By Gillian M.

Cortez

Household workers are now entitled to leave benefits courtesy of the labor department’s
advisory, which reinforces Republic Act 10361 or the Kasambahay law.

“Our household service workers shall be entitled to all the rights and benefits granted under RA
10361, or Batas Kasambahay, as amended unless expressly provided. The employers are not
prohibited from granting such other benefits in addition to the minimum requirements of the
law,” Department of Labor and Employment (DoLE) Secretary Silvestre H. Bello said in a press
statement on Wednesday, July 4.

The labor secretary issued Labor Advisory No. 10 or “Entitlement of Kasambahay to Other
Statutory Leave Benefits and Labor Standard Benefits” which will further strengthen the rights
of household workers and their entitlement to work benefits and statutory leaves.

The labor advisory identified three other laws that “entitle kasambahays to special leave
benefits,” DoLE said in its press statement.

Household service workers can avail of the Solo Parent Leave (Republic Act 8972), Special
Leave Benefit for Women under the Magna Carta for Women (Republic Act 9710), and
Violence against Women and their Children (VAWC) Leave (Republic Act 9262) “provided
he/she meets all the conditions for entitlement,” the advisory stated.

Aside from these leaves, household workers are also still entitled for a five-day service incentive
leave that is granted under the Labor Code.

DoLE said that the Kasambahay Law will entitle household workers to “13th-month pay, five
days annual service incentive leave, and a one whole day uninterrupted weekly rest period.”
Household workers will also get to enjoy social benefits such as availing Social Security
System(SSS), Philhealth, and Pag-Ibig.

