J* 
THIRTgENTH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session 
Introduced by Senator Jinggoy Ejercito Estrada 
. 
.- 
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EXPLANATORY NOTE 
The Labor Code defines domestic or household service as service in the 
employer's home which is usually necessary or desirable for the maintenance and 
employment thereof and includes ministering to the personal comfort and convenience 
of the members of the household, including the services of family drivers. The nature of 
the service render distinguishes them from other members of the labor force. 
It is recognized that the institution of domestic household help is an integral 
aspect of Philippine society, deeply rooted as it is in the history and culture of the 
Filipino people. In reality, household helpers are considered not as mere indentured 
servants but as extensions of the Filipino family. A members of the extended family it is 
recognized that the relationship between the homeowner and the household helper 
transcends that of a simple employer-employee relationship. Household helper in most 
cases act as alternate parents of the children of their employers and in certain cases 
devote a good portion if not their entire life to the service of their employers. 
It is likewise worth noting that household helpers indirectly contribute towards the 
furtherance of national economic growth and productivity. By providing their employers 
with more time for economic activities, either through entrepreneurial pursuits or as 
more productive members of the labor force, household helpers act as labor multipliers 
within the purview of the macro-economic perspective. Furthermore, household helpers 
are a direct source of financial support Since the interaction between employer and 
household for their dependents in the countryside, effectively creating significant 
economic well being in the less developed areas of the country. 
Helper is confined within the walls or private residences, the predominantly 
female members of the industry are unduly exposed to physical, mental, and sexual 


abuse and exploitation. 
Compounding the problem is the inherent timidity and 
passiveness of the household helpers themselves, who have little or no awareness of 
their basic rights and privileges. 
Legislation, however, is lacking in recognizing the value of their service and their 
loyalty to the household. It is, therefor, high time to extend to them that recognition and 
to reward them for the quality and length of their service. It is nonetheless the duty of 
the Senate to establish the minimum working parameters and standards that will ensure 
the protection and well-being of both employer and household helper, and to promote 
the harmonious and productive relationship between both parties. 
This proposed Magna Carta for Household Helpers or the Batas Kasambahay 
seeks to institutionalize and uplift the minimum working parameters and standards of 
the household helper industry and strives to bring this traditionally informal labor sector 
closer towards the benefits and protection accorded by law to the more formalized 
sectors of the labor force - without losing sight of the singular peculiarities traditionally 
inherent in the relationship between the employer and the household helper. 
It is the intention of this bill to provide for the guidelines that will govern the 
employer-household helper relationship. For this purpose, this bill proposes to regulate 
the working conditions of household helpers, to extend to them appropriate benefits, 
and improve their situation. 
For these reasons, approval of this bill is earnestly sought. 
EJERCITO ESTRADA 
Senator 


a
.
 
THIRTEENTH CONGRESS OF THE 
) 
REPUBLIC OF THE PHILIPPINES 
1 
ut+ Lri;, 
J, 
t’id :I 2 
First Regular Session 
) 
S E N A T E  
60 
e 
S. B. No. 
Introduced by Senator Jinggoy Ejercito Estrada 
AN ACT 
INSTITUTING REGULATORY POLICIES FOR THE HOUSEHOLD 
EMPLOYMENT INDUSTRY, ESTABLISHING STANDARDS OF PROTECTION AND 
PROMOTING OF THEIR WELFARE AND OF THEIR FAMILIES, AMENDING FOR 
THIS PURPOSE PERTINENT PROVISIONS OF PRESIDENTIAL DECREE NUMBER 
442, OTHERWISE KNOWN AS THE LABOR CODE FOR THE PHILIPPINES AND 
FOR OTHER PURPOSES 
Be it enacted by the Senate and House of Representatives of the Philippines in 
Congress assembled: 
ARTICLE 1 
TITLE, POLICY, PRINCIPLES AND DEFINITION OF TERMS 
Section 1. Short Title. This Act shall be known and cited as the “Magna Carta 
for Household Helpers” or the “Batas Kasambahay.” 
Section 2. Declaration of State Policy and Principles. 
It is hereby declared the policy of the Senate to value the dignity of its citizens 
and to guarantee full respect for human rights. The State recognizes the dignity 
of honest labor, including the nobility and self-respect inherent in the household 
helper industry; 
The need to nurture and protect the interests of this hitherto unheralded heroes 
of the Philippines economy is recognized by the Senate, and they shall be 
provided with adequate and timely social, economic and legal services, as well 
as mechanisms that shall protect their rights and promote benefits that ensure 
their dignified existence and economic upliftment; 


