REPUBLIC ACT 6725

THANK YOU!

REFERENCES

http://www.philstar.com/freeman-opinion/2014/02/08/1287969/gender-issues-and-pro-women-labor-laws-work-place

http://www.gmanetwork.com/news/story/276661/news/specialreports/the-status-of-women-in-the-philippines-a-50-year-retrospective

http://ibp-advocate.blogspot.com/2011/03/sexual-discrimination-against-women-in.html

http://www.ilo.org/public/portugue/region/eurpro/lisbon/pdf/agender_jun06.pdf

http://philippines.ahrchk.net/pdf/01disc_women.pdf

http://www.collegetimes.tv/10-surprising-statistics-on-women-in-the-workplace/

http://www.un.org/News/Press/docs/2006/wom1578.doc.htm

http://www.un.org/womenwatch/daw/cedaw/cedaw25years/content/english/CONCLUDING_COMMENTS/Philippines/Philippines-CO-2.pdf

http://womenalliance.org/old/associate/wrmp.html

http://philippines.smetoolkit.org/philippine/en/content/en/6420/Women-and-Children-in-Labor

Approved,

RAMON V. MITRA

Speaker of the House of Representatives

JOVITO R. SALONGA

President of the Senate

This Act, which is a consolidation of Senate Bill No. 65 and House Bill No. 10848, was finally passed by the Senate and the House of Representatives on April 27, 1989 and April 26, 1989, respectively.

QUIRINO D. ABAD SANTOS, JR.

Secretary of the

House of Representatives

EDWIN P. ACOBA

Secretary of Senate

Approved: May 12, 1989

CORAZON C. AQUINO

President of the Philippines

IMPLEMENTATION

Our 1987 Constitution provides that the state shall promote equal employment opportunities for all. To implement this constitutional mandate, the authors of Presidential Decree No. 422 (as amended), otherwise known as the Philippine Labor Code, thought it wise to specifically prohibit discrimination against two special groups of workers: women and children, seeming to give official recognition of the Philippines’ bias for male workers. Male workers are seen as more efficient because of the perception that men are the stronger sex. Or perhaps, business wise, male workers seem more efficient because they do not get pregnant and absent themselves for long periods of time.

8 SURPRISING STATISTICS ON WOMAN IN THE WORKPLACE

5. Four in ten businesses worldwide have no women in senior management.

4. Women account for 46% of the labor force, but 59% of workers making less in an hour.

6. Only 53% of employers provide at least some replacement pay during periods of maternity leave.

3. Women business owners employ 35% more people than all the Fortune 500 companies combined.

2. Women may work longer to receive the promotions that provide access to higher pay.

8. Minority women fare the worst when it comes to equal pay.

1. The more education a woman has, the greater the disparity in her wages.

7. Women earned less than men in 99% of all occupations.

REPUBLIC ACT 6725

PROGRAMS AND

SERVICES

Women Employee Abuse

Gender and Development

DOLE

Women's Rights Movement of the Philippines

HOUSE BILL 1453

Rep. Magtanggol Gunigundo I (2nd District, Valenzuela City), one of the authors of House Bill 1453.

The bill encourages the participation of employers, trade and unions and labor organizations, with the assistance of the government, by providing free education seminars to all workers.

Adult education and information for workers and employees shall include education seminars on women's rights, welfare, development and gender equality, including relevant laws and instrumentalities

SOCIAL ISSUES

Women work more hours than men

An alternative to night work shall be made available to women workers.

A woman employee shall not get married, or to stipulate explicitly or implicitly that, upon getting married, a woman employee shall be deemed resigned or separated, or to actually dismiss, discharge, discriminate or otherwise prejudice a woman merely by reason of her marriage.

Not equal promotions and employment opportunities.

Refusing the admission of woman upon returning to her work for fear that she may again be pregnant.

Pay lesser wages and benefits to some solely because they are women.

dismissing a woman employee because of her pregnancy.

Female employees must report to work after her maternity leave.

AN ACT STRENGTHENING THE PROHIBITION

ON DISCRIMINATION AGAINST WOMEN WITH RESPECT TO

TERMS AND CONDITIONS OF EMPLOYMENT,

AMENDING FOR THE PURPOSE

ARTICLE ONE HUNDRED THIRTY-FIVE OF THE LABOR CODE,

AS AMENDED.

SECTION 3

This Act shall take effect fifteen (15) days from the date of its publication in at least two (2) national newspapers of general circulation.

May 12, 1989

Mikunug, Ashlia B.

BSSW 3-Irreg

SECTION 2

The Secretary of Labor and Employment is hereby authorized to promulgate the necessary guidelines to implement this Article in accordance with the generally accepted practices and standards here and abroad.

SECTION 1

Article One hundred thirty-five of the Labor Code, as amended, is hereby further amended to read as follows

Art. 135. Discrimination Prohibited. — It

shall be unlawful for any employer to

discriminate against any woman employee

with respect to terms and conditions of

employment solely on account of her sex.

The following are acts of discrimination:

(a) Payment of a lesser compensation, including

wage, salary or other form of remuneration and fringe

benefits, to a female employee as against a male

employee, for work of equal value; and

(b) Favoring a male employee over a female

employee with respect to promotion, training

opportunities, study and scholarship grants solely on

account of their sexes.

What is discrimination in employment and occupation?

Criminal liability for the willful commission of any

unlawful act as provided in this article or any violation

of the rules and regulations issued pursuant to

Section 2 hereof shall be penalized as provided in

Articles 288 and 289 of this Code

Art. 288. Penalties. Not less than One Thousand

Pesos nor more than Ten Thousand

Pesos or imprisonment of not less than three months

nor more than three years, or both such fine and

imprisonment at the discretion of the court.

Art. 289. Who are liable when committed by other than natural person.

- Any distinction, exclusion or preference made on the basis of race, colour, GENDER, religion, political opinion, national extraction, social origin, which has the effect of nullifying or impairing equality of

opportunity and treatment in employment and occupation.