Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City, Metro Manila
NINETEENTH CONGRESS
First Regular Session
House Bill No. _______
Introduced by Honorable Ma. Alana Samantha Taliño Santos
AN ACT PROVIDING FOR FLEXIBLE WORK ARRANGEMENTS FOR PREGNANT
WOMEN AND POST-NATAL MOTHERS
EXPLANATORY NOTE
Under the Constitution, Article 2, Section 12, provides:
“The State recognizes the sanctity of family life and shall protect and strengthen the family
as a basic autonomous social institution. It shall equally protect the life of the mother and
the life of the unborn from conception…”
Pregnancy is a delicate situation for women. Nevertheless, it is usually common in the
Philippines for pregnant and post-natal mothers to continue working, outside of their homes.
Women play a pivotal part in our labor force. In January 2021, female labor force participation
was at 46.9%, amounting to around 17,455,000 Filipinas in the labor force.1 In order to support
pregnant women and post-natal mothers, it is imperative upon the State to enact legislation that
recognizes their needs in the workplace. Moreover, studies have shown that accommodations for
pregnant employees also have positive impacts to overall work productivity, reduce absenteeism
and improve employee satisfaction and retention.2
This bill aims to establish comprehensive provisions for flexible work arrangements tailored
specifically to the needs of pregnant women and post-natal mothers. Both private and public
sector employers will be mandated to offer flexible working arrangements, including work-from-
home options, to pregnant women. These arrangements will grant pregnant employees the
flexibility to adjust their time-in and time-out schedules at the workplace, or even work remotely
from their homes, within the framework of relevant and mutually agreed-upon guidelines. By
enacting this legislation, we empower pregnant women and post-natal mothers to effectively
balance the responsibilities of their professional commitments with the demands of their family
life, particularly during this crucial phase of motherhood.
HON. MA. ALANA SAMANTHA TALIÑO SANTOS
Representative, 3rd District of Cotabato
1 https://newsinfo.inquirer.net/1566919/data-show-steady-progress-of-women-in-workforce
2 https://nwlc.org/wp-content/uploads/2020/01/New-PWFA-Factsheet.pdf
March 31, 2023
1:05 pm
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Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City, Metro Manila
NINETEENTH CONGRESS
First Regular Session
House Bill No. _______
Introduced by Honorable Ma. Alana Samantha Taliño Santos
AN ACT PROVIDING FOR FLEXIBLE WORK ARRANGEMENTS FOR PREGNANT
WOMEN AND POST-NATAL MOTHERS
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 “Pregnant Women’s Welfare Act.”
Section 2. Definition of Terms. – For the purpose of this Act, the following terms shall
mean:
(a) “Pregnant Woman” means a woman expecting to deliver a child or children, which
condition shall continue until she has delivered such child or children or has suffered a
miscarriage
(b) “Flexible Work Arrangement” refer to alternative arrangements or schedules other than
the traditional or standard work hours, workdays and workweek. Flexible work arrangements
allow the pregnant employee to vary her arrival and departure time without affecting the core
work hours in a day or in the week, depending on the agreed upon arrangement between the
employee and the employer.
(c) “Work-from-home” refers to a work arrangement where the pregnant employee works
at home or their residence;
Section 3. Flexible Work Arrangement. — Flexible Work Arrangement. — The employer,
public or private, shall provide for a flexible work arrangement and/or a work-from-home
program for pregnant women. This benefit shall extend to postnatal mothers, at least one year
from the date of childbirth. Such arrangement shall provide that pregnant women should be
allowed to work remotely or take advantage of the applicable flexible work arrangement to
enable them to undergo a medical check-up related to her pregnancy, or to any ailment or
affliction she may be suffering from as a result of her pregnancy.
The flexible work arrangement and/or work-from-home program to be adopted by
employers under this Act shall be subject to the following parameters:
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a.
The flexible work arrangement and/or work-from-home program shall be agreed upon
by the qualified pregnant employee and post-natal mother;
b. The working arrangement agreed upon by the parties shall not affect individual and
company productivity;
c.
The terms and conditions for the flexible working arrangement shall not be less than
the minimum labor standards set by law, and shall include compensable work hours,
minimum number of work hours, overtime, rest days, and entitlement to leave benefits;
and;
d. Any employer may request exemption from complying with the above requirements
from the DOLE on meritorious grounds.
Section 4. Work Discrimination. - Without prejudice to the relevant provisions of the
Labor Code and the implementing rules thereto, no employer shall discriminate against any
pregnant woman employee with respect to terms and conditions of employment on account of
her status.
Section 5. Non-Diminution of Benefits. - Nothing in this Act shall be construed as to
diminish existing employment benefits currently enjoyed by pregnant women and/or post-natal
mothers whether or not these are granted under collective bargaining agreements (CBA) or
present laws, if the same are more beneficial to such employee.
Section 6. Security of Tenure. - Those who avail of the benefits of this Act, whether in the
government service or private sector, shall be assured of security of tenure. As such, the exercise
of this option by them shall not be used as basis for demotion in employment or termination.
Section 7. Penalties. - Any person, corporation, trust, firm, partnership, association or
entity found violating this Act or the rules and regulations promulgated thereunder shall be
punished by a fine of not less than Twenty Thousand Pesos (P20,000) nor more than Two
Hundred Thousand Pesos (P200,000) or imprisonment of not less than thirty (30) days nor more
than six (6) months.
If the violation is committed by a corporation, trust or firm, partnership, association or any
other entity, the penalty of imprisonment shall be imposed on the entity's responsible officers,
including, but not limited to, the president, vice-president, chief executive officer, general
manager, managing director or partner directly responsible therefor.
Failure on the part of any association, partnership, corporation, or private enterprise to
comply with the provisions of this Act shall be a ground for non-renewal of business permits.
Section 8. Implementing Rules and Regulations. – The Secretary of Labor and
Employment, the Chairman of the Civil Service Commission and the Secretary of Health shall,
within thirty (30) days from the effectivity of this Act, issue such rules and regulations necessary
for the proper implementation of the provisions hereof.


Section 9. Repealing Clause. –Any law, presidential decree or issuance, executive order,
letter of instruction, rule or regulation inconsistent or contrary to the provision of this Act is
hereby repealed or modified accordingly.
Section 10. Effectivity Clause. – This Act shall take effect after fifteen (15) days following
its publication in the Official Gazette or a newspaper of general circulation.
Approved,