c) The State recognizes the need to protect the rights of the household helpers 
against abuse, economic exploitation and performance of work that is hazardous 
to their physical, mental and spiritual health. The State further recognizes that 
household helpers of minority age have special inalienable rights and privileges 
that should be espoused and protected, particularly in the areas of education, 
self-determination and self-improvement; 
d) It is the policy of the Senate to protect working women by ensuring safe and 
healthful working conditions and to take particular account of their maternal 
functions and needs. The State recognizes that the household helper industry is 
predominantly composed of women and, such, the State shall promote gender- 
sensitive measures iq the formulation , implementation, and proper dissemination 
of policies and programs affecting the household helper industry; and 
e) Duly-recognized and non-government organizations are partners of the State in 
the protection of household helpers and in the promotion of their welfare. The 
State shall cooperate with them in a spirit of trust and mutual respect. 
Section 3. Definition of Terms. As used in this Act, the term: 
a) “Household helper” or “kasambahay” - shall refer to any person employed full- 
time in the employer’s home, performing tasks ascribed as normal household 
chores within a specific household for which he/she is being paid by the 
employer. The term includes the maids, cooks, houseboys, family drivers and 
“yayas” who provide daily service to a single, specific household either on a live- 
in or live-out basis. 
b) “Self-employed household helper” - shall refer to any person who provides 
domestic or household service to either a single or a number of households on a 
contractual or day-to-day basis and paid directly by the homeowner/employer. 
The term includes gardeners, laundry women and household helper hired on a 
day-to-day basis provided that they do not report for work to a single household 
for four (4) days a week or more, otherwise they shall be classified as household 
helpers or “kasambahays.” 
c) “Household” or ”Employer” - shall refer to a natural person who is identified to 
be the head of the family of the particular household for which the household 
helper is rendering service, or any member of the household designated by the 
head of the family to manage the general housekeeping functions for the family. 
d) “Household” - shall refer to the immediate members of the family that are 
directly being provided for by the head of the said family. 


e) “Household” - shall refer to the immediate members of the family that are 
directly 
9 “Residence” - shall refer to the various residences being kept by the 
homeowner/employer, either as primary or secondary places of domicile. 
g) “Working hours” - shall refer to the period of time within which the household 
helper is required to be on call to perform any and all tasks that may be 
designated, regardless of whether there are actual tasks being undertaken. 
h) “Deployment expenses” - shall cover the expenses that are directly attendant to 
the transfer of the household helper from the place of origin to the place of work, 
including transportation costs, finder’s fees or agency fees if said household 
worker was soured through third parties or an employment agency. Advances or 
being provided for by the head of the said family. 
loans made by the household helper are not included in the definition of 
deployment expenses. 
“Hazardous work, undertaking, activity or condition” - shall refer to any activity or 
circumstance where the household helper is exposed to any risk which 
constitutes an imminent danger to hidher health and safety, such as but not 
limited to: 
(I) 
any activity which the exposes the household helper to physical, emotional or 
sexual abuse; 
(2) any activity which involves manual handling or transport of heavy loads; 
(3) any work in an unhealthy environment which exposes household helpers to 
hazardous substances, agents or processes, or to temperatures, noise levels 
or vibrations damaging to their health; 
(4) any work which requires the household helper to render services for 
excessively long periods of time or during late nights; 
(5) all forms of slavery or similar practices such as the sale and trafficking of 
household helpers, forced or compulsory labor, debt bondage and selfdom; 
(6) use, procurement or endorsement of the hoysehold helper for prostitution or 
pornography; 
(7) use, procurement or endorsement of the household helper for the 
commission of any offences or crime, particularly for the production and 
trafficking of narcotic drugs and substances as defined in the Dangerous 
Drugs Act; 
(8) any other type of work or activity which, by its nature or the circumstances in 
which it is carried out, is likely to jeopardize the health, safety or morals of the 
household helper; and 
(9) any other similar type of work activity as may hereafter be defined as 
hazardous by the Department of Labor and Employment. 