Kasambahay Law Republic Act 10361 www.wantedyaya.com Protecting Employers &

PART 1. BACKGROUND
1. What is Republic Act No. 10361? Republic Act No. 10361 is an Act Instituting Policies for
the Protection and Welfare of Domestic Workers, otherwise known as ‘Domestic Workers Act’
or ‘Batas Kasambahay.’
2. When was it signed into law? It was signed by President Benigno S. Aquino III on 18 January
2013. 3. When did the law become enforceable? The law became enforceable on 04 June 2013 or
fifteen (15) days after the publication of its Implementing Rules and Regulations (IRR) on 19
May 2013 in The Philippine Star and the Manila Times. 4. What is the significance of the
passage of the law? The law is a landmark piece of labor and social legislation that recognizes
for the first time domestic workers as similar to those in the formal sector. It strengthens respect,
protection, and promotion of the rights and welfare of domestic workers or kasambahay. 5. How
long did it take the Congress to pass the law? It took sixteen (16) years for Congress to pass the
Kasambahay Law or Magna Carta for Domestic Workers. The last legislation passed in Congress
was in 1993 or nineteen (19) years ago. This was Republic Act No. 7655, or An Act Increasing
the Minimum Wage of Househelpers. 6. Under the present administration, what initiatives have
been taken to fast-track the passage of the law? The President, in his first SONA in 2010, called
for a legislation to benefit household workers. Bills were immediately filed in both houses of
Congress which resulted in the approval of consolidated Senate Bill No. 78 in 2011 and House
Bill No. 6144 in 2012. It took only two (2) years for both bills to pass Congress through the
leadership of Senator Jinggoy Ejercito Estrada and Representative Emil L. Ong. The Batas
Kasambahay can also be referred to as the “Estrada-Ong Law.” i. Assume joint and solidary
liability with the employer for payment of wages, wage-related and other benefits, including
monthly contribution for SSS, PhilHealth, and Pag-IBIG membership. 62. What are the specific
acts declared “unlawful” under the law? a. Employment of children below 15 years of age; b.
Withholding of the kasambahay’s wages; c. Interference in the disposal of the kasambahay’s
wages; d. Requiring kasambahay to make deposits for loss or damage; e. Placing the kasambahay
under debt bondage; and f. Charging another household for temporarily performed tasks. 63.
What are the penalties for the commission of unlawful acts under the law? Unlawful acts are
punishable with an administrative fine ranging from P 10,000 to P40,000 to be imposed by the
DOLE Regional Offices. 64. What other remedies for unlawful acts are available under the law?
The aggrieved party may file the appropriate civil or criminal action before the regular courts.
65. Does the law afford remedy for abused or exploited kasambahay? The law mandates the
conduct of immediate rescue of abused or exploited kasambahay by the municipal or city social
welfare officer or a social welfare officer from DSWD, in coordination with the concerned
barangay officials. The law sets out that crimes or offenses committed under the Penal Code and
other criminal laws shall be filed with the regular courts. Q&A on Batas Kasambahay Q&A on
Batas Kasambahay 7. What developments in the International Labour Organization contributed
to the early passage of the law? In June 2011, ILO Convention No. 189 or the Decent Work for
Domestic Workers Convention was adopted during the International Labour Conference. This
contributed to the early passage of the law. The Philippines chaired the two-year double
discussion on the Convention and Recommendation at the Conference Committee on Domestic
Work. 8. Did the Philippines ratify the Convention and if so, when? Yes. President Benigno S.
Aquino III ratified the Convention on 18 May 2012 and the Senate concurred in the ratification
on 06 August 2012. 9. What is the effect of the ratified Convention to the Philippines? The
ratification of the Convention created legal obligation for the Philippines to observe the
principles embodied in the Convention, both in law and in practice. 10. When is the effectivity of
the ratified Convention? The Convention takes into force and effect on 05 September 2013, a
year after the deposit of the Philippine instrument of ratification with the ILO on 05 September
2012. 11. What is the added significance of the Kasambahay Law in relation to our compliance
requirement with ILO Convention 189? The Batas Kasambahay forms part of our progressive
compliance with ILO Convention 189. 12. How many domestic workers are estimated to benefit
from the law? Estimates place the number of local kasambahay at 1.9 million. PART II. THE
LAW 1. Who are the kasambahay covered by the law? All kasambahay engaged in domestic
work, whether on a live-in or live-out arrangement, such as, but not limited to, the following:
Although, the PEA is allowed to collect Service Fee from the employer, in no case shall it charge
Recruitment or Finder’s Fee from the kasambahay. 59. Can the employer demand from a PEA
the replacement of a kasambahay? Yes. Within one month from the day the kasambahay reported
for work, the employer may demand a replacement based on the following cases: a. The
kasambahay is found to be suffering from an incurable or contagious disease, or mental illness as
certified by a competent or government physician; b. The kasambahay abandons the job without
justifiable cause, voluntarily resigns, commits theft or any other analogous acts prejudicial to the
employer or his/her family; or c. The kasambahay is physically or mentally incapable of
discharging the minimum requirements of the job, as specified in the employment contract. 60.
