Employers in the Philippines urged to adopt alternative workplace schemes

The telecommuting law in the Philippines has been revised to ensure flexible work arrangements without compromising employees’ productivity.
By: | October 6, 2022

Following the release of the revised implementing rules and regulations (IRR) for Republic Act No. 11165, also known as the Telecommuting Act of 2018, Rizal 4th District Rep. Fidel Nograles, Chair of the House Committee on Labour and Employment of the Philippines, has urged employers to support the flexible working arrangements outlined in the law as fully as possible.

According to him, employers should implement flexible working arrangements to allow employees to spend more time with their families without hampering productivity.

The Department of Labour and Employment (DOLE) released the revised IRR for Telecommuting law through Department Order No. 237 on September 16, which requires work done in alternative setups to be treated equally with work done in the regular workplace or in the employers’ office.

READ: The Philippines prepares organisations to work from anywhere

Telecommuting workers would only be considered as field personnel “when their actual hours of work cannot be determined with reasonable certainty.” The IRR also provides that telecommuting employees and those in the regular workplace should have the same rights and benefits, including overtime pay, night shift differential, and other monetary benefits; access to training, career development opportunities; collective bargaining rights; and coverage of company rules and policies, reported Philippine Canadian Inquirer.