j) 
“Gender sensitivity” - refers to the recognized inequalities and differences 
between men and women in society, and a commitment to address issues 
concerning the respective interest of both genders. 
ARTICLE 2 
TERMS AND CONDITION FOR EMPLOYMENT 
Section 4. Employmenf Confracf, All household working arrangements or 
agreements shall be covered by a written employment contract, in a language or dialect 
understood by both employer And household helper, duly signed by both contracting 
parties. Each contacting party shall be provided with a complete set of the duly signed 
employment contract, which shall include the following: 
(a) period of employment, which shall not exceed two (2) years; 
(b) monthly compensation and mode of payment; 
(c) annual salary increase; 
(d) computation of Social Security System and Philhealth contributions; 
(e) duties and responsibilities 
(9 working hours and day-off schedule; 
(9) living quarters or sleeping arrangement. 
In case wherein employment of household helpers of minority age are allowed 
hereunder, said employment contract shall be signed on his or her behalf by either 
parent or legal guardian, with the express written consent of said minor. 
Section 5. Medical Certificate as Pre-requisite for Employment. A medical 
certificate attesting to the physical and mental fitness of the household helper secured 
from a licensed physician shall serve as a pre-requisite for employment, the cost of 
which shall be for the account of the employer. 
Section 6. Minimum Wage. Subparagraphs (I), (2) and (3) of Article 143 of 
Presidential Decree No. 442, as amended, otherwise known as the “Labor Code of the 
Philippines,” are hereby amended to read as follows: 
minimum wage rates: 
“Article 143. Minimum Wage - (a) Househelpers shall be paid the following 
(1) One Thousand Two hundred Pesos (Php 1,200.00) a month for household 
helpers working in the National Capital Region; 
(2) One Thousand Pesos (Php 1,000.00) a month for household helpers working in 
chartered cities and first class municipalities; 


(3) Nine Hundred Pesos (Php 900.00) a month for household helpers working in 
other municipalities. 
Section 7. Payment of Wages. Payment of wages shall be made directly to the 
household helper in cash, at least once every two (2) weeks or twice a month. The 
employer, unless allowed by the household helper through a written consent, shall 
make no deductions from hidher wages other than the labor mandated ones. 
Section 8. Thirteenth (133 Month Pay. All household helpers shall be entitled 
to a thirteenth (13‘h) 
month pay equivalent to one (I) 
mdnth’s basic salary which shall be 
released not later than the 16‘h of December of every year. 
Section 9. Membership in fhe Social Security System (SSS). All household 
helpers, regardless of age and compensation levels, shall be covered by the Social 
Security System and be entitled to all the benefits provided under Republic Act No. 
8282, as amended. The employers of said household helpers shall pay for the 
employer’s share of the SSS contributions without deducting the same from the monthly 
compensation of the household helpers. 
For this purpose, the Social Security System (SSS) is hereby required to 
implement an outreach program that will facilitate the remittance of SSS contributions 
by either the employers or the household helpers. Said outreach program should be 
conceptualized initiated within a period of one (1)year form the date of effectivity of this 
Act. 
Section I O .  
, (Philhealth). All 
be covered 
helper shall pay for the 
deducting the same from 
Section 11. Normal 
of the 
helper, the normal hours of work 
of one (1) hour breaks for each 
any work done by the 
relationship between the employer and the 
of kasambahays shall be ten (IO) hours a 
regular meal of the day. The employer 
household helper beyond the daily 
helper shall be allowed at least 
that the household 


Section 12. Regular Working Days. No household helper shall render work in 
excess of six (6) day per week. It shall be the duty of every employer to provide each of 
his or her household helpers a rest period of at least one (1) day a week. The rest day 
of the household helper shall be stipulated in the employment contract; however, the 
same may be changed for another day of the week upon mutual agreement of the 
employer and the household helper. 
Section 13. Vacation Leaves. All household helpers shall be entitled to a 
fourteen (14) day vacation leave with pay over and above their rest days. Said can only 
be availed of at the end of the first year of the employment, and shall not cumulate from 
year to year. 
Section 14. Mafernify Benefifs. AI female household workers shall be entitled to 
maternity benefits pursuant to article 133 of the Labor Code of the Philippine and 
Section 14-A of the Social Security Act of 1997. 
Section 15. Deployment Expenses. The employer shall be accountable for all 
the employment expenses of domestic household workers including the transportation 
and agency fees. 
Section 16. Aufomafic Salary Increase. The contract of the employment 
executed by and between the employer and the household helper shall include a 
provision for an annual salary increase indicating the amount determined by mutual 
agreement of the parties, 
Section 17. Pre-Termination of Contract. The employer may, at his or her own 
discretion, terminate the services of the household helper; Provided, that said employer 
provides the household helpers with at least fifteen (1 5) days notice of termination and 
termination pay equivalent to at least one half (112) month’s salary. In lieu of the fifteen 
(1 5) day notice of termination, the employer may immediately terminate the services of 
the household helper; Provided, that said employer provides the household helper 
termination pay equivalent to one (1) month’s salary. 
The employee may, for valid or just cause, terminate the services of the 
household helper prior to the expiration of the contract without indemnifying the latter 
with termination pay. 
The household helper may, at hidher own volition, unilaterally leave the 
household of employment prior to the expiration of the contract period; Provided, that 
the household helper shall forfeit any separation pay that may be due. 


