Republic Act No. 9481· Enacted 2007-06-01

Right to Form a Union Philippines (RA 9481) — BatasKo ELI5

Pwede kang mag-organisa ng union sa trabaho mo. RA 9481 explains who can join, how to register, and what your employer cannot do. Plain Filipino guide.

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Official text — Republic Act No. 9481

Jump to section ↓17 sections

Preamble — Thirteenth Congress
Article 234 — of Presidential Decree No. 442, as amended, ot
SEC. 2 — A new provision is hereby inserted into the Labor C
Article 238 — of the Labor Code is hereby amended to read as
SEC. 4 — A new provision is hereby inserted into the Labor C
Article 239 — of the Labor Code is amended to read as follow
SEC. 6 — A new provision, Article 239-A is inserted into the
SEC. 7 — A new provision, Article 242-A is hereby inserted i
Article 245 — of the Labor Code is hereby amended to read as
SEC. 9 — A new provision, Article 245-A is inserted into the
Article 256 — of the Labor Code is hereby amended to read as
Article 257 — of the Labor Code is hereby amended to read as
SEC. 12 — A new provision, Article 258-A is hereby inserted
SEC. 13 — Separability Clause.
SEC. 14 — Repealing Clause.
SEC. 15 — Effectivity Clause.
Section 27 — (1) of the Constitution

Preamble

Thirteenth Congress

Third Special Session

Begun and held in Metro Manila, on Monday, the nineteenth day of February, two thousand seven.

REPUBLIC ACT No. 9481

AN ACT STRENGTHENING THE WORKERS' CONSTITUTIONAL RIGHT TO SELF-ORGANIZATION, AMENDING FOR THE PURPOSE PRESIDENTIAL DECREE NO. 442, AS AMENDED, OTHERWISE KNOWN AS THE LABOR CODE OF THE PHILIPPINES

Be it enacted by the Senate and the House of Representatives of the Philippines in Congress assembled

Article 234 — of Presidential Decree No. 442, as amended, otherwise known as the Labor Code of the Philippines, is hereby further amended to read as follows:

Article 234 of Presidential Decree No. 442, as amended, otherwise known as the Labor Code of the Philippines, is hereby further amended to read as follows:

"ART. 234.

Requirements of Registration.

- A federation, national union or industry or trade union center or an independent union shall acquire legal personality and shall be entitled to the rights and privileges granted by law to legitimate labor organizations upon issuance of the certificate of registration based on the following requirements:

(a) Fifty pesos (P50.00) registration fee;

(b) The names of its officers, their addresses, the principal address of the labor organization, the minutes of the organizational meetings and the list of the workers who participated in such meetings;

(c) In case the applicant is an independent union, the names of all its members comprising at least twenty percent (20%) of all the employees in the bargaining unit where it seeks to operate;

(d) If the applicant union has been in existence for one or more years, copies of its annual financial reports; and

(e) Four copies of the constitution and by-laws of the applicant union, minutes of its adoption or ratification, and the list of the members who participated in it."

SEC. 2

SEC. 2.

A new provision is hereby inserted into the Labor Code as Article 234-A to read as follows:

"ART. 234-A.

Chartering and Creation of a Local Chapter.

- A duly registered federation or national union may directly create a local chapter by issuing a charter certificate indicating the establishment of the local chapter. The chapter shall acquire legal personality only for purposes of filing a petition for certification election from the date it was issued a charter certificate.

The chapter shall be entitled to all other rights and privileges of a legitimate labor organization only upon the submission of the following documents in addition to its charter certificate:

(a) The names of the chapter's officers, their addresses, and the principal office of the chapter; and

(b) The chapter's constitution and by-laws:

Provided

, That where the chapter's constitution and by-laws are the same as that of the federation or the national union, this fact shall be indicated accordingly.

The additional supporting requirements shall be certified under oath by the secretary or treasurer of the chapter and attested by its president."

Article 238 — of the Labor Code is hereby amended to read as follows:→

Article 238 of the Labor Code is hereby amended to read as follows:

"ART. 238.

Cancellation of Registration.

- The certificate of registration of any legitimate labor organization, whether national or local, may be cancelled by the Bureau, after due hearing, only on the grounds specified in Article 239 hereof."

SEC. 4 — A new provision is hereby inserted into the Labor Code as Article 238-A t o read→

SEC. 4.

A new provision is hereby inserted into the Labor Code as Article 238-A t o read as follows:

"ART. 238-A.

Effect of a Petition for Cancellation of Registration.

- A petition for cancellation of union registration shall not suspend the proceedings for certification election nor shall it prevent the filing of a petition for certification election.

