For Employers and Employees

1. Am I allowed to operate my business during this time? What are to remain open during the Enhanced Community Quarantine? Maaari ba akong magpatakbo ng negosyo sa panahong ito? Ano ang mga negosyong maaaring manatiling bukas sa ilalim ng Enhanced Community Quarantine?

General Rule: No, the purpose of the enhanced community quarantine is to limit the movement and interaction of individuals, including the transportation to and from the workplace.

Businesses which are allowed to operate:

1. Those that provide basic necessities and such activities related to food and medicine production:

  • Public Markets

  • Supermarkets

  • Groceries

  • Convenience Stores

  • Hospitals

  • Medical Clinics

  • Pharmacies and Drugstores

  • Food Preparation and Delivery Services

  • Water Refilling Stations

  • Manufacturing and Processing Plants of Basic Food Products and Medicines

  • Banks

  • Money Transfer Services

  • Power and Energy

  • Water Companies

  • Telecommunications Supplies and Facilities

2. Business Process Outsourcing

3. Export Oriented Industries

*For Nos. 1-3 above, employers must ensure that:

  • Skeletal Workforce shall be implemented

  • Strict Social Distancing Measures are observed

4. Media Companies

5. Transportation

a) Air Travel

  • To service outbound passengers intending to depart the Philippines from any of the international airports in Luzon. A period of seventy-two hours commencing at 12:00 AM midnight on March 17, 2020 and ending at midnight March 20, 2020

  • To transport inbound international passengers

b) Land and Sea

  • To transport uniformed personnel for official business, especially those transporting medical supplies, laboratory specimens related to CoVID-19, and humanitarian assistance, shall be allowed.

c) Cargo

6. Those that have implemented a “Telecommuting/Work from Home” scheme with their employees

7. Hotels or similar establishments, but only for the following:

    1. Foreign guests who have existing booking accommodations as of 17 March 2020;

    2. Guests with long term leases; and

    3. Employees from exempted establishments under the provisions of the 16 March 2020 Memorandum (e.g. BPOs, healthcare workers, etc.)

NOTE: POGOS ARE NOT ALLOWED TO OPERATE


General Rule: Hindi maaari. Ang layunin ng Enhanced Community Quarantine ay limitahan ang paggalaw at pakikisalamuha ng mga tao sa isa’t isa, kabilang na ang transportasyon papunta at pauwi galing sa trabaho.

Mga negosyong maaaring manatiling bukas:

  1. Mga negosyong nagbibigay ng mga pangunahing pangangailangan at gawaing may kinalaman sa pagkain at paggawa ng gamot:

      • Pampublikong palengke

      • Supermarkets

      • Groceries

      • Convenience stores

      • Mga ospital

      • Mga klinika

      • Pharmacies at drugstores

      • Food preparation and delivery services

      • Water refilling stations

      • Manufacturing and processing plants ng mga pangunahing pagkain at gamot

      • Mga bangko

      • Money transfer services

      • Kuryente at enerhiya

      • Water companies

      • Telecommunications supplies and facilities

    1. Business process outsourcing

    2. Export Oriented Industries.

*Para sa mga nabanggit na negosyo, marapat na siguruhin ng mga may-aring:

· Maipatutupad ang pagkakaroon ng skeletal workforce.

· Mahigpit ding ipatutupad ang strict social distancing.

    1. Media companies

    2. Transportasyon

a) Paglalakbay na panghimpapawid

        • Magbigay ng serbisyo sa lahat ng mga pasaherong lalabas ng bansa galing sa mga paliparang pandaigdig sa Luzon

        • Magbigay ng serbisyo sa mga pasaherong papasok ng bansa

b) Paglalakbay sa lupa at dagat

  • Papayagang ihatid ang mga naka-uniporme na empleyado, gaya ng mga magdadala ng mga suplay na medical, ispesimen sa mga laboratoryo para sa CoVid-19 at tulong pantao

c) Cargo

6. Para sa mga may nagpapa- “Telecommute / Work from Home” sa kanilang mga empleyado

7. Mga hotel at kaparehong establisimiyento, ngunit para lamang sa:

  1. ayuhang panauhin na may booking accommodations noong 17 March 2020

  2. Pauhing may umuupa nang nang matagal; at

  3. Empleyado ng mga establisyamentong hindi ipinagbabawal na magkalakal sa Memorandum na ipinalawig noong 16 March 2020 (e.g., BPOs, healthcare workers, etc)