ARTICLE 3 
RIGHTS AND PRIVILEGES OF HOUSEHOLD HELPERS 
Section 18. Standard of Treatment. The employer and the members of the 
household shall, at all times, treat the household helper in a just and humane manner. 
In no instance shall abusive language, physical violence or any act, which debases, 
degrades or demeans the intrinsic worth and dignity of the household helper as a 
human being be used upon the latter. 
Section 19. Extent of Dufy. The household helper shall not be required by his 
employer to perform any task or work outside the household of employment for the 
service or benefit of another household without the formers consent and the payment of 
just compensation. 
Section 20. Prohibition on Labor Sub-Contracting. The employer shall not 
sub-contract the services of the household helper to any third party or household, 
unless such activity falls within the purview of an emp(oyment agency arrangement for 
which the necessary permits and licenses had been secured beforehand. 
Section 21. Prohibition on Recruitment and Finders Fees. Regardless of 
whether the household helper was sourced either through an employment agency or a 
third party, the household helper shall not be charged in full or in part, of the recruitment 
fees or finder’s fees by an employment agency or third party. 
Section 22. Basic Necessities. In a manner befitting the means of a responsible 
head of the family, the employer shall provide for the basic necessities of the household 
helper, which shall include: 
(a) Food for at least three (3) meals per day; 
(b) Shelter and provision for humane sleeping arrangement that ensure privacy 
(c) Medical assistance and expenses incurred for work-related illness or injuries 
sustained by the household helper shall be shouldered by the employer; 
otherwise, the employer shall bear fifty percent (50%) of the expenses for 
non-work-related illness or injuries, while the household helper shall bear the 
other half. The employer, however shall advance the household helper’s 
share, at the time the medical expenses are incurred, and shall be 
reimbursed out of deductions from the household helper’s monthly 
and safety of the household helper; 


compensation which shall, at on time, be grater than fifty percent (50%) of the 
latter’s monthly compensation. 
In no instance shall the employer be allowed to withdraw or hold in abeyance the 
provision of these basic necessities as a form of punishment or disciplinary action to the 
household helper. 
Section 23. Guarantee to Househoid Helper Privacy. The employer shall 
respect the privacy of the household helper during the course of the latter’s rest periods. 
The household helper’s right to privacy shall extend to any and all forms of personal 
communications, including letters of correspondence issued or received by the 
household helper, and allowed communication coursed through the private telephone of 
the household. 
Section 24. Access to Outside Communication. The employer shall allow the 
household helper access to outside communication, both through letters or the private 
telephone of the household, especially in instances of the household helper’s personal 
or family emergencies. The employer shall likewise guarantee access by the household 
helper to the private telephone of the household for the purpose of communicating with 
the latter’s family at least once a week; Provided, that costs incurred in making the 
telephone call shall be for the account of the household helper. 
Section 25. Prohibition on Bonded Labor. No household helper shall be 
allowed to used his /her future services as collateral for any loan or advances he/she 
made or will make the employer. Likewise, no employer shall be allowed to bind the 
household helper to his/her continued employ as a form of payment for any loan or 
advances that the household helper may have made with the employer. In any case that 
a household helper who has an outstanding loan or advance decides to unilaterally 
terminate the contract of employment, payment for the said loan or advance shall 
immediately be made, unless otherwise agreed upon under such terms and conditions 
specified in a duly executed promissory note between the parties. 
Section 26. Access to Lawful Third-party Mediation. Upon employment, the 
employer shall provide the household helper with the names, addresses and telephone 
numbers of the designated liaison officials, of the following: 
(a) the Department of Labor and Employment (DOLE); 
(b) The Baranggay offices of the household helper’s place of work; and, 
(c) Duly registered non-government organizations accredited and household 
helpers. 