In case of cancellation, nothing herein shall restrict the right of the union to seek just and equitable remedies in the appropriate courts."

Article 239 — of the Labor Code is amended to read as follows:→

Article 239 of the Labor Code is amended to read as follows:

"ART. 239.

Grounds for Cancellation of Union Registration.

- The following may constitute grounds for cancellation of union registration:

(a) Misrepresentation, false statement or fraud in connection with the adoption or ratification of the constitution and by-laws or amendments thereto, the minutes of ratification, and the list of members who took part in the ratification;

(b) Misrepresentation, false statements or fraud in connection with the election of officers, minutes of the election of officers, and the list of voters;

SEC. 6 — A new provision, Article 239-A is inserted into the Labor Code to read as follow→

SEC. 6.

A new provision, Article 239-A is inserted into the Labor Code to read as follows:

"ART. 239-A.

Voluntary Cancellation of Registration.

- The registration of a legitimate labor organization may be cancelled by the organization itself.

Provided

, That at least two-thirds of its general membership votes, in a meeting duly called for that purpose to dissolve the organization:

Provided, further

, That an application to cancel registration is thereafter submitted by the board of the organization, attested to by the president thereof."

Show 10 more sections +→

SEC. 7 — A new provision, Article 242-A is hereby inserted into the Labor Code to read as→

SEC. 7.

A new provision, Article 242-A is hereby inserted into the Labor Code to read as follows:

"ART. 242-A.

Reportorial Requirements.

- The following are documents required to be submitted to the Bureau by the legitimate labor organization concerned:

(a) Its constitution and by-laws, or amendments thereto, the minutes of ratification, and the list of members who took part in the ratification of the constitution and by-laws within thirty (30) days from adoption or ratification of the constitution and by-lam or amendments thereto;

(b) Its list of officers, minutes of the election of officers, and list of voters within thirty (30) days from election;

(d) Its list of members at least once a year or whenever required by the Bureau.

Failure to comply with the above requirements shall not be a ground for cancellation of union registration but shall subject the erring officers or members to suspension, expulsion from membership, or any appropriate penalty."

Article 245 — of the Labor Code is hereby amended to read as follows:→

Article 245 of the Labor Code is hereby amended to read as follows:

"ART. 245.

Ineligibility of Managerial Employees to Join any Labor Organization; Right of Supervisory Employees.

- Managerial employees are not eligible to join, assist or form any labor organization. Supervisory employees shall not be eligible for membership in the collective bargaining unit of the rank-and-file employees but may join, assist or form separate collective bargaining units and/or legitimate labor organizations of their own. The rank and file union and the supervisors' union operating within the same establishment may join the same federation or national union."

SEC. 9 — A new provision, Article 245-A is inserted into the Labor Code to read as follow→

SEC. 9.

A new provision, Article 245-A is inserted into the Labor Code to read as follows:

"ART. 245-A.

Effect of Inclusion as Members of Employees Outside the Bargaining Unit.

- The inclusion as union members of employees outside the bargaining unit shall not be a ground for the cancellation of the registration of the union. Said employees are automatically deemed removed from the list of membership of said union."

Article 256 — of the Labor Code is hereby amended to read as follows:→

Article 256 of the Labor Code is hereby amended to read as follows:

"ART. 256.

Representation Issue in Organized Establishments.

- In organized establishments, when a verified petition questioning the majority status of the incumbent bargaining agent is filed by any legitimate labor organization including a national union or federation which has already issued a charter certificate to its local chapter participating in the certification election or a local chapter which has been issued a charter certificate by the national union or federation before the Department of Labor and Employment within the sixty (60) -day period before the expiration of the collective bargaining agreement, the Med-Arbiter shall automatically order an election by secret ballot when the verified petition is supported by the written consent of at least twenty-five percent (25%) of all the employees in the bargaining unit to ascertain the will of the employees in the appropriate bargaining unit. To have a valid election, at least a majority of all eligible voters in the unit must have cast their votes. The labor union receiving the majority of the valid votes cast shall be certified as the exclusive bargaining agent of all the workers in the unit. When an election which provides for three or more choices results in no choice receiving a majority of the valid votes cast, a run-off election shall be conducted between the labor unions receiving the two highest number of votes:

Provided

, That the total number of votes for all contending unions is at least fifty percent (50%) of the number of votes cast. In cases where the petition was filed by a national union or federation, it shall not be required to disclose the names of the local chapter's officers and members.

At the expiration of the freedom period, the employer shall continue to recognize the majority status of the incumbent bargaining agent where no petition for certification election is filed."

