Harmonized Gender and Development Guidelines (Third Edition)
In 1993, the National Economic and Development Authority (NEDA) and the National Commission on the Role of Filipino Women, now known as the Philippine Commission on Women (PCW), in conjunction with various Philippine government agencies, produced the Guidelines for Developing and Implementing Gender-Responsive Programs and Projects. The document sought to assist line or implementing agencies in (1) complying with Republic Act No. 7192, known as the Women in Development and Nation-Building Act and its Implementing Rules and Regulations; (2) integrating a gender and development (GAD) perspective in development planning processes and various stages of the project cycle; and (3) addressing the issues of inadequate sex-disaggregated data and statistics for development planning and programming.
Laws protecting women in the philippines
Signed into law on February 2019 by President Rodrigo Duterte, Republic Act 11210 or the Expanded Maternity Leave Law extends the previous 60-day (78 days for caesarian section delivery for women workers in the private sector) paid maternity leave to 105 days. The law also entails an option to extend for an additional 30 days of unpaid leave. Additional 15 days paid maternity leave shall also be granted to female solo parents.
The Safe Spaces Act defines and penalizes gender-based sexual harassment in streets, public spaces, online, workplaces, and educational and training institutions. It expanded the scope of the law against sexual harassment which used to be limited to work and educational and training institutions. It now also includes peer-to-peer sexual harassment.
The Responsible Parenthood and Reproductive Health Act of 2012 (Republic Act No. 10354), known as the Reproductive Health Law or RH Law, which guarantees the human rights of all persons including their right to equality and nondiscrimination of these rights, the right to sustainable human development, the right to health which includes reproductive health, the right to education and information, and the right to choose and make decisions for themselves in accordance with their religious convictions, ethics, cultural beliefs, and the demands of responsible parenthood.
RA 9710 is a comprehensive women’s human rights law that seeks to eliminate discrimination through the recognition, protection, fulfillment, and promotion of the rights of Filipino women, especially those belonging in the marginalized sectors of the society. It conveys a framework of rights for women based directly on international law. Pursuant to this law is Executive Order 273 that states the approval and adoption of Philippine Plan for Gender-Responsive Development, 1995-2025.
RA 9262, or An Act Defining Violence Against Women and Their Children, Providing Protective Measures for Victims,recognizes the need to protect the family and its members particularly women and children, from violence and threats to their personal safety and security.
RA 9208 or the act that states the Anti-Trafficking in Persons Act of 2003 that seeks to to eliminate trafficking in persons especially women and children, establishing the
necessary institutional mechanisms for the protection and support of trafficked persons, providing penalties for its violations, and for other purposes.
RA 8505 declares the policy of the State to provide necessary assistance and protection for rape victims.
The government shall coordinate its various agencies and non-government organizations to work hand in hand for the establishment and operation of a rape crisis center in every province and city that shall assist and protect rape victims in the litigation of their cases and their recovery.
RA 8353 states that any person having carnal knowledge of a woman through force, threat, or intimidation or by means of fraudulent machination or grave abuse of authority will be punished. Depending on the severity of the case, the offense may be punishable reclusion perpetua or life imprisonment.
RA 7877 addresses the issue of sexual harassment committed in employment, education or training environment. It was signed into law on February 14, 1995, under former President Fidel Ramos’ administration.
Sexual favors made as a condition in the employment or granting promotions or privileges; or the refusal to grant the sexual favor results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect is punishable by law.
RA 7882 or the act that states the Provision of Assistance to Women Engaging in Micro and Cottage Business Enterprises, and for other purposes, was approved in February 1995. This law seeks to provide all possible assistance to Filipino women in their pursuit of owning, operating and managing small business enterprises.
RA 7610 or the act that states the Special Protection of Children Against Child Abuse, Exploitation and Discrimination Act that seeks to provide special protection to children from all firms of abuse, neglect, cruelty exploitation and discrimination and other conditions, prejudicial their development; provide sanctions for their commission and carry out a program for prevention and deterrence of and crisis intervention in situations of child abuse, exploitation and discrimination.
RA 7192 provides guidance and measures that will mobilize and enhance participation of women in the development process in ways equal to that of men.
RA 6949 declares the eighth day of March every year as a special working holiday. This ensures meaningful observance of the holiday, where all heads of government agencies and instrumentalities, including government-owned and controlled corporations as well as local government units, and employers in the private sector shall encourage and afford sufficient time and opportunities for their employees to engage and participate in any activity conducted within the premises of their respective offices or establishments to celebrate National Women’s Day.
RA 6725 prohibits discrimination with respect to terms and conditions of employment solely on the basis of sex. Under this law, any employer favoring a male employee over a female in terms of promotion, training opportunities, and other benefits solely on account of sex is considered discrimination.