What will happen in case the PEA fails to provide a qualified replacement after one month from
receipt of the employer’s request? The employer shall be entitled to a refund of seventy-five
percent (75%) of the fees paid to the PEA. 61. What are the declared responsibilities of the
Private Employment Agency under the law? a. Ensure that the kasambahay is qualified as
required by the employer; b. Secure the best terms and conditions of employment for the
kasambahay; c. Ensure that the employment agreement between the kasambahay and the
employer stipulates the terms and conditions of employment and all the benefits in accordance
with the IRR; d. Provide a pre-employment orientation briefing to the kasambahay and the
employer about their rights and responsibilities in accordance with this IRR; e. Ensure that the
kasambahay is not changed or required to pay any recruitment or placement fees; f. Keep copies
of employment contracts and agreements pertaining to recruited kasambahay which shall be
made available during inspections or whenever required by the DOLE or local government
officials; g. Assist the kasambahay in filing his/her complaints or grievances against the
employers; h. Cooperate with government agencies in rescue operations involving abused or
exploited kasambahay; and Q&A on Batas Kasambahay Q&A on Batas Kasambahay a. general
househelp; b. yaya; c. cook; d. gardener; e. laundry person; f. working children or domestic
workers 15 years and above but below 18 years of age; or g. any person who regularly performs
domestic work in one household on an occupational basis (live-out arrangement). 2. Who are not
covered? The following are not covered by the Batas Kasambahay: a. service providers; b.
family drivers; c. children under foster family arrangement; and d. any other person who
performs work occasionally or sporadically and not on an occupational and regular basis. 3. Who
are children under foster family arrangement? Children under foster family arrangement are
those who are living with a family or household of relative/s and are provided access to
education and given an allowance incidental to education, i.e., “baon,” transportation, school
projects, and school activities; provided, that the foster family and foster care arrangements are
in compliance with the procedures and requirements as prescribed by Republic Act No. 10165 or
Foster Care Act of 2012. 4. What are the examples of persons performing work occasionally or
sporadically and not on an occupational basis? a. A janitress doing irregular laundry work for a
household during rest day; b. A construction worker doing casual gardening job for a household;
or c. A hospital nurse or a student doing baby-sitting job. 5. What is the employable age for a
kasambahay? Fifteen (15) years old and above. 52. Can the employer and the kasambahay
terminate the contract anytime? Yes, provided that the kasambahay and the employer mutually
agree upon written notice. 53. If the duration of the domestic service is not determined in the
contract, can a kasambahay or the employer terminate the contract anytime? Yes. Either the
employer or the kasambahay may give notice to end the working relationship five (5) days
before the intended date of the termination of service. 54. What are the entitlements of a
kasambahay unjustly dismissed by the employer? a. Outright payment of earned wage; and b.
Indemnity benefit in the form of wage equivalent to fifteen (15) days work. 55. What are the
liabilities of a kasambahay who leaves his/her employer without justifiable reason? a. Forfeiture
of wage equivalent to fifteen (15) days work; and b. Reimbursement of the deployment expenses,
if the employment contract is terminated within six (6) months from employment. 56. Can the
employer inspect the belongings of the kasambahay before he/she leaves the household in case of
termination of employment? No. However, the employer and the kasambahay can agree in their
employment contract that an inspection can be made before he/she leaves the household. 57. If
there is non-payment or underpayment of wage and other labor-related concerns, where can the
kasambahay seek assistance? The kasambahay can go to a Kasambahay Desk Officer situated in
their respective barangays or the nearest DOLE field/provincial/regional office. 58. If a
kasambahay is hired thru a Private Employment Agency (PEA), can it charge Service Fee from
the employer as well as Recruitment or Finder’s Fee from the kasambahay? Q&A on Batas
Kasambahay Q&A on Batas Kasambahay 6. Under what conditions may the employment of
children fifteen (15) but below eighteen (18) years of age be made? a. They shall not be allowed
to work for more than eight (8) hours a day, and in no case beyond forty (40) hours a week; b.
They shall not be allowed to work between ten o’clock in the evening and six o’clock in the
morning of the following day; c. They shall not be allowed to do hazardous work; and d. They
shall not be denied access to education and training. 7. Who is the employer of a kasambahay?
An employer is any person who engages and controls the services of a kasambahay and is party
to the employment contract. 8. Under the law, who are included in the employer’s household to
be provided direct service by the kasambahay? Immediate family members or other occupants of
the house who are directly and regularly provided services by the kasambahay. 9. How can an
employer hire a kasambahay? An employer can hire directly or through private employment
agencies (PEA) registered with the DOLE regional offices. 10. Who pays the cost of hiring a
kasambahay? The employer, whether the kasambahay is hired directly or through PEA, shall
