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 GRANTING MENSTRUATION LEAVE OF TWO (2) DAYS A MONTH WITH 
FIFTY PERCENT DAILY REMUNERATION TO ALL FEMALE EMPLOYEES IN THE 
PRIVATE AND PUBLIC SECTORS 
EXPLANATORY NOTE 
Recently, female employees in La Union were given the chance choose to work comfortably at 
home during their “red days” as the Provincial Government of La Union signed an Executive Order 
for a two-day monthly work-from-home benefit as “menstruation privilege.” Accordingly, the 
intention of the Executive Order issued by the provincial government was to spread awareness and 
kindness to female employees during their menstrual period.1 
The concept of menstrual leave is not new. In fact, Japan, South Korea, Taiwan, Indonesia, and 
Zambia provide menstrual leave benefit to female employees. While some companies have 
allowed the use of its sick leave benefits for menstrual cases, the Philippines has yet to act on this 
particular concern. In fact, some considers this menstrual issue a social taboo in this country.  
The real impact of menstruation on women and society is underestimated. On average, women 
lose about 2 to 4 tablespoons of blood during each period.2 In terms of pads or tampons, that means 
changing them out every 2 hours or more. Heavy bleeding and painful cramps are also common 
side effects which affect a woman’s productivity at work. In a research conducted by the British 
United Provident Association Limited, it was revealed that 23% of women have taken time off 
work because of their period in the last 6 months, with a following 36% not telling the truth about 
why they were unable to work. Instead, they used different reasons like having the flu, cold or a 
stomach bug. The research found that women under the age of 25 are more likely to use one of 
these reasons too, with 58% giving the excuse of a stomach bug or flu.3 
The enactment of this bill will allow women to attend to the hormonal and physiological 
difficulties that they have to endure at least on a monthly basis. Menstrual symptoms are not 
1 https://www.cnnphilippines.com/news/2022/10/19/La-Union-workers-get-two-day-work-from-home-benefit-
on-menstrual-days.html 
2 https://www.webmd.com/women/common-period-problems 
3 https://ph.news.yahoo.com/menstrual-leave-policy-period-pain-employees-spain-104142271.html 
January 3, 2023
8:15 am
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something that can be ignored – for some women, the pain can be debilitating and the ability to 
focus on work all but vanishes. By pursuing this bill, we are not only acknowledging and protecting 
the women’s health but also, we are raising awareness to avoid stigmatization and ensure that 
individuals receive the right support. 
HON. MA. ALANA SAMANTHA TALIÑO SANTOS 
Representative, 3rd District of Cotabato 


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 GRANTING MENSTRUATION LEAVE OF TWO (2) DAYS A MONTH WITH 
FIFTY PERCENT DAILY REMUNERATION TO ALL FEMALE EMPLOYEES IN THE 
PRIVATE AND PUBLIC SECTORS 
Be it enacted by the Senate and the House of Representatives of the Philippines in Congress 
assembled: 
Section 1. Short Title - This Act shall be known as the ‘‘Menstruation Leave Act.” 
Section 2. Declaration of Policy – It is the policy of the State to protect and promote the 
right to health of the people and instill health consciousness among them. Likewise, the State 
recognizes the role of women in nation-building, and shall ensure the fundamental equality before 
the law of women and men. Thus, the State shall give priority for the needs of women. 
Lastly, it shall be the priority of the State to protect working women by providing safe and 
healthful conditions, taking into account their maternal functions, and such facilities and 
opportunities that will enhance their welfare and enable them to realize their full potential in the 
service of the nation. 
Section 3. Definition of Terms – For purposes of this Act, the following terms shall have 
the following meanings: 
a.
Employer - any person, natural or juridical, domestic or foreign, who carries on
in the Philippines any trade, business, industry, undertaking or activity of any
kind and uses the services of another person who is under his orders as regards
the employment, or the national government, its political subdivisions,
branches, agencies, instrumentalities, including government-owned or
controlled corporations and financial institutions, the constitutional
commissions, and the judiciary.
b. Employee - any person who performs services for an employer in which either
or both mental and physical efforts are used and who receives compensation for
such services regardless of employment status
c.
Menstruation - a discharging of blood, secretions, and tissue debris that recurs
in women typically at four (4) week intervals and lasting three (3) to five (5)
days.
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d. Premenstrual Tension - a state of physical or mental lack of well-being or 
physical or mental uneasiness relating to the period just preceding 
menstruation. 
e. Menstrual Tension - a state of physical or mental lack of well-being or physical 
or mental uneasiness relating to the period of menstruation. 
f. Menstruation. Leave - refers to the benefits granted to a female 'employee 
allowing her not to report for work for two (2) days every month due to 
premenstrual or menstrual tension but continues to earn at least fifty percent 
(50%) of the compensation per day therefor. 
 
Section 4. Notwithstanding any law, rules and regulations to the contrary, every female 
employee, except pregnant and menopausal women, in the private and public sectors, regardless 
of the nature of their employment, shall be entitled to a monthly menstruation leave of up to two 
(2) days with pay equivalent to at least 50 percent of the employee’s basic salary, provided that 
she has rendered at least six (6) months of service whether continuous or broken at the time of the 
effectivity of this Act. 
 
Section 5. Employers already granting a menstruation leave or its equivalent are not 
covered by this Act. 
 
Section 6. Security of Tenure - Those who avail of the benefits of this Act, 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. The transfer to a parallel position or reassignment from 
one organizational unit to another in the same agency or private enterprise shall be allowed: 
Provided, that it shall not involve a reduction in rank, status, salary, or otherwise amount to 
constructive dismissal. 
 
Section 7. Non-Discrimination - No employer whether in the public or private sector shall 
discriminate against the employment of women in order to avoid the benefits provided for in this 
Act. 
 
Section 8. Non-Diminution Clause. - Nothing in this Act shall be construed to reduce any 
existing benefits of any form granted under existing laws, decrees, executive orders, or any 
contract, agreement or policy between employer and employee. 
 
Section 9. 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 10. Penalty - 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 not exceeding Fifty thousand pesos (P50,000.00) 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. 
Section 9. Separability Clause. - If any provision, or part hereof is held invalid or 
unconstitutional, the remainder of the law or the provision not otherwise affected shall remain 
valid and subsisting. 
 
Section 10. Repealing Clause. - All laws, decrees, orders, and issuances, or portions 
thereof, which are inconsistent with the provisions of this Act, are hereby repealed, amended, or 
modified accordingly. 
 
Section 11. Effectivity Clause. - This Act shall take effect fifteen (15) days after its 
publication in the Official Gazette or in two (2) newspapers of general circulation. 
 
Approved,