The Telecommuting Act was officially signed into law by President Rodrigo Roa Duterte. This Telecommuting Act allows telecommuting or working from home as an alternative work arrangement for employees in the private sector.
An employer in the private sector may offer a telecommuting program to its employees on a voluntary basis under the Republic Act 11165.
The employer shall also ensure that the telecommuting employees are given the same treatment as that of comparable employees working at the office.
All telecommuting employees shall:
- Have the right to rest periods, regular holidays, and special nonworking days.
- Have the same collective rights as the workers at the employer’s premises, and shall not be barred from communicating with workers’ representatives.
- Receive a rate of pay, including overtime and night shift differential, and other similar monetary benefits not lower than those provided in applicable laws, and collective bargaining agreements.
- Receive appropriate training on the technical equipment at their disposal, and the characteristics and conditions of telecommuting.
- Have the same or equivalent workload and performance standards as those of comparable workers at the employer’s premises.
- Have the same access to training and career development opportunities as those of comparable workers at the employer’s premises, and be subject to the same appraisal policies covering these workers.
The employer shall also ensure that measures are taken to prevent the telecommuting employee from being isolated from the rest of the working community in the company bu giving the telecommuting employee the opportunity to meet with colleagues on a regular basis, and allowing access to company information. The act shall take effect 15 days after its publication in the Official Gazette or in any newspaper of general circulation.
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