Flexible work setups must comply with labor laws – DOLE

Upgrade to High-Speed Internet for only ₱1499/month!

Enjoy up to 100 Mbps fiber broadband, perfect for browsing, streaming, and gaming.

Visit Suniway.ph to learn

March 11, 2026 | 12:00am

MANILA, Philippines —  The Department of Labor and Employment (DOLE) yesterday reminded employers that flexible work arrangements such as a four-day workweek, compressed workweek or hybrid setup must comply with labor laws and should not result in reduced wages or benefits for workers.

“We encourage these arrangements, but they should be discussed by workers and employers and voluntarily entered into based on mutual agreement,” DOLE Assistant Secretary Lennard Constantine Serrano said.

Serrano noted that guidelines on flexible work arrangements have long existed, citing a DOLE advisory issued as early as 2004 that recognized the compressed workweek arrangement, including a four-day workweek setup.

Additional advisories were released in 2009 and 2010, while alternative work arrangements, such as work-from-home setups, are covered under the Telecommuting Act of 2018, later supplemented by the DOLE Department Order 237 issued in 2022.

Under a compressed workweek arrangement, the usual 40-hour work schedule may be condensed into four days, which would extend the daily work hours from eight to 10 hours.

However, the labor official emphasized that employers must consider the nature of the business and ensure that workers’ health and safety are protected when implementing longer daily working hours.

Serrano also said agreements between employers and employees on flexible work setups must be reported to DOLE so the department can monitor compliance with labor regulations.

“We monitor their implementation and ensure compliance with the Labor Code, particularly with regard to wages and wage-related benefits,” he said.

“It is clear in our guidelines that there should be non-diminution of benefits. The salary and benefits of workers should not be reduced compared to their usual pay in a normal work setup,” Serrano added.

The official also underscored that telecommuting or hybrid work arrangements should ensure fair treatment among employees, including those working from home and those reporting physically to the workplace.

“There should be no discrimination as to who can participate in the telecommuting program. Workers should receive fair treatment – the same work performed should have the same wages and benefits,” he said. – Evelyn Macairan