Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Batasan Hills, Quezon City 
NINETEENTH CONGRESS 
Third Regular Session 
HOUSE BILL NO. _______ 
Introduced by  
HON. ATTY. GERVILLE “JINKY BITRICS” R. LUISTRO 
AN ACT PROVIDING FLEXIBLE WORK ARRANGEMENTS FOR PREGNANT 
WOMEN AND POSTNATAL MOTHERS 
EXPLANATORY NOTE 
While the COVID-19 Pandemic has generally brought disaster and misery in across the 
world, it has pushed the public and private sector alike to adjust their work policies so as to cause 
minimal to no disruption in their regular course of work. One such adjustment was the adoption 
of work-from-home setups, which continue to be employed by public and private employers 
alike even after the onslaught of COVID-19. 
This alternative work setup is but an example of the many alternative work arrangements 
which can be made available to pregnant and postnatal women which gives them an opportunity 
to continue working without compromising on their maternal commitments to their newborn 
child/children. Under this proposed legislation, public and private employers are required to 
provide flexible work arrangements to pregnant women and women who just gave birth who are 
under their employ, regular or not, and ensures that flexible work arrangements do not negatively 
affect their tenure as employees or non-regular workers.   
In view of the foregoing, approval of the bill is earnestly sought. 
HON. ATTY. GERVILLE “JINKY BITRICS” R. LUISTRO 
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November 11, 2024
1:33 pm


Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Batasan Hills, Quezon City 
NINETEENTH CONGRESS 
Third Regular Session 
HOUSE BILL NO. _______ 
Introduced by  
HON. ATTY. GERVILLE “JINKY BITRICS” R. LUISTRO 
AN ACT PROVIDING FLEXIBLE WORK ARRANGEMENTS FOR PREGNANT 
WOMEN AND POSTNATAL 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” refers 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, or 
contractual/job order/non-regular/seasonal employees or workers, works at home or their 
residence; 
Section 3. Flexible Work Arrangement. – The employer/contractor, public or private, shall 
provide for a flexible work arrangement and/or a work-from-home program for pregnant women. 
11051


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: 
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. 
Provided, that the employees eligible under this Act are regular and/or permanent employees of 
the their respective employers. Provided further, that contractual/job order/non-regular/seasonal 
employees or workers, are also eligible to the flexible working arrangements under this Act, and 
the availment of flexible work arrangements not affect their tenure of contract.   


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,