shoulder the expenses for hiring. The kasambahay shall not be charged of any cost of the
recruitment, placement, or finder’s fee. 11. Who shall pay the deployment expenses or cost of
transportation of the kasambahay? The employer, whether the kasambahay is directly hired or
through PEA, shall pay the expenses that are directly used for the transfer of the kasambahay
from place of origin to the place of work. engagement; c. Employers are assured of quality
services through DOLE-TESDA training, assessment, and certification of kasambahay; d.
Forfeiture of 15-day unpaid salary should the kasambahay leave the residence of the employer
without any justifiable reason; and e. Right to terminate the employment on justifiable grounds.
50. Can the kasambahay terminate the contract at any time? Yes, on the following grounds: a.
Verbal or emotional abuse of the kasambahay by the employer or any member of the household;
b. Inhuman treatment including physical abuse of the kasambahay by the employer or any
member of the household; c. Commission of a crime or offense against the kasambahay by the
employer or any member of the household; d. Violation by the employer of the terms and
conditions of the employment contract and other standards set forth under the law; e. Any
disease prejudicial to the health of the kasambahay, the employer, or member/s of the household;
and f. Other causes analogous to the foregoing.
51. Can the employer also terminate the contract at any time? Yes, on the following grounds: a.
Misconduct or willful disobedience by the kasambahay of the lawful order of the employer in
connection with the former’s work; b. Gross or habitual neglect or inefficiency by the
kasambahay in the performance of duties; c. Fraud or willful breach of the trust reposed by the
employer on the kasambahay; d. Commission of a crime or offense by the kasambahay against
the person of the employer or any immediate member of the employer’s family; e. Violation by
the kasambahay of the terms and conditions of the employment contract and other standards set
forth under the law; f. Any disease prejudicial to the health of the kasambahay, the employer, or
member/s of the household; and g. Other causes analogous to the foregoing. Q&A on Batas
Kasambahay Q&A on Batas Kasambahay 12. When can an employer be reimbursed of the
deployment expenses? When the kasambahay unreasonably leaves the employer within six (6)
months from the time he/she started work. 13. Are there pre-employment requirements? Yes.
Before entering into an employment contract, the employer has the option to require the
following from a kasambahay: a. Medical certificate or health certificate issued by a local
government health officer; b. Barangay and police clearance; c. NBI clearance; and d. Duly
authenticated birth certificate or, if not available, voter’s identification card, baptismal record, or
passport showing the kasambahay’s age. 14. Is there an instance when the pre-employment
requirements are mandatory? Yes, when the employment of the kasambahay is facilitated
through a PEA. 15. Who pays for the cost of the pre-employment documents? The prospective
employer or PEA shall pay for the cost. 16. Is it a requirement for a kasambahay to be trained
and certified by TESDA prior to employment? No. However, the kasambahay is encouraged to
undergo competency assessment and be certified by TESDA. Training is not a requirement for
competency assessment. 17. Is a contract necessary before entering into an employment for
domestic work? Yes. The employer and the kasambahay shall enter into a contract of
employment written in a language or dialect understood by them. 18. Is the contract required to
be notarized? No, it is not necessary. The Punong Barangay or his/her designated officer may
attest to the contract and serve as witness to its execution. 43. When will a kasambahay be
entitled to the 13th month pay? After one (1) month of service. 44. How is the 13th month pay
computed and when is it paid? In computing the 13th month pay, the total basic wage received in
a given calendar year shall be divided by 12. The amount derived shall be paid not later than
December 24. 45. When will a kasambahay be covered by SSS, PhilHealth, and Pag-IBIG? After
one (1) month of service. 46. Is the employer liable under the SSS, PhilHealth, and Pag-IBIG
laws in case the kasambahay refuses membership with those agencies? Membership under the
SSS, PhilHealth, and Pag-IBIG is mandatory and nonnegotiable. 47. Supposing that in exchange
for non-membership, the kasambahay agrees with the employer to receive the premiums and
contributions in addition to his/ her salary, is this allowed? No. Under the SSS, PhilHealth, and
Pag-IBIG laws, the employer has the obligation to register the kasambahay and deduct and remit
the required premiums and contributions. The employer shall incur certain liabilities, including
criminal prosecution, if he fails or refuses to comply with his/her obligations. 48. Who will pay
the SSS premium, and PhilHealth and Pag-IBIG contributions of the kasambahay? The
employer, if the wage of the kasambahay is less than P 5,000.00. If the wage of the kasambahay
is P 5,000.00 or more, the kasambahay will pay his/her share in the premiums/contributions. 49.
Does the law have provisions protecting employers of kasambahay? Yes. They include: a.
Prohibition against privileged information; b. Employer may require certain pre-employment
documents prior to Q&A on Batas Kasambahay Q&A on Batas Kasambahay 19. What should be
the contents of the employment contract? a. Duties and responsibilities of the kasambahay; b.
Period of employment; c. Compensation; d. Authorized deductions; e. Hours of work and