Article 257 — of the Labor Code is hereby amended to read as follows:→

Article 257 of the Labor Code is hereby amended to read as follows:

"ART. 257.

Petitions in Unorganized Establishments.

- In any establishment where there is no certified bargaining agent, a certification election shall automatically be conducted by the Med-Arbiter upon the filing of a petition by any legitimate labor organization, including a national union or federation which has already issued a charter certificate to its 1ocal/chapter participating in the certification election or a local/chapter which has been issued a charter certificate by the national union or federation. In cases where the petition was filed by a national union or federation, it shall not be required to disclose the names of the local chapter's officers and members."

SEC. 12 — A new provision, Article 258-A is hereby inserted into the Labor Code to read as→

SEC. 12.

A new provision, Article 258-A is hereby inserted into the Labor Code to read as follows:

"ART. 258-A.

Employer as Bystander.

- In all cases, whether the petition for certification election is filed by an employer or a legitimate labor organization, the employer shall not be considered a party thereto with a concomitant right to oppose a petition for certification election. The employer's participation in such proceedings shall be limited to: (1) being notified or informed of petitions of such nature; and (2) submitting the list of employees during the pre-election conference should the Med-Arbiter act favorably on the petition."

SEC. 13 — Separability Clause.→

SEC. 13.

Separability Clause.

- If any part, section or provision of this Act shall be held invalid or unconstitutional, the other provisions shall not be affected thereby.

SEC. 14 — Repealing Clause.→

SEC. 14.

Repealing Clause.

- Presidential Decree No. 442, as amended, otherwise known as the Labor Code of the Philippines, and all other acts, laws, presidential issuances, rules and regulations are hereby repealed, modified or amended accordingly.

SEC. 15 — Effectivity Clause.→

SEC. 15.

Effectivity Clause.

- This Act shall take effect fifteen (15) days after its publication in the Official Gazette or in at least two newspapers of general circulation.

Approved,

JOSE DE VENECIA JR.

Speaker of the House of Representatives

MANNY VILLAR

President of the Senate

This Act which is a consolidation of Senate Bill No. 2466 and House Bill No. 1351 was finally passed by the Senate and the House of Representatives on February 20, 2007.

ROBERTO P. NAZARENO

Secretary General

House of Representatives

OSCAR G. YABES

Secretary of Senate

Approved:

GLORIA MACAPAGAL-ARROYO

President of the Philippines

Lapsed into law on

MAY 25, 2007

Without the signature of the President,

In accordance with Article VI,

Section 27 — (1) of the Constitution→

Section 27 (1) of the Constitution

The Lawphil Project - Arellano Law Foundation

Full text on BatasKo. Original source: Official Gazette / Lawphil.

Sa madaling salita: Kung ikaw ay isang rank-and-file employee sa Pilipinas, may karapatan kang sumali, tumulong, o bumuo ng union — kahit hindi pa may kasalukuyang union sa iyong workplace. Hindi kailangang maraming papeles. Hindi kailangang malaki ang kumpanya. Binago ng RA 9481 ang Labor Code para mas madali ang mag-organisa, mas mahirap sirain ng employer ang iyong unyon, at mas malinaw ang iyong proteksyon bilang manggagawa.

Real Filipino Scenario: Si Ernesto at ang Bagong Unyon sa Kumpanya

Si Ernesto, 23 taong gulang, ay nagtrabaho bilang production assistant sa isang garment factory sa Lapu-Lapu City pagkatapos ng college. Nakita niya na hindi pare-pareho ang overtime pay, at walang sinusunod na schedule ng rest days. Gusto niyang gumawa ng aksyon, pero wala pang union sa kanilang kumpanya.

Ang tanong niya: kaya ba nilang mag-organisa kahit baguhan sila?

Oo. Under Article 234 of the Labor Code, as amended by RA 9481, puwedeng mag-register ng independent union ang mga manggagawa kung may suporta ng kahit 20% ng lahat ng employees sa bargaining unit. Sa factory ni Ernesto na may 80 manggagawa, kailangan nila ng lagda ng kahit 16 na tao.

Ano ang gagawin ni Ernesto:

Mag-organise ng organizational meeting at i-document ang mga dadalo
Mangolekta ng lagda — kailangan ng hindi bababa sa 20% ng lahat ng empleyado
Mag-file ng application sa DOLE Bureau of Labor Relations (BLR) kasama ang registration fee na ₱50.00, listahan ng mga miyembro, at kopya ng saligang batas ng unyon
Hintayin ang issuance ng Certificate of Registration

What the Law Actually Says

Ang Republic Act No. 9481 ay nilagdaan noong 2007 at nag-amend sa ilang Articles ng Labor Code (Presidential Decree No. 442). Hindi ito bagong batas sa sarili niya — ito ay nagpapatibay at nagpapadali ng mga karapatang nakasulat na sa Article III, Section 8 ng Saligang Batas ng 1987, na nagsasabing may karapatan ang lahat ng manggagawa na mag-organisa.

