本文作者/The Authors：
玛丽亚・克里斯蒂娜・T・苏拉尔沃 Maria Cristina T. Suralvo
查丽蒂・D・奥雷利亚诺 Charity D. Aurellano
安赫利・格雷西埃拉・W・阿古塔亚 Ma. Angeli Graciella W. Agutaya
本文译者/The Translator：
陈静 Chen Jing
一、前言Foreword
作为中国“一带一路”倡议在东南亚的重要合作伙伴，菲律宾凭借其年轻化人口红利、快速增长的制造业与服务业基础，以及衔接东亚与太平洋市场的区位优势，正吸引中资企业深化投资。菲律宾劳动法体系以宪法为核心，依托《劳工法典》构建了高度倾向劳工权益的保护框架，涵盖严格的解雇程序、强制社会福利、外籍雇员管理以及劳资谈判义务。其法律强调“对劳工优先保护”原则，在工时、加班补偿、产假及争议解决中均设置严苛标准，同时要求企业兼顾职业安全与心理健康政策，形成中资企业属地化用工必须应对的合规壁垒。
As an important partner of China's "Belt and Road Initiative" in Southeast Asia, the Philippines is attracting deepened investment from Chinese enterprises by virtue of its demographic dividend of a young population, rapidly growing manufacturing and service industry foundations, and geographical advantages connecting East Asia and the Pacific markets. The labor law system of the Philippines, with the Constitution at its core, has established a protection framework highly inclined towards labor rights and interests relying on the Labor Code. This framework covers strict dismissal procedures, mandatory social welfare, management of foreign employees, and labor-capital negotiation obligations. Its laws emphasize the principle of "Preference for Labor", setting strict standards in working hours, overtime compensation, maternity leave, and dispute resolution. At the same time, enterprises are required to take into account occupational safety and mental health policies, forming compliance barriers that Chinese-funded enterprises must address in localized employment.
在《菲律宾劳动法概览》中，拥有多年实务经验的Maria Cristina T. Suralvo律师与Charity D. Aurellano律师，基于菲律宾司法实践与政策导向，系统解构了以宪法为根基、《劳工法典》为核心的劳动法体系。她们聚焦“对劳工优先保护”的立法原则，系统剖析用工管理中的核心刚性约束，深度揭示用工全链条风险点，为中资企业突破制度差异壁垒、构建符合菲律宾劳工标准的人力资源体系提供实战指引。
In the Philippine Labor Law Overview, lawyers Maria Cristina T. Suralvo and Charity D. Aurellano, with years of practical experience, systematically deconstruct the labor law system rooted in the Constitution and centered on the Labor Code, based on Philippine judicial practices and policy orientations. Focusing on the legislative principle of "Preference for Labor," they systematically analyze the core rigid constraints in employment management, deeply reveal risk points throughout the entire employment chain, and provide practical guidance for Chinese enterprises to break through institutional differences and build a human resources system compliant with Philippine labor standards.
（下文为《菲律宾劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之菲律宾篇）
(The following content is excerpted from the Philippine Labor Law Overview - Part A. For the full version, please refer to the Philippines Chapter in the Invitation to Contribute to The Labor Law Environment Report of the " Belt and Road" Countries.)
二、概述Overview
根据宪法规定，菲律宾国会颁布了各种劳工法律。经修订的第 442 号总统令，即《菲律宾劳工法典》，是管理菲律宾劳工标准和就业的主要立法。
Consistent with the Constitutional mandate, the Philippine Congress has enacted various labor laws. The Presidential Decree ("PD") No. 442 as amended, or the Labor Code of the Philippines, is the primary legislation governing labor standards and employment in the Philippines.
大致而言，菲律宾的劳工法律可分类如下：
Broadly, Philippine labor laws can be categorized as follows:
1. 劳工标准法 Labor Standards Laws
这些是指设定就业条款和条件最低要求的法律、规则和条例，例如工资、工作时间等。
These refer to the laws, rules and regulations which set the minimum requirements for the terms and conditions of employment, such as wages, working hours, etc.
2. 劳资关系法Labor Relations Laws
这些是指管理雇员与雇主之间关系、促进雇员组织工会和集体谈判权利、惩处不公平劳工行为，并提供解决劳资纠纷方式的法律、规则和条例。
These are the laws, rules, and regulations which govern the relationship between the employees and their employers, promote the right of the employees to self-organization and collective bargaining, penalize unfair labor practice, and provide modes for the settlement of labor disputes.
3. 社会立法 Social Legislations
这些是指促进包括劳动力在内的社会各阶层福利的法律、规则和条例。
These are laws, rules, and regulations that promote the welfare of all sectors of society, such as the workforce.
三、外国公司雇佣菲律宾公民的规则Rules for Foreign Companies Employing Philippine Citizens
法律总体上禁止外国雇主直接雇佣海外菲律宾劳工从事海外工作。
The law generally prohibits direct hiring by foreign employers of Overseas Filipino Workers ("OFW") for overseas employment.
这一规则的显著例外情况是，经移民劳工部（“DMW”）授权，以下雇主可直接雇佣劳工：(a) 受国际组织雇佣的人员；(b) 受外交使团成员雇佣的人员；(c) 指名雇佣的人员或无需任何机构协助或参与即可从雇主处获得海外就业机会的劳工；(d) 移民劳工部允许的其他劳工。
Notable exceptions to this rule is the direct hiring of workers by the following employers as authorized by the Department of Migrant Workers ("DMW"): (a) those hired by international organizations; (b) those hired by members of the diplomatic corps; (c) name hires or workers who are able to secure overseas employment opportunities with employers without the assistance or participation of any agency, and (d) other workers as may be allowed by the DMW.
不属于上述例外情况的外国雇主必须通过有执照的招聘机构申请获得招聘和雇佣菲律宾劳工的资格。
Foreign employers that do not fall under the exceptions must apply for accreditation to recruit and hire Filipino workers through a licensed recruitment agency.
四、外国工人的就业Employment of Foreign Workers
除另有豁免或排除的情况外，任何打算在菲律宾雇佣外国公民的雇主，必须在该外国公民实际开始就业之前首先获得外国人就业许可。
Except as otherwise exempted or excluded, every employer who intends to employ a foreign national in the Philippines shall first secure an alien employment permit ("AEP") prior to the actual start of the latter's employment.
以下几类希望在菲律宾工作的外国公民可免于获得外国人就业许可：
1. 外交使团任何成员的受抚养配偶，前提是菲律宾政府与该外交官的原籍国之间存在互惠协议和 / 或换文；
2. 菲律宾政府与之签订协议的国际组织的任何经认可的官员和人员，以及该官员或人员的受抚养配偶；
3. 在其本国驻菲律宾大使馆担任官员、工作人员或雇员的任何外国公民；
4. 任何受维和或国际组织委派在菲律宾工作或受非政府组织邀请并经适当政府机构认可、批准或证明的官员、工作人员或雇员；
5. 根据菲律宾与外国大学之间或菲律宾政府与派遣国政府之间的正式协议，作为访问教授、交换教授或兼职教授来菲律宾在大学、学院或政府机构教学、讲学或开展研究的任何外国公民；
6. 任何持有永久、试用或临时居民签证的外国公民；
7. 被菲律宾司法部根据 1951 年和 1954 年《关于难民和无国籍人地位的联合国公约》第 17 条认可的任何难民或无国籍人；以及
8. 法律豁免的任何外国公民。
The following categories of foreign nationals desiring to work in the Philippines are exempted from securing an AEP:
1. Dependent spouse of any member of the diplomatic corps, provided there is an existing reciprocity agreement and/or exchange of notes between the Philippine Government and the diplomat's country of origin;
2. Any accredited official and personnel of an international organization with which the Philippine government has entered into an agreement, and the dependent spouse of such official or personnel;
3. Any foreign national who is an officer, staff or employee in his or her country's embassy in the Philippines;
4. Any foreign national who is an officer, staff or employee of a peacekeeping or international organization, either deployed in the Philippines or invited by a non-governmental organization and accredited, endorsed or certified by the appropriate government agency;
5. Any foreign national who comes to the Philippines to teach, present or conduct research in a university or college or in a government agency as a visiting, exchange or adjunct professor under a formal agreement between the Philippine and foreign university or college, or between the Philippine government and the sending government;
6. Any foreign national who is a permanent, probationary or temporary resident visa holder;
7. Any refugee or stateless persons recognized by the department of justice ("DOJ") pursuant to Article 17 of the 1951 and 1954 UN Conventions Relating to Status of Refugees and Stateless Persons; and
8. Any foreign national exempted by law.
以下几类希望在菲律宾工作的外国公民不受获得外国人就业许可要求的约束：
1. 仅作为雇主管理委员会成员且只有投票权，不干预雇主的管理或日常运营的外国公民；
2. 被聘为总裁或财务主管且是雇主部分所有者的外国公民，但需遵守《反名义持股法》；
3. 在被派往菲律宾的分支机构、子公司、附属机构或代表处担任高管、经理或专家（按相关规则定义）之前，连续受外国服务提供商雇佣至少一（1）年的公司内部调动人员；
4. 由在菲律宾没有商业存在的外国服务提供商雇佣的合同服务提供商，且该提供商：(a) 根据其雇主与菲律宾的服务消费者之间的合同，临时进入菲律宾提供服务；(b) 具备适当的教育和专业资格；并且(c) 在菲律宾提供服务之前，已受该外国服务提供商雇佣至少一（1）年。
5. 外国委托方或雇主的经授权代表，该代表在菲律宾劳工和就业部认可或注册的持牌招聘 / 配员机构在菲律宾境内或境外的注册地址或认可的额外办公地点参与招聘活动。
The following categories of foreign nationals desiring to work in the Philippines are excluded from the requirement to secure an AEP:
1. A foreign national who will be engaged as a member of the employer's governing board with voting rights only and who does not intervene in the management or day-to-day operations of the employer;
2. A foreign national who will be engaged as president or treasurer and who is a part-owner of the employer, subject to the Anti-Dummy Law;
3. An intra-corporate transferee employed by a foreign service provider continuously for at least one ('1) year prior to deployment to a branch, subsidiary, affiliate, or representative office in the Philippines as executive, manager or specialist, as defined by the rules.