proportionate additional payment; f. Rest days and allowable leaves; g. Board, lodging and
medical attention; h. Agreements on deployment expenses, if any; i. Loan agreement; j.
Termination of employment; and k. Any other lawful condition agreed upon by both parties.
20. Is the consent of the parent/guardian of working children required in the employment
contract? Yes. Such consent should appear in the employment contract. 21. Is the employer
required to register the kasambahay? If yes, where? Yes. The employer is required to register the
kasambahay in the Registry of Domestic Workers in the barangay where the employer resides.
For this purpose, the DILG, in coordination with the DOLE, shall formulate a registration
system. 22. Is the registration system of the kasambahay free of charge? Yes, it is free.
23. What are the mandatory benefits of the kasambahay? a. Monthly minimum wage; b. Daily
rest period of 8 (total) hours; c. Weekly rest period of 24 (uninterrupted) hours d. 5 days annual
service incentive leave with pay; e. 13th month pay; f. SSS benefit; g. PhilHealth benefit; and h.
Pag-IBIG benefit; No. The eight-hour rest period must be observed. 36. Is the kasambahay
entitled to a weekly rest period? Yes. He/she is entitled to at least 24 consecutive hours of rest in
a week.
37. Can the employer shorten the 24-hour rest day period of the kasambahay? No. However, the
kasambahay and the employer may agree to shorten the rest day, provided the employer pays for
the hours worked during the shortened rest day.
38. Who determines the weekly rest period of the kasambahay? The employer and the
kasambahay determine the schedule of the weekly rest period. 39. On what ground will the
employer respect the preferred weekly rest day of the kasambahay? The employer shall respect
the preferred weekly rest day of the kasambahay on religious grounds. 40. When can the
kasambahay avail of the five-day annual Service Incentive Leave? After one (1) year of service.
41. What will happen if the kasambahay fails to avail of any of his/her annual Service Incentive
Leave? It shall be forfeited and cannot be converted to cash. 42. What other agreements may the
employer and the kasambahay enter into relative to the kasambahay’s weekly rest day and SIL?
a. Offsetting a day of absence with a particular rest day; b. Waiving a particular rest day in return
for an equivalent daily rate of pay; c. Accumulating rest days not exceeding five (5) days; d.
Adding the accumulated rest days (maximum of 5 days) to the five-day SIL; and e. Waiving a
particular SIL in return for an equivalent daily rate of pay. Q&A on Batas Kasambahay Q&A on
Batas Kasambahay 24. What are the other rights and privileges of the kasambahay? a. Freedom
from employer’s interference in wage disposal; b. Standard of treatment; c. Board, lodging, and
medical attendance; d. Right to privacy; e. Access to outside communication; f. Access to
education and training; g. Right to be provided a copy of the employment contract; h. Right to
Certificate of Employment; i. Right to form, join, or assist labor organization; j. Right to
terminate employment based on just cause; and k. Right to exercise religious beliefs and cultural
practices. 25. What are the basic necessities of the kasambahay? a. At least three (3) adequate
meals a day, taking into consideration the kasambahay’s religious beliefs and cultural practices;
b. Humane sleeping condition; and c. Appropriate rest and basic medical assistance. 26. Is the
employer required to provide the kasambahay with shampoo, soap, toothpaste, etc.? Though not
part of the “basic necessities” required to be provided by the employer to the kasambahay, these
may be provided gratuitously. 27. What is the extent of the basic medical assistance which the
employer should provide to his/her kasambahay? First-aid medicines (e.g. paracetamol,
mefenamic acid, antiseptic, etc.) in case of illnesses and injuries sustained during service. SSS,
ECC and PhilHealth have programs that can address the medical expenses of the kasambahay.
28. How much is the monthly minimum wage of a kasambahay? For those employed in: 1.
National Capital Region - P2,500.00 2. Cities and 1st class municipalities - P2,000.00 (See
attached copy of the 1st class municipalities) 3. Other municipalities - P1,500.00 29. Do we need
to amend the law before the monthly minimum wage of the kasambahay may be increased? No.
The law provides a mechanism for increasing the minimum wage of the kasambahay. Initially,
one year from 04 June 2013, the Regional Tripartite Wages and Productivity Boards (RTWPB)
may review, and if proper, determine and adjust the minimum wage. The RTWPB shall
coordinate with TESDA on the wage review and adjustment based on the kasambahay’s
competency level, in line with the thrust to professionalize the domestic service sector. 30. In
what form and when will the wage of a kasambahay be paid? In cash, at least once a month. 31.
Can the employer pay the kasambahay in any form other than cash? No. Payment of wages by
means of promissory note, voucher, coupon, token, ticket, chit, or anything other than the cash
wage is prohibited. 32. Is the employer obliged to issue pay slip upon payment of the salary of
the kasambahay? Yes. The employer shall at all times provide the kasambahay with a copy of the
pay slip every pay day containing the amount paid and all deductions made, if any. 33. How long
should the employer keep copies of the pay slips? Three (3) years from issuance. 34. Is the
kasambahay entitled to daily rest period? Yes. He/she is entitled to a total daily rest period of at
least 8 hours. 35. Can the employer require the kasambahay to work beyond 16 hours at any
given workday in return for an equivalent hourly rate?