Ang pinakamahalagang pagbabago ng RA 9481:

Mas madaling mag-register ng union. Under Article 234 (as amended), ang registration fee ay ₱50.00 lang. Kailangan ng listahan ng mga opisyal, address, minutes ng organizational meeting, at lista ng miyembro na kumakatawan sa hindi bababa sa 20% ng bargaining unit.

Mas madaling mag-set up ng local chapter. Under Article 234-A, ang isang nationally-registered federation o national union ay puwedeng direktang mag-issue ng charter certificate para lumikha ng local chapter. Ang chapter na ito ay agad na may karapatang mag-file ng petition for certification election — kahit hindi pa kumpleto ang lahat ng dokumento.

Mas mahirap nang kanselahin ang union registration. Under Article 239 (as amended), tatlo na lang ang grounds para ma-cancel ang registration ng union:

Misrepresentation o fraud sa paggawa ng saligang batas
Misrepresentation o fraud sa halalan ng mga opisyal
Voluntary dissolution ng mga miyembro mismo

Hindi na grounds ang hindi pag-submit ng reportorial requirements. Under Article 242-A, ang hindi pag-submit ng required documents ay magdudulot lang ng disciplinary action sa mga opisyal — hindi cancellation ng buong union.

Supervisory employees may sariling karapatan. Under Article 245 (as amended), ang mga supervisory employees ay hindi maaaring sumali sa bargaining unit ng rank-and-file — pero puwede silang bumuo ng sariling union. At ang parehong rank-and-file union at supervisors' union mula sa iisang establishment ay maaaring sumali sa iisang federation o national union.

Ang inclusion ng hindi-miyembro ay hindi basehan ng cancellation. Under Article 245-A, kung may nakapasok na empleyado sa listahan ng miyembro na hindi naman kabilang sa bargaining unit, ang unyon ay hindi maka-cancel dahil doon. Ang mga empleyadog iyon ay awtomatikong aalisin sa listahan.

What This Means for You

Para sa karaniwang manggagawa, ganito ang ibig sabihin ng batas na ito:

Hindi kailangan ng maraming pera para mag-organise. Ang ₱50.00 registration fee ay wala nang excuse para hindi mag-file. Ang pinakamalaking hamon ay ang mangolekta ng sapat na lagda — at iyun ay gawa ng mismong mga manggagawa, hindi ng abogado.

Hindi madali ng employer na sirain ang iyong union. Dati, maraming union ang naka-cancel dahil sa maliit na teknikal na pagkakamali — tulad ng late submission ng annual financial report. Binago ito ng RA 9481. Ngayon, ang ganitong pagkakamali ay hahantong sa disciplinary action laban sa opisyal, hindi sa pagkawala ng union.

Ang petition for cancellation ay hindi nagpapatigil ng proseso. Under Article 238-A, kahit may nag-file ng petition para kanselahin ang iyong union registration, ang certification election ay magpapatuloy. Hindi ito maaaring gamitin ng employer bilang stalling tactic.

Rank-and-file ka? May karapatan kang mag-organise. Supervisory employee ka? Iba ang union mo, pero may karapatan ka rin. Managerial employee ka? Under Article 245, ikaw ay hindi eligible sumali sa anumang labor organization — pero mahalagang malaman mo ito para hindi ka magastos sa kaso kung sinubukan mong sumali.

Real Filipino Scenario: Si Pacita at ang Employer na Nag-File ng Cancellation

Si Pacita, 34 taong gulang na civil engineer sa isang construction company sa Olongapo City, ay isa sa mga founding member ng kanilang bagong union. Ilang buwan pagkatapos ng kanilang successful registration, nakatanggap sila ng balita: ang kanilang employer ay nag-file ng petition for cancellation of union registration sa DOLE, sinasabi na may ilang empleyado sa listahan ng miyembro na supervisory employees — at samakatuwid ay hindi dapat kasama.

Nag-panic si Pacita. Ibig bang sabihin nito ay cancelled na ang kanilang union? Hindi na sila puwedeng mag-file ng petition for certification election?