4. A contractual service provider who is a manager, an executive or a specialist employed by a foreign service supplier which has no commercial presence in the Philippines, and who:(a)Enters the Philippines temporarily to supply a service pursuant to a contract between his or her employer and a service consumer in the Philippines;(b)Possesses the appropriate educational and professional qualifications; and(c)Has been employed by the foreign service supplier for at least one (1) year prior to the supply of service in the Philippines.
5. An authorized representative of a foreign principal or employer who participates in recruitment activities of its duly licensed recruitment/manning agency accredited or registered by DMW within or outside of the latter's registered address or acknowledged additional office in the Philippines.
属于上述排除类别的任何希望在菲律宾就业的外国公民，必须向对其预期工作地有管辖权的菲律宾劳工和就业部区域办公室申请排除证书。
A foreign national falling under any of the exclusions who intends to be employed in the Philippines must request for a certificate of exclusion from the DOLE Regional Office which has jurisdiction over the intended place of work.
作者简介/About the Authors
玛丽亚・克里斯蒂娜・T・苏拉尔沃 Maria Cristina T. Suralvo
玛丽亚・克里斯蒂娜・T・苏拉尔沃律师是奥坎波与苏拉尔沃律师事务所（Ocampo & Suralvo Law Offices）的合伙人。克里斯蒂娜律师的专业领域主要集中于电力与能源、证券、房地产、休闲娱乐及劳动用工。
克里斯蒂娜律师曾在菲律宾证券交易所市场监管办公室的检控与执法部门担任法务官员，曾担任菲律宾电力市场公司的副执法与合规官员，在电力行业拥有超过十年的宝贵监管经验。她在劳动、公司和商业法律方面的专业知识使她能够为国内外客户在其业务运营的各个阶段以及众多交易中提供咨询和协助。
Maria Cristina T. Suralvo is the partner of Ocampo & Suralvo Law Offices ("OS Law"). Cristina's professional interests predominantly lie in power & energy, securities, real estate, leisure and labor.
Cristina gained substantial experience as a legal officer with the Prosecution and Enforcement Department, Market Regulatory Office of the Philippine Stock Exchange. She brings more than a decade of valuable regulatory experience with the power industry, working for many years overseeing the compliance of trading participants as Deputy Enforcement and Compliance Officer of the Philippine Electricity Market Corporation. Her expertise in labor, corporate, and commercial law allows her to advise and assist domestic and foreign clients in various stages of their business operations and in their many transactions.
查丽蒂・D・奥雷利亚诺 Charity D. Aurellano
查丽蒂・D・奥雷利亚诺律师是奥坎波与苏拉尔沃律师事务所（Ocampo & Suralvo Law Offices）的合伙人。查丽蒂律师的专业领域主要集中于公司法、环境法、采矿与自然资源和劳动用工。
查丽蒂曾代表国内外客户处理各种商业纠纷，包括公司重整与破产、公司内部争议、违约、知识产权侵权以及劳动纠纷。
Charity D. Aurellano is the partner of Ocampo & Suralvo Law Offices ("OS Law"). Charity's professional interests predominantly lie in corporate law, environmental law, mining & natural resources and labor.
Charity represented foreign and domestic clients in various commercial disputes, including corporate rehabilitation and insolvency, intra-corporate controversies, breach of contracts, intellectual property rights violations, and labor disputes.
安赫利・格雷西埃拉・W・阿古塔亚 Ma. Angeli Graciella W. Agutaya
安赫利・格雷西埃拉・W・阿古塔亚律师是奥坎波与苏拉尔沃律师事务所（Ocampo & Suralvo Law Offices）的高级律师。安赫利律师的专业领域主要集中于税务。
安赫利曾在苏诗皮・戈勒斯・维拉约律师事务所（SGV & Co.）担任副总监，积累了税务咨询与税务意见、税务评估、税务尽职调查等领域的专业经验与技能。随后，她加入萨尔瓦多・利亚尼略・贝尔纳多律师事务所，接触了税务诉讼、税务辩护、遗产清算及公司内部治理等法律事务。
Ma. Angeli Graciella W. Agutaya is the senior associate of Ocampo & Suralvo Law Offices ("OS Law"). Charity’s professional interests predominantly lie in taxation.
Angeli was an Associate Director at SyCip Gorres Velayo & Co. (SGV & Co.) where she gained experience and skills in tax advisory and opinion, tax assessment, and tax due diligence. She then joined Salvador Llanillo & Bernardo where she was exposed to tax litigation, tax advocacy, estate settlement, and corporate housekeeping.
陈静 Chen Jing
陈静实习律师毕业于中央民族大学法学院，取得法律硕士学位。专业领域为劳动法、企业合规等商业综合事务。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务。
Chen Jing graduated from Minzu University of China with a Master of Laws (LL.M.). Her professional interests predominantly lie in labor law, corporate compliance, and other comprehensive commercial matters. She has provided specialized legal advisory and consultancy services to multiple large-scale central state-owned enterprises and listed companies.