The homeowner shall further guarantee the household helper access to all 
means of communication for the purpose of containing any of the above-enumerated 
institutions. 
Section 27. Inter-Agency Networking. The Department of labor and 
Employment (DOLE) shall provide for and lead the inter-agency networking system 
among the different departments and instrumentality’s of government, should be the 
same required in the continuing efforts to protect the interests, rights and privileges of 
household helpers. 
ARTICLE 4 
SPECIAL RIGHTS AND PRIVILEGES OF HOUSEHOLD 
HELPERS OF MINORITY AGE 
Section 28. Allowable Employment of Household Helpers of Minority Age. 
Children fifteen (15) years up to seventeen (17) years of age may be employed as 
household helpers and shall be afforded the same protection and benefits of other 
household helpers, in addition to the provisions of this Article. In no instance shall 
children below fifteen (1 5) years of age employed as household helpers. 
Section 29. Children of Household Helpers. Unless expressly employed as 
household helpers under a duly executed contract of employment, children of 
household helpers who live with their parents at the employer’s residence or those 
whose sustenance or education is being provided for by the employer, shall not be 
considered as household helpers themselves. 
Section 30. Normal Hours of Work for Household Helpers of Minority Age. 
No household helpers of minority age shall be allowed to render work for more than 10 
(IO) hours a day, five(5) days per week, exclusive of one (1) hour breaks for each 
regular meal of the day. 
Section 31. Prohibition on Night Work. No household helper of minority age 
shall be allowed to render work between ten o’clock in the evening and six o’clock in the 
morning of the following day. 


Section 32. Prohibition on work to be undertaken. No household helpers of 
minority age shall be allowed to render work beyond their mental and physical 
capabilities. 
Sect ion 33. Prohibition on hazardous work, activities, conditions and/or 
underfakings. No household helper of minority age shall be employed in any 
hazardous work, activity or undertaking, and neither shall he/she be exposed to 
hazardous working conditions. 
Section 34. Minimum Wage. No household helper of minority age shall be 
deprived of the minimum wage mandated in this Batas Kasambahay. 
Section 35. Right of the Child to Wages Earned. All employers shall pay 
directly to the household helper of minority age and all wages remuneration of 
compensation earned by said minor during the period of his employment. 
No parent, guardian or relative shall be allowed to borrow against the 
compensation of the household helper of minority age without the express written 
consent of said household helper. Neither shall the household helper of minority age be 
made to render work in payment of a loan or liability incurred by a parent, guardian or 
relative. 
Section 36. Emergency Services. The Department of Social Welfare and 
Development (DSWD) shall, within a period of one (1) year from the date of effectivity of 
this Act, institute a* program designed specifically to provide emergency services to 
household helpers of minority age in need of custody, shelter, healing, or medical, 
psychological, legal and rehabilitative services. 
Section 37. Emergency Services. The Department of Social Welfare and 
Development (DSWD) shall, upon the recommendation of the Department of Labor and 
Employment (DOLE), effect the repatriation of household helpers of minority age who 
either voluntary seek government protection against abuse and exploitation or upon 
report or discovery of the same. Same household helpers shall be supervised and 
escorted by a social worker. The cost of such repatriation shall be borne by the 
Department of Social Welfare and Development (DSWD). The Department of Labor and 
Employment (DOLE) shall formulate the rules and regulation governing the emergency 
repatriation of household helpers of minority age. 
For this purpose, a Repatriation Fund is hereby created and established under 
the administration and control of the Department of Social Welfare and Development 


, 
(DSWD) in the amount of Five Million Pesos (Php 5, OOO,OOO.OO), to be taken from the 
President’s Social Fund. Thereafter, such funds shall be provided for in the General 
Appropriation Act annually. 
Section 38. Custody or Re-placement of Household Helpers of Minority Age. 
Should a household helper of minority age refuse to be repatriated against the 
recommendation of the Department of Social Welfare and Development (DSWD), said 
household helper may be placed under the custody and care of the Department of 
Social Welfare and Development (DSWD) or that of duly recognized and accredited 
non-government organization, or placed in a suitable household for employment. 
ARTICLE 5 
RIGHTS AND PRIVILEGES OF 
SELF-EMPLOYED HOUSEHOLD HELPERS 
Section 39. Exclusivity Clause. For the purpose of this Act, the rights and 
privileges of self-employed household helpers shall be limited to the provision of this 
Article. 
Section 40. Standard of Treatment. The employer, as well as the members of 
the household, shall treat the self-employed household helper in a just and humane 
manner. In no instance shall abusive language, physical violence or any act which 
debase, degrades or demeans the intrinsic worth and dignity of the household helper as 
a human being be used upon the latter. 
Section 41. Scope of Work to be Undertaken. Prior to the commencement of 
any work to be undertaken by the self-employed household helper, both the employer 
and the household helper shall mutually agree on the scope of work, the period of time 
within which the work must be completed, the amount of compensation to paid and the 
manner by which the compensation shall be made. 
Section 42. Payment of Work, Unless the parties have agreed otherwise prior to 
the commencement of the work, compensation of work completed to the satisfaction of 
the employer shall be in the form of cash payment made directly by the employer to the 
self-employed household helper immediately upon completion of the work. 
Section 43. Normal Hours of Work. The period of time within which the must be 
completed by the household helper shall be mutually agreed upon by parties prior to the 


