and engagement: the emotional 
turmoil associated with breakups. 
Studies reveal the substantial toll breakups take on individuals, affecting 
their emotional and mental well-being, leading to decreased productivity, 
absenteeism, and higher healthcare costs. Recognizing this reality, the bill 
acknowledges the legitimacy of emotional distress stemming from personal life 
and offers crucial support during this challenging time. 
Furthermore, this legislation moves beyond a one-size-fits-all approach by 
acknowledging the age-related nuances of heartbreak. Younger employees, 
facing societal pressure to quickly "bounce back," may benefit from shorter 
leave periods, while older individuals navigating complex family dynamics or 
financial dependencies might require longer periods. This differentiated 
approach ensures equitable access to leave while recognizing individual needs 
and circumstances. 
Beyond addressing individual needs, the bill fosters gender equality in the 
workplace. Research suggests women disproportionately experience economic 
and emotional hardship following breakups. By offering equal access to leave, 
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the Heartbreak Recovery and Resilience Act promotes equity and addresses 
potential disparities. 
Beyond the ethical considerations, the bill offers substantial practical 
benefits to both employees and employers. By allowing time and space for 
emotional processing, leave can lead to improved focus and performance upon 
return. Additionally, by reducing turnover and recruitment costs, the policy 
translates to financial gains for companies. Moreover, offering such innovative 
support enhances an employer's image as progressive and committed to 
employee well-being, potentially attracting and retaining top talent. 
In conclusion, the Heartbreak Recovery and Resilience Act aligns with 
modern values of flexibility and work-life balance. It recognizes the 
interconnectedness of personal and professional lives and promotes a healthier, 
more resilient workforce. By offering heartbreak leave and emotional support 
resources, this legislation presents a win-win scenario for both employees and 
employers, fostering engagement, reducing costs, and ultimately contributing 
to a more humane and productive work environment. 
In light of the preceding, this bill’s approval is fervently sought. 
LORDAN G. SUAN 
Cagayan de Oro City – 1st District 


1 
Republic of the Philippines 
House of Representatives 
Quezon City, Metro Manila 
Nineteenth Congress 
Second Regular Session 
HOUSE BILL NO. 9931 
Introduced by Representative LORDAN G. SUAN 
AN ACT 
GRANTING HEARTBREAK LEAVE AND PROVIDING EMOTIONAL SUPPORT 
RESOURCES FOR RECOVERING EMPLOYEES 
Be it enacted by the Senate and House of Representatives of the Philippines in 
Congress assembled: 
SECTION 1. Short Title. — This Act shall be known as the “Heartbreak 
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Recovery and Resilience Act.” 
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SECTION 2. Declaration of Policy. — The State recognizes that: 
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(a) The dissolution of a romantic relationship can be a significant source
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of emotional stress and disruption to an individual's personal and professional 
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life; 
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(b) Unprocessed emotional distress can negatively impact productivity,
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employee morale, and workplace health; and 
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(c) Providing employees with time and resources to recover from
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heartbreak 
can 
promote 
emotional 
well-being, 
improve 
workplace 
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performance, and reduce employee turnover. 
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SECTION 3. Purpose. — This Act aims to offer support and resources to 
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employees experiencing emotional distress due to a recent breakup, promoting 
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their personal well-being and continued contribution to the workforce. 
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SECTION 4. Heartbreak Leave. 
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(a)
Eligibility. All employees in the private and public sectors are
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eligible for heartbreak leave under this Act. 
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(b)
Leave Entitlement.
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(i) 
Employees under the age of 25 are entitled to a maximum of 
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one (1) business day of unpaid heartbreak leave per calendar year. 
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(ii) 
Employees between the ages of 25 and 35 are entitled to a 
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maximum of two (2) business days of unpaid heartbreak leave per 
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calendar year. 
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(iii) 
Employees aged 36 and above are entitled to a maximum of 
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three (3) business days of unpaid heartbreak leave per calendar year. 
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(c) 
Documentation. To qualify for heartbreak leave, employees must 
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provide their employer with a signed statement confirming the dissolution of 
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their romantic relationship within the past thirty (30) days. 
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(d) 
Notice Requirement. Employees must provide their employer 
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written notice of their intention to take heartbreak leave at least 48 hours in 
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advance unless exigent circumstances prevent such notice. 
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(e) 
Accrual. Heartbreak leave shall not accrue or carry over to 
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subsequent calendar years. 
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(f) 
Continuation of Benefits. Employees on heartbreak leave shall 
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continue to be eligible for employer-sponsored health insurance benefits if they 
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meet the applicable requirements. 
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SECTION 5. Emotional Support Resources. 
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(a) 
The Department of Labor and Employment (DOLE) and the Civil 
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Service Commission (CSC), in collaboration with mental health professionals, 
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shall develop and disseminate evidence-based resources on navigating 
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heartbreak and emotional well-being to government offices, employers and 
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employees. 
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(b) 
The DOLE and the CSC shall create a program to support the 
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development and implementation of confidential emotional support programs 
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within workplaces. 
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SECTION 6. Implementing Rules and Regulations. — Within ninety (90) 
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days from the effectivity of this Act, the DOLE and the CSC shall promulgate the 
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necessary rules and regulations for the effective implementation of this Act in 
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the private and public sectors, respectively. 
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SECTION 7. Effectivity Clause. — This Act shall take effect fifteen (15) days 
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after its publication in the Official Gazette, in a newspaper of general circulation, 
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or on a website provided for by law.
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Approved,