NOTE: Mahigpit na ipinagbabawal ang patuloy na operasyon ng mga POGO

2. I work in a BPO or Export-oriented company, how can I report to work if all public transportation companies are not operating? Ako ay nagtatrabaho sa isang BPO o sa isang export-oriented company. Paano ako makapapasok sa trabaho kung lahat ng pampublikong transportasyon ay suspindido?

For those in Business Process Outsourcing and Export Oriented Industries, the skeletal personnel must be provided temporary housing arrangements by the employer. Such temporary accommodation arrangements must be provided by March 18, 2020.

Hence, you can approach your employer once assigned as skeletal personnel and request for temporary housing arrangements.

Para sa mga nagtatrabaho sa BPO at export-oriented industries, ang skeletal personnel ay nararapat na bigyan ng may-ari ng kumpanya ng pansamantalang tirahan bago dumating ang ika-18 ng Marso 2020.

Samakatuwid, kapag ikaw ay naitalagang skeletal personnel sa inyong kumpanya, maaari kang humiling na mabigyan ng pansamantalang tirahan.

( Sources: ​ ​Memorandum from Executive Secretary dated 16 March 2020 )​

3. What are the options available for my business during this community quarantine? Paano ko patatakbuhin ang aking negosyo ngayong panahon ng community quarantine?

Given the limited mobility of employees, suppliers and customers, it is inevitable that business will suffer a loss in revenue. Hence, aside from outright termination of workers or total closure of establishments, the DOLE, through Labor Advisories Nos. 9 and 11, provided guidelines on opting for “flexible working arrangements” as a better alternative to the above choices.

Link to DOLE Labor advisory for easy reference:

  • Labor Advisory 09-20​

    • “Guidelines on the Implementation of Flexible Work Arrangements as Remedial Measure due to the Ongoing Outbreak of Coronavirus Disease 2019 (COVID-19)

  • Labor Advisory 11-20​ (page 2 ​here)​

    • “Supplemental Guidelines Relative to Remedial Measures in View of the Ongoing Outbreak of Coronavirus Disease 2019 (COVID-19)

In addition, DOLE also introduced the COVID-19 Adjustment Measures Program (“CAMP”) for affected workers, allowing companies to avail of financial assistance for their employees (Source: DO 209 dated 17 March 2020)

Gayong limitado ang pagbiyahe o paggalaw ng mga empleyado, supplier at customer, hindi maiiwasang maapektuhan ang kita ng mga negosyo. Hindi limitado ang mga negosyo sa pagsasara o pagsisante ng mga empleyado. Sa halip, hinihikayat ng DOLE sa kanilang Labor Advisories Nos. 9 at 11 na magkaroon ang mga negosyo o opisina ng flexible working arrangements para sa mga empleyado.

Ang mga DOLE Labor Advisories ay mababasa sa mga link na ito:

  • Labor Advisory 09-20 “Guidelines on the Implementation of Flexible Work Arrangements as Remedial Measure due to the Ongoing Outbreak of Coronavirus Disease 2019 (COVID-19)

  • Labor Advisory 11-20 (page 2 here) “Supplemental Guidelines Relative to Remedial Measures in View of the Ongoing Outbreak of Coronavirus Disease 2019 (COVID-19)

Bukod dito, ang DOLE ay nagpahayag ng programang COVID-19 Adjustment Measures Program ("CAMP") para sa mga apektadong manggagawa, na pinapayagan ang mga kompanya na mag-avail ng financial assistance para sa kanilang empleyado.

4. What are the “flexible working arrangements”? Ano ang ibig sabihin ng “flexible working arrangements”?

Flexible work arrangements, which are temporary in nature, refer to alternative arrangements or schedules other than the traditional or standard work hours, workdays, and workweek.