Hindi. Under Article 238-A ng Labor Code (as amended by RA 9481), ang isang pending petition for cancellation ay hindi nagsu-suspend ng certification election proceedings. Puwede pa ring mag-file — o magpatuloy — ng petition for certification election kahit may nakabimbing cancellation case.

At sa mismong isyu ng supervisory members: under Article 245-A, ang mga supervisory employees sa listahan ay awtomatikong aalisin sa listahan ng miyembro. Hindi ito basehan ng cancellation ng buong union.

Ano ang gagawin ni Pacita:

Huwag mag-panic. Ang petition for cancellation ay hindi automatic na cancellation.
Kumunsulta sa kanilang federation o sa DOLE Regional Office sa Olongapo para sa free legal assistance.
Ituloy ang certification election proceedings — huwag hayaang gamitin ng employer ang petition bilang paraan para mag-delay.
I-document ang lahat ng pakikipag-ugnayan sa employer mula nang mag-organise sila — ito ay magiging mahalaga kung may unfair labor practice complaint na susunod.

What Most Filipinos Get Wrong

Mali #1: "Kailangan ng maraming empleyado para mag-organisa." Hindi totoo. Para sa isang independent union, kailangan ng 20% ng bargaining unit — hindi ng 50%, hindi ng majority. Sa isang opisina ng 50 empleyado, 10 tao lang ang kailangan para magsimula.

Mali #2: "Ang employer ay kailangang pumayag bago mag-organise." Hindi kailangan ng pahintulot ng employer. Ang karapatang mag-organise ay constitutional — nakalagay sa Saligang Batas. Ang employer ay may legal na obligasyon na respetahin ito, hindi pigilan.

Mali #3: "Kung late ang aming financial report, maka-cancel ang union namin." Maling mali na. Under Article 242-A, ang hindi pag-submit ng reportorial requirements ay magreresulta sa disciplinary action laban sa opisyal — hindi cancellation ng union. Ito ang isa sa pinakamahalagang pagbabago ng RA 9481.

Mali #4: "Ang supervisors ay hindi maaaring mag-union." Maaari, pero sa hiwalay na union. Hindi sila maaaring kasama sa bargaining unit ng rank-and-file, pero puwede silang bumuo ng sariling collective bargaining unit at legitimate labor organization.

Mali #5: "Ang certification election ay mapapatigil kung mag-file ng cancellation case." Hindi. Under Article 238-A, ang dalawang proseso ay magpapatuloy nang sabay-sabay. Ito ay isang karaniwang taktika ng mga employer na gustong pabagalin ang union formation — at protektado kayo laban dito ng batas.

Para sa OFW / For OFWs

Kung ikaw ay OFW — kahit nasa Singapore, Saudi, o Canada — hindi nawala ang iyong karapatang mag-organise bilang manggagawang Pilipino.

Pero malinaw nating i-distinguish ang dalawa:

Sa host country mo: Ang RA 9481 ay batas ng Pilipinas at hindi applicable sa iyong lugar ng trabaho sa ibang bansa. Ang iyong karapatang mag-union sa host country ay nakasalalay sa batas ng bansang iyon. Sa ilang bansa tulad ng Singapore at UAE, limitado o ipinagbabawal ang union activities ng migrant workers. Alamin ang batas ng iyong host country.

Sa Pilipinas, bilang OFW: Kung ikaw ay empleyado ng isang POEA/DMW-accredited recruitment agency dito sa Pilipinas, ikaw ay technically na empleyado ng Pilipinong entity at protektado ng Labor Code. Puwede kang kasama sa union ng mga empleyado ng recruitment agency — bagaman ito ay bihira sa praktiko.

Para sa mga OFW na bumabalik: Kapag naka-deploy ka na sa host country at nag-encounter ng problema — illegal recruitment, contract substitution, underpayment — ang tamang agencies ay:

DMW (Department of Migrant Workers) — ang pangunahing ahensya para sa OFW welfare; may hotline at e-services
POLO/MWO (Philippine Overseas Labor Office / Migrant Workers Office) — ito ang opisina ng DOLE sa iyong host country; puwede kang lumapit para sa legal assistance at mediation
Philippine Embassy o Consulate — para sa emergency repatriation at dokumentasyon

Konkretong tip: Kung ang iyong recruitment agency dito sa Pilipinas ay nanloloko o hindi nagbabayad ng benepisyo, puwede kang mag-file ng kaso sa DMW Adjudication Office o makiugnayan sa OWWA (Overseas Workers Welfare Administration) para sa legal referral. Ang karapatang ito ay hindi nawawala kahit nakalayo ka.

Real Filipino Scenario: Si Nestor at ang Karapatan Niya Bