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》节选内容之下半部分，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 B. 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、社会福利Social welfare
在菲律宾，存在一些社会福利立法，强制要求雇主和雇员进行登记并缴纳费用。这些立法包括《社会保障法》、《雇员补偿和国家保险基金法》、《住房开发和互助基金（HDMF 或 Pag-IBIG）法》以及《国家健康保险法（PhilHealth）》。
In the Philippines, there are social welfare legislations that make it mandatory for employers and employees to register and pay contributions. These legislations include the Social Security Act, the Employees' Compensation and State Insurance Fund, the Home Development and Mutual Fund ("HDMF" or "Pag-IBIG"), and the National Health Insurance Act ("PhilHealth").
《社会保障法》设立了社会保障体系（“SSS”），该体系旨在通过储蓄促进社会公正，并为成员及其受益人提供有意义的社会保障保护，使其免受残疾、疾病、生育、老年、死亡以及其他导致收入损失或经济负担的意外情况的影响。
The Social Security Act is the law that establishes a Social Security System ("SSS") which aims to promote social justice through savings and ensure meaningful social security protection to members and their beneficiaries against the hazards of disability, sickness, maternity, old age, death, and other contingencies resulting in loss of income or financial burden.
年龄不超过六十（60）岁的所有雇员及其雇主都必须参加社会保障体系。
Coverage in the SSS is compulsory upon all employees not over sixty (60) years of age and their employers.
1. 雇员补偿和国家保险基金（SIF）Employees’ compensation and State Insurance Fund ("SIF")
国家保险基金是一个政府基金，旨在为公共和私营部门的雇员或其家属在发生与工作相关的疾病、受伤、残疾或死亡时提供补偿，所有雇员都必须参加。
The SIF is a government fund designed to provide compensation to public and private sector employees or their dependents in the event of work-related sickness, injury, disability, or death. Membership is mandatory for all employees.
2. 住房开发互助基金（Pag-IBIG）Home Development Mutual Fund ("Pag-IBIG")
住房开发互助基金是一个面向私营和政府雇员以及其他有收入群体的互助储蓄体系，由各自雇主的强制性匹配缴费支持，主要投资于住房。法律规定，无论之前是否放弃参保，所有受社会保障体系（SSS）和政府服务保险体系（GSIS）覆盖的雇员及其各自雇主都必须参加 Pag-IBIG 基金。这也适用于受雇于外国雇主的菲律宾人。
The HDMF is a mutual provident savings system for private and government employees and other earning groups, supported by matching mandatory contributions of their respective employers with housing as the primary investment. The law provides that coverage under the Pag-IBIG fund is mandatory upon all employees covered by the SSS and the GSIS, and their respective employers, notwithstanding any waiver of coverage previously issued. This also applies to Filipinos employed by foreign-based employers.
3. 国家健康保险计划或菲律宾健康保险公司（PhilHealth）National health insurance program or Philippine Health Insurance Corporation ("PhilHealth")
菲律宾健康保险公司的国家健康保险计划是政府的强制性健康保险计划，该计划为菲律宾所有公民提供全民健康保险覆盖，并确保提供负担得起、可接受、可用且可及的医疗保健服务。菲律宾公民自动纳入国家健康保险计划。
The PhilHealth is the compulsory health insurance program of the government which shall provide universal health insurance coverage and ensure affordable, acceptable, available, and accessible health care services for all citizens of the Philippines. Filipino citizens are automatically included in the National Health Insurance Program.
菲律宾健康保险公司的每月缴费由雇主和雇员按菲律宾健康保险公司规定的费率平均分担，且不超过基本月薪的 5%。
PHIC ("PhilHealth") monthly contributions are shared equally by the employer and employee at a prescribed rate set by PHIC not exceeding 5% of the basic monthly salary.