It is one of the coping mechanisms and remedial measures in times of economic difficulties and national emergencies and is recognized as beneficial in terms of reducing business costs and saving jobs while maintaining competitiveness and productivity in industries.

Examples are the ff:

  1. Telecommuting/work from home -​ work arrangement in which the employee works outside the office, often working from home

  2. Reduction of workdays or work hours -​ normal work hours or work days are reduced i.e 4-day work week

  3. Rotation of workers​ - employees are rotated or alternately provided work within the week i.e employees are split into 2 shifts. 1 shift works M-W-F, another shift works T-TH-S

  4. Implementation of forced leaves ​- employees are required to go on leave for several days or weeks utilizing their leave credits, if there are any

Flexible working arrangements are not limited to these modes, since DOLE encourages employers and employees to explore other flexible work arrangements to cushion the effect of loss of income of employees.

Ang flexible working arrangements ay pansamantala lamang. Ito ay nangangahulugang sa panahon ng community quarantine, maaaring ibahin ng negosyo o opisina ang mga oras, araw, o paraan ng pagtatrabaho. Ang layunin ng flexible working arrangements ay: (1) mabawasan ang epekto ng matumal na negosyo sa kita ng may-ari; (2) matulungan ang mga may-aring panatilihing bukas ang negosyo o opisina; at (3) matulungan ang empleyadong makapagtrabaho pa rin bagama’t may community quarantine.

Halimbawa ng flexible working arrangements ay:

  1. Telecommuting/work from home – kung saan ang empleyado ay nagtatrabaho mula sa bahay o iba pang lugar sa labas ng opisina

  2. Mas kaunting oras o araw ng pagpasok sa trabaho – halimbawa nito ang 4-day workweek sa halip na 5 o 6 na araw na pagpasok

  3. Rotation of workers – Pagsasalitan ng pagpasok ng mga empleyado sa isang linggo; halimbawa nito ang pagtatalaga ng 2 shifts, ang MWF shift at TTHSat shift

  4. Forced leaves – Hayaang gamitin lahat ang mga naipong VL o SL ng mga empleyado

Hindi limitado sa apat na halimbawang ito ang flexible working arrangements. Hinihikayat ng DOLE ang mga may-ari ng kumpanya at mga empleyadong mag-isip ng iba pang klase ng flexible working arrangements upang mabawasan ang masamang epekto ng kawalan ng kita sa negosyo at sa sahod ng mga empleyado.

5. Am I required to implement flexible working arrangements? What if my employees are demanding it? Sapilitan bang ipinatutupad ang flexible working arrangements? Paano kung hinihiling ito ng mga empleyado?

DOLE recommends and encourages the implementation of flexible working arrangements, but leaves it to the discretion of the employers whether to implement them or not. Employees cannot demand them. It is also not the responsibility of the employer to provide the tools with which the employees can work from home, e.g. strong internet connection, electricity, utilities, etc. However, while not mandatory, this is something for employers to consider in crafting their respective business continuity measures.

Hinihikayat ng DOLE ang pagpapatupad ng flexible working arrangements, ngunit hindi ito sapilitan sa mga may-ari. Hindi maaaring igiit ng mga empleyado ang pagkakaroon ng mas maikling oras o mas kaunting araw ng trabaho. Hindi rin responsibilidad ng may-ari na bigyan ng mga gamit (tulad ng internet connection o laptop) para makapagtrabaho mula sa bahay ang empleyado, o bayaran ang mga gagastusin nito (tulad ng kuryente o internet) habang nagtatrabaho sa bahay o iba pang lugar. Gayunpaman, bagama’t hindi maaaring pilitin ang may-aring magpatupad ng flexible working arrangement, mabuting pag-isipan ito ng mga may-ari upang tuluy-tuloy ang negosyo sa panahon ng community quarantine.

6. What is the process for going about and implementing flexible working arrangements? Paano ko ipatutupad ang flexible working arrangements?