Republic Act No. 10381 or the “Batas Kasambahay” is the law governing the rights and
liabilities of both the househelps or domestic workers and their respective employers or “amo”.

The Batas Kasambahay requires an Employment Contract be executed between the domestic
worker and the employer before the commencement of the service in a language or dialect
understood by both of them. The Employment Contract must include the duties and
responsibilities of the domestic worker, period of employment, compensation, authorized
deductions, hours of work and proportionate additional payment, rest days and allowable leaves,
board, lodging and medical attention, agreements on deployment expenses, if any, loan
agreement, termination of employment and any other lawful condition agreed upon by both
parties.

Prior to the execution of the employment contract, at the option of the employer and at his own
cost, the employer may require the following from the domestic worker:

(a) Medical certificate or a health certificate issued by a local government health officer;
(b) Barangay and police clearance;
(c) National Bureau of Investigation (NBI) clearance; and
(d) Duly authenticated birth certificate or if not available, any other document showing the age of
the domestic worker such as voter’s identification card, baptismal record or passport.

If employment of the domestic worker is done through a private employment agency, these
documents are mandatory and should be paid for by the employment agency.
It is the obligation of the employer to register his or her domestic worker in the Registry of
Domestic Workers in the barangay where the employer resides.

The minimum wage for domestic workers shall not be less than P3,500 a month for those
employed in the National Capital Region (as amended by DOLE Wage Order No. NCR-DW-01
and effective 16 December 2017), P2,000 a month for those employed in chartered cities and
first class municipalities; and P1,500 a month for those employed in other municipalities.

Under the Batas Kasambahay, the employer shall provide the domestic worker with a copy of a
pay slip indicating the amount paid in cash every pay day and deductions made. Copies of the
pay slip shall be kept by the employer for 3 years.

In addition, a domestic worker who has rendered at least one (1) month of service shall be
covered by the Social Security System (SSS), the Philippine Health Insurance Corporation
(PhilHealth), and the Home Development Mutual Fund or Pag-IBIG.

Premium payments or contributions shall be shouldered by the employer except if the domestic
worker is receiving a wage of P5,000.00 and above per month, in which case, the domestic
worker shall pay the proportionate share in the premium payments or contributions.

Moreover, a domestic worker who has rendered at least one (1) year of service shall be entitled
to an annual service incentive leave of five (5) days with pay. It must be emphasized that any
unused leaves are neither carried over to the succeeding years nor convertible to cash.

Neither the domestic worker nor the employer may terminate the contract before the expiration
of the term except for grounds provided by the law.

The domestic worker may terminate the employment relationship at any time before the
expiration of the contract for any of the following causes:

(a) Verbal or emotional abuse of the domestic worker by the employer or any member of the
household;
(b) Inhuman treatment including physical abuse of the domestic worker by the employer or any
member of the household;
(c) Commission of a crime or offense against the domestic worker by the employer or any
member of the household;
(d) Violation by the employer of the terms and conditions of the employment contract and other
standards set forth under this law;
(e) Any disease prejudicial to the health of the domestic worker, the employer, or member/s of
the household; and
(f) Other causes analogous to the foregoing.

On the other hand, an employer may terminate the services of the domestic worker at any time
before the expiration of the contract, for any of the following causes:
(a) Misconduct or willful disobedience by the domestic worker of the lawful order of the
employer in connection with the former’s work;
(b) Gross or habitual neglect or inefficiency by the domestic worker in the performance of
duties;
(c) Fraud or willful breach of the trust reposed by the employer on the domestic worker;
(d) Commission of a crime or offense by the domestic worker against the person of the employer
or any immediate member of the employer’s family;
(e) Violation by the domestic worker of the terms and conditions of the employment contract and
other standards set forth under this law;
(f) Any disease prejudicial to the health of the domestic worker, the employer, or member/s of
the household; and
(g) Other causes analogous to the foregoing.

If the domestic worker is unjustly dismissed, the domestic worker shall be paid the compensation
already earned plus the equivalent of fifteen (15) days work by way of indemnity. If the domestic
worker leaves without justifiable reason, any unpaid salary due not exceeding the equivalent
fifteen (15) days work shall be forfeited. Furthermore, if the service has been terminated within
six (6) months from the domestic worker’s employment., the employer may recover from the
domestic worker costs incurred related to the deployment expenses.

The domestic worker and the employer may mutually agree upon written notice to pre-terminate
the contract of employment to end the employment relationship.

Upon the severance of the employment relationship, the employer shall issue the domestic
worker within five (5) days from request a certificate of employment indicating the nature,
duration of the service and work performance.

For the protection of the employer, all communication and information pertaining to the
employer or members of the household shall be treated as privileged and confidential, and shall
not be publicly disclosed by the domestic worker during and after employment. Such privileged
information shall be inadmissible in evidence except when the suit involves the employer or any
member of the household in a crime against persons, property, personal liberty and security, and
chastity.