4. 工伤及其可补偿性Work-related injuries and their compensability
根据雇员是在社会保障体系（SSS）还是政府服务激励体系（GSIS，类似于 SSS，适用于政府雇员）中登记，他们可以根据所涉及的伤害，在满足某些条件的情况下，申请收入福利，这些伤害分为临时完全残疾、永久完全残疾或永久部分残疾。法律还规定，死亡或丧葬福利也可支付给相关雇员的主要受益人。为使伤害以及由此导致的残疾或死亡被视为可补偿，该伤害必须是在受雇期间因工作引起的意外事故导致的结果。
Depending on whether an employee is registered under the SSS or the Government Service Incentive System (or GSIS which is similar to SSS but it is for government employees), they can claim income benefit subject to certain conditions and depending on the injury involved, which are classified as Temporary Total Disability, Permanent Total Disability, or Permanent Partial Disability. The law further provides that death or funeral benefits may also be paid to the primary beneficiaries of the concerned employee. For an injury and the resulting disability or death to be considered compensable, the injury must be the result of accident arising out of and in the course of the employment.
5. 心理健康工作场所政策Mental health workplace policy
所有工作场所和企业都必须制定心理健康工作场所政策和计划，该政策和计划必须提高意识，防止污名化和歧视，为面临风险和/或有心理健康问题的工人提供支持，促进获得医疗保健服务，并促进工人的福祉，以实现健康和富有成效的生活。心理健康工作场所政策和计划必须由管理层和工人代表共同制定，并成为公司职业安全与健康政策和计划的一个组成部分。
It is mandatory for all workplaces and establishments to formulate a Mental Health Workplace Policy and Program which must raise awareness, prevent stigma and discrimination, provide support to employees who are at risk and/or with mental health condition and facilitate access to medical health services, and promote employees' well-being towards healthy and productive lives. The Mental Health Workplace Policy and Program must be jointly prepared by management and employees' representatives and be made an integral part of the company's occupational safety and health policies and programs.
6. 对夜班工人的雇佣规定Employment of night employees
应夜班工人的要求，他们有权免费接受健康评估，并获得关于如何减少或避免与工作相关的健康问题的建议。
At their request, night employees shall have the right to undergo a health assessment without charge and to receive advice on how to reduce or avoid health problems associated with their work.
经合格医生证明因健康原因不适合从事夜班工作的夜班工人，应被调至其适合的工作岗位。雇员的调动必须是调至类似或同等职位，且出于善意。如果这种调动不可行，或者工人连续至少 6 个月无法从事夜班工作，他们应获得与因疾病无法工作的其他工人相同的公司福利。被证明暂时不适合从事夜班工作且时间少于 6 个月的夜班工人，应享有与因健康原因无法工作的其他工人相同的防止被解雇或收到解雇通知的保护。
Night employees who are certified by competent physicians as unfit to render night work due to health reasons shall be transferred to a job for which they are fit to work. The transfer of the employee must be to a similar or equivalent position and in good faith. If such transfer is not practicable or the employees are unable to render night work for a continuous period of at least 6 months, they shall be granted the same company benefits as other employees who are unable to work due to illness. A night employee certified as temporarily unfit for night work for a period of less than 6 months shall be given the same protection against dismissal or notice of dismissal as other employees who are prevented from working for health reasons.
7. 对长时间坐着工作的工人的职业安全与健康措施Occupational safety and health measures who have to spend long hours sitting
所有雇主和 / 或企业必须制定适当措施，以应对长时间坐着工作的工人所面临的安全与健康风险。这些措施包括：(1) 每 2 小时提供 5 分钟的定期休息时间；(2) 鼓励工人通过中断坐着的时间并以站立和行走代替，来减少久坐工作；(3) 确保工作站的设计适合工作类型；(4) 改变工作系统；(5) 尽可能重新设计工作任务，以增加姿势的可变性；(6) 组织健康促进活动，使工人在下班后能够进行更多的身体活动；(7) 提高对长时间坐着和久坐工作对健康影响的认识；以及 (8) 对面临长时间坐着和久坐工作对健康产生有害影响风险的工人进行医疗监测。
All employers and/or establishments are directed to institute appropriate measures to address the risks to safety and health of employees who spend long hours sitting at work. These measures include: (1) providing regular five-minute breaks every 2 hours from sitting; (2) encouraging employees to reduce sedentary work by interrupting sitting time and substituting it with standing and walking; (3) ensuring that the workstation is designed appropriately for the type of work; (4) changing work systems; (5) redesigning work tasks, if possible, to enable greater variability in movement of posture; (6) organizing health promotion activities that will allow employees to do more physical activities after work; (7) conducting awareness raising on the health effects of prolonged sitting and sedentary work; and (8) conducting medical surveillance among employees who are at risk of getting deleterious health effects of prolonged sitting and sedentary work.
8. 对需要站立工作的工人的职业安全与健康措施Occupational safety and health measures for employees who have to stand
所有雇主和 / 或企业应制定适当的控制措施，以应对工人在站立工作或频繁行走时所面临的安全与健康风险。这些措施包括：(1) 实施休息时间或减少站立或行走的时间；(2) 安装合适的地板或地垫，以减轻频繁行走的影响并防止疲劳；(3) 提供高度可调节的桌子或工作台面，使工人在执行任务时能够交替站立和坐下；提供随时可使用的座椅，以便在休息时间或工作时间使用；(4) 确保雇员能够在不影响工作效率的情况下以这种姿势履行职责；以及 (5) 实施使用实用且舒适的鞋类。
All employers and/or establishments shall institute appropriate control measures to address the risks to safety and health of employees while standing at work or frequently walking. These measures include: (1) implementing rest periods or cutting the time spent on standing or walking; (2) installing appropriate flooring or mats that will mitigate the impact of frequent walking and prevent fatigue; (3) providing tables or work surfaces with adjustable heights to allow employees to alternately sit and stand while performing their tasks; providing readily accessible seats to be used during rest periods or even during work hours, (4) providing the employees with seatting conditions that enable them to perform their duties in the positions without compromising efficiency; and (5) implementing the use of footwear which is practical and comfortable.
三、雇佣关系的解除Termination of employment
1. 任期保障Security of tenure
任期保障权在菲律宾宪法中得到确立。因此，在正规雇佣的情况下，雇主除非有正当理由，或者得到法律授权，并遵守程序性正当程序，否则不得解除雇员的服务。
The right to security of tenure is enshrined in the Philippine Constitution. Therefore, in cases of regular employment, an employer may not terminate the services of an employee except for a just cause or when authorized by the law and after observance of procedural due process.
2. 正当理由Just causes
雇主可基于以下任何正当理由解除雇员的雇佣关系：
An employer may terminate an employee for any of the following just causes:
严重不当行为Serious misconduct
故意违抗或不服从Willful disobedience or insubordination
欺诈和故意违背信任Fraud and willful breach of trust
丧失信任Loss of trust and confidence
严重且习惯性地玩忽职守Gross and habitual neglect of duties
实施犯罪或违法行为Commission of a crime or offense
类似情况Analogous circumstances
3. 授权理由Authorized causes
雇主也可基于以下授权理由解除雇员的雇佣关系：
The employer may also terminate the employment of the employee due to the following authorized causes:
安装节省劳动力的设备Installation of labor-saving devices
人员冗余Redundancy
裁员或缩减规模Retrenchment or downsizing
企业关闭或停止运营Closure or cessation of operation
疾病Disease
支付离职补偿金Payment of separation pay
4. 正当程序权利Right to due process
所有雇员都享有正当程序的权利。雇主应向雇员提供书面声明，告知其解除雇佣关系的原因。在因正当理由解除雇佣关系时，还必须给予雇员根据劳动和就业部制定的指导方针，依照公司规章制度进行申辩的机会。
All employees are given the right to due process. The employer shall furnish the employee with a written statement informing them of the cause of their termination. In termination for just causes, the employee must also be given an opportunity to be heard and to defend themselves in accordance with company rules and regulations promulgated pursuant to guidelines set by the Department of Labor and Employment ("DOLE").
双通知规则Twin-notice rule
通知劳动和就业部Notice to the DOLE
四、救济措施Remedies
被非法解雇的雇员可以请求以下救济：
An employee that has been illegally terminated may pray for the following remedies:
复职和追讨欠薪Reinstatement and backwages
以离职补偿金代替复职Separation pay in lieu of reinstatement
金钱诉求和损害赔偿Money claims and damages
律师费Attorney's fees
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.