  1. Employers and employees meet to explore adopting flexible working arrangements in order to cushion and mitigate the effect of the loss of income.

  2. Publish a copy of Labor Advisory No. 9, 2020 in a conspicuous location in the workplace

  3. Notify DOLE through the Regional/Provincial/Field Office which has jurisdiction over the workplace using the Establishment Report Form on COVID - 19 (“Report Form”) to the employers’ respective DOLE Regional/Provincial/Field Offices having jurisdiction over their businesses.

  4. For Flexible Work Arrangements, employers are required to submit to DOLE at least one (1) week prior to implementation. Given the current circumstances, we advise employers to still comply with the notification even if the arrangement has already been implemented or the one (1)-week notice proves to be too prejudicial, and likewise indicate in the Notice to DOLE the justifiable reason why the one (1)-week notice period cannot be complied with.


  1. Pag-usapan ng may-ari at empleyado ang layuning makapagpatuloy ang negosyo ng may-ari at hanapbuhay ng empleyado sa pamamagitan ng pagpapatupad ng flexible working arrangements.

  2. Ipaskil sa opisina ang kopya ng Labor Advisory No. 9, 2020 sa lugar kung saan ito ay kitang-kita.

  3. Ipaalam ang pagpapatupad ng flexible working arrangement sa inyong DOLE Regional/ Provincial/ Field Office sa pamamagitan ng pagpasa ng Establishment Report Form on COVID-19.

  4. Ipasa ang Establishment Report Form sa DOLE isang linggo bago ang pagpapatupad nito, kung maaari. Kung naipatupad na ito, dapat pa ring ipasa ang Establishment Report Form.

7. What are the forms needed to file with DOLE? Kinakailangan bang ipagbigay-alam sa gobyerno ang pagpapatupad ng flexible working arrangements?

Fill out an Establishment Report.

Oo. Ipasa ang Establishment Report Form


Download here.

8. Do we need to pay employees if they are put on forced leave? Kung hindi pinapasok ang empleyado dahil sa community quarantine, kailangan ba siyang bayaran para sa mga araw na ito?

No. Under the principle of no work, no pay. However, leaves of absences of employees during the community quarantine period shall be charged against the workers’ existing leave credits. The remaining unpaid leaves during the quarantine period may be covered and subject to conditions provided in the proposed COVID-19 Adjustment Measures Program.

Note that in normal circumstances, a “forced leave” without pay is not generally allowed by the law; however, these are special circumstances and the DOLE expressly granted the same through their recent issuances. We encourage employers to exercise such discretion on the formulation and implementation of the arrangements, in utmost good faith, by taking into consideration the Guidelines’ purpose to mitigate the employees’ loss of income, as well.

However, this does not prevent you from taking the initiative and paying your employees nonetheless. This finds basis under the principle of management prerogative which allows employers to implement rules and measures it deems appropriate for their teams. In this case, the burden of economic loss is not rightfully shifted to the employer; each party must bear his own loss.

Hindi, alinsunod sa prinsipyo ng “no work no pay”. Maaaring ipagamit ang mga naipong VL o SL. Nagpahayag ang DOLE na gagawa ito ng COVID-19 Adjustment Measures Program.

Tandaan na ang “forced leave”ay hindi karaniwang pinapayagang pilitin ang mga empleyadong gamitin ang VL at SL. Ngunit dahil sa krisis ng COVID-19, pinayagan na ito ng DOLE. Hinihikayat ang mga may-ari ng negosyong magpatupad ng flexible working arrangements na naaayon sa sitwasyon ng kanilang negosyo habang sumusunod sa patakaran ng gobyerno at iniisip ang kapakanan ng mga empleyado.

Gayunpaman, kung gusto at kayang bayaran ng may-ari ang sweldo ng mga empleyado, maaari rin itong gawin. Sang-ayon ito sa prinsipyo ng management prerogative.

9. Small business owner: Employees were advised not to come into work until after lockdown, but employees only have five days of sick leave, and SBO does not want to eat into their holiday leave. If SBO gives them half a month’s pay for the lockdown, will this be compliant with labor laws? Mayroon akong maliit na negosyo. Hindi ko na pinapasok sa trabaho ang mga empleyado hanggang matapos ang community quarantine. Mayroon lamang 5 days na SL ang bawat empleyado at ayaw kong ipagamit ang kanilang VL. Kung babayaran ko sila ng suweldo para sa kalahating-buwan, alinsunod ba ito sa patakaran ng DOLE?

During the enhanced community quarantine, the grant of half-month’s pay for the lockdown is largely dependent on the discretion of the employer.

Under existing advisories to date, leaves of absences of employees during the community quarantine period shall be charged against the workers’ existing leave credits. If no more leave credits remain, then the principle of no work, no pay applies - the employer does not have to pay its employees who are on forced leave under the current circumstances.

Hangga’t hindi natatapos ang “enhanced community quarantine”, binibigay sa kamay ng mga establisyamento ang pagpapasya ukol sa pagbibigay ng kalahating buwang sweldo.

Ang mga leaves of absence ng empleyado sa panahon ng “enhanced community quarantine” ay ibabawas sa natitirang leave credits ng empleyado. Kung wala nang leave credits ang empleyado, maari nang hindi bayaran ng establisyamento ang mga empleyadong sapilitang lumiban dahil sa “enhanced community quarantine”.

10. How does this affect computation of 13th month pay? Apektado ba ang pagkwenta ng 13th month pay?

As of this writing, no rules are given out by DOLE for any adjustments, but it would be safe to assume that we follow the regular rules for now.

Sa ngayon, wala pang inilalabas na bagong patakaran ang DOLE. Sundin ang regular na patakaran ukol sa 13th month pay.

11. Luzon is now under Enhanced Community Quarantine. Will my employees be allowed to travel to and from home to work? Ang Luzon ay isinailalim na sa Enhanced Community Quarantine. Maaari pa bang bumiyahe papasok sa trabaho?

No, save for the establishments listed in Par. No. 1.

If your employees work in the listed establishments that will remain open, you must present proof of any of the following:

  1. Valid Company Identification Card (ID);

  2. Certification of Employment (“COE”) issued by the Company which shall state the place of work;

  3. Proof of Residence

Hindi maaari, maliban na lamang sa mga establisyimentong nakalista sa unang talata.

Kung ang inyong empleyado ay nagtatrabaho sa mga nasabing establisyimentong mananatiling bukas sa ilalim ng Enhanced Community Quarantine, kailangan nilang magpakita sa mga checkpoints ng pruweba ng aling isa sa sumusunod:

  1. Valid Company Identification card (company ID);

  2. Certificate of Employment na nanggaling sa kumpanya at kung saan nakasaad ang lugar na pinagtatrabahuhan; o

  3. Dokumentong nagsasaad ng iyong tirahan.

12. Are there cash loan facilities that can be availed of to tide employees over during this no-work, no-pay period? Mayroon bang cash loan facilities o pautang ang gobyerno na maaaring mapakinabangan, gayong ipinapatupad ang no work, no pay?

Pag-IBIG Fund members who reside in areas declared under a state of calamity and are affected by such disasters can avail of the Pag-IBIG Fund Calamity Loan. The loan seeks to provide immediate financial assistance to help members recover from the effects of such calamity. It comes at a low interest rate of 5.95% per annum. The loan is payable within 24 months and has a deferred first payment. To date, only Quezon City and San Juan have declared state of calamity.

Ang mga miyembro ng Pag-IBIG Fund na naninirahan sa mga lugar kung saan may deklarasyon ng state of calamity at apektado ng mga pinsala ay maaaring makinabang sa Pag-IBIG Fund Calamity Loan. Layunin nitong magbigay ng tulong pinansyal sa mga miyembro. Mayroon itong mababang interes na 5.95% per annum lamang. Babayaran ito sa loob ng 24 buwan at ang unang hulog ay ipinagpapaliban muna.

https://www.pagibigfund.gov.ph/STL_MPL_Calamity.html#calamitylanding

13. Are there available benefits for workers affected by COVID-induced layoffs and closures? Ano pa ang mga benepisyo ng gobyerno para sa mga empleyadong nawalan ng trabaho dulot ng pagsara ng mga negosyo dahil sa COVID-19?

SSS premium-paying members can avail of unemployment benefits equivalent to a half of their average monthly salary credit for a maximum of two months if they are displaced because of redundancy, installation of labor-saving devices, retrenchment, closure or cessation of operation, and disease or illness. They should have paid the requisite minimum number of monthly contributions for three years to qualify for this unemployment benefit, twelve of which should have been made in the last eighteen months.

Ang SSS ay nagbibigay ng unemployment benefit sa mga miyembrong nasisante dahil sa redundancy, installation of labor-saving devices, retrenchment, closure or cessation of operation o dahil sa sakit o karamdaman alinsunod sa Labor Code. Ang benepisyong ito ay katumbas ng kalahati (1/2) ng average na buwanang suweldo ng miyembro, at matatanggap ng miyembro nang hindi lalampas sa 2 buwan. Kinakailangang kumpleto ang minimum number ng buwanang kontribusyon sa nakalipas na 3 taon, at 12 sa mga kontribusyong ito ay dapat naibayad sa huling 18 buwan.

(Section 14-B, RA 11199;

https://www.pna.gov.ph/articles/1096455

https://www.dof.gov.ph/sss-ready-to-pay-unemployment-benefits-of-workers-affected-by-covid-induced-firm-layoffs-closures)

13. What is CAMP? Ano ang CAMP?

Under DOLE DO 209, CAMP is a safety net program that offers financial support to affected workers in private establishments that have adopted Flexible Working Arrangements (FWA) or temporary closure during the COVID-19 pandemic.

Under this program, a one-time financial assistance equivalent to PHP 5,000 shall be provided to affected workers in lump-sum, non-conditional, regardless of employment status.

Ang CAMP ay isang programa kung saan bibigyan ng suportang pinansyal ang mga manggagawa ng mga pribadong establisyamento na nagsasagawa ng Flexible Working Arrangements (“FWA”) o pansamantalang nagsara sa pandemya ng COVID-19.

Sa programang ito, minamandato na magbigay ang mga pribadong establisyamento ng tulong pampinasyal sa kanilang mga manggagawa, na naghahalagang limang libong piso (Php 5,000), na ibibigay ng isang beses at walang kondisyon, kahit na ano pa man ang estado ng pagiging empleyado nito.

14. Who are the affected workers? Sino ang mga apektadong manggagawa?

Affected workers are those in private establishments that suffer or face interruption due to the COVID-19 pandemic including:

  • Those whose employment is temporarily suspended by reason of suspension of operations

  • Those whose regular hours are reduced and therefore, regular wages are reduced due to the implementation of FWA’s as mitigating measures

Government employees are not affected workers as they do not now work in private establishments. Hence, they are excluded from the program.

Sila ang mga manggagawa ng mga pribadong establisyamento na nagambala o pansamantalang nagsara dahil sa pandemya ng COVID-19, gaya ng:

  • Mga manggagawang pansamantalang na-suspende ang trabaho dahil sa pansamantalang pagsasara ng establisyamento

  • Mga manggagawang nabawasan ang regular na buwis dahil sa kabawasan ng oras ng pagtratrabaho dahil sa pagsagawa ng FWA

15. My company is interested in CAMP, how do i avail of it?

  1. Applications with complete documentary requirements shall be submitted online to the appropriate DOLE Regional Office or any of its provincial/field offices. Email addresses listed here

  2. Documentary requirements are the following:

    • Establishment Report (download here) pursuant to Labor Advisory Nos. 9-2020 and 11-2020

    • Company payroll for the month prior to the implementation of FWA or temporary closure

  3. Applications shall be evaluated by concerned DOLE Regional Office within three working days from receipt thereof.

  4. The following depending on the status of evaluation shall be issued to the applicant by the concerned DOLE Regional Office within three working days through email:

    • For approved application: Notice of Approval

    • For denied application: Notice of denial