commencement of the work; Provided, that the household helper shall not be requires 
to render work for longer than ten (IO) hours per day, exclusive of one (1) hour rest 
periods each for meal breaks. 
Section 44. Provision for Worker Meals. The employer shall provide the self- 
employed household helper with meals during the hours of work. 
Section 45. Medical Expenses. All medical expenses incurred for work related 
illnesses or injury sustained by the household helper shall be for the account of the 
employer. 
ARTICLE 6 
SPECIAL PROVISIONS FOR KASAMBAHAY EDUCATION 
Section 46. Opporfunify for self-improvement. The employer shall allow the 
household helper who is eighteen (18) years of age or above with the opportunity to 
pursue his/her education, at the expense of said household helper. Should be 
household helper deciding to pursue hidher education, the employer shall adjust the 
work schedule in accordance with the formers class schedule. In no case shall the 
household helper’s compensation be altered on account of hidher pursuit of education. 
Section 47. Access fo Education and Training. No household helper of 
minority age shall be deprived of formal or non-formal education. In cases where 
household helpers of minority age are allowed to be employed, the employer shall allow 
said household helper access to public primary, secondary or vocational education. 
Said employer may advance all or part of the expenses incidental to the pursuit of said 
education. The employer shall be reimbursed out of deduction from the household 
helper’s monthly compensation, which shall in no time, be greater fifty percent (50%) of 
the latter’s monthly compensation. 
Should the household helper of minority age decide to pursue hidher education, 
the employer shall. adjust the work schedule in accordance with the formers class 
schedule. In no case shall the household helper‘s compensation be altered on account 
of hidher pursuit of education. 
Section 48. Employer lnifiafives for Skills Development. Should the employer 
decide to improve the inherent skills of the household helper through external training, 
the employer shall bear the cost and expenses of said training. The time spent by the 
household helper during the conduct of the said training, including the time spent going 


to and coming from the training shall be counted as part of the household helper’s hour 
of work. 
ARTICLE 7 
MISCELLANEOUS PROVISIONS 
Section 49. Household Helper Day. The date upon which the President shall 
approve this Batas Kasambahay shall be designated as the “Araw ng mga 
Kasambahay,” a special non-working holiday with pay for household helpers, and shall 
be commemorated annually. 
Section 50. lmplemenfing Rules and Regulations. The Department of Labor in 
coordination with the Department of Social Welfare and Development and such other 
agencies of the government charged with the implementation of the provision of this 
Act, within a period of one (1) year from its date of effectivity, promulgate rules and 
regulations necessary for this purpose. 
Section 51. Transitory Provisions. No provision in this Act shall be interpreted 
to caused the diminution or substitution of benefits and privileges presently enjoyed by 
household helpers. 
All existing arrangement between employer and household helper shall conform 
to the minimum standards set by this Act within a period of sixty (60) days upon 
effectivity of this Act. 
Section 52. Penal Provisions. Violation of any provision of this Act shall be 
punishable with a fine of not less than One Thousand Pesos (Php 1, OOO.OO), nor more 
than Ten Thousand Pesos (Php IO, OOO.OO), or imprisonment of not less than three (3) 
months nor more than three (3) years, or both such fine and imprisonment, at the 
discretion of the court. 
Section 53. Repealing Clause. All laws, decrees, executive orders rules and 
regulations or parts thereof not consistent with the provisions of this Act are hereby 
repealed or modified accordingly. 
Section 54. Separabilify Clause. If any provision or part of this Act, or the 
application thereof to any person or circumstance, is held unconstitutional or invalid, the 
remainder of this Act, or the application of such provision or part to other persons or 
circumstances, shall not be affected thereby. 


Section 55. Eflecfivify Clause. This Batas Kasambahay shall take effect after 
fifteen (I 
5) days from its publication in the Official Gazette or in at least two (2) national 
papers of general circulation, whichever comes earlier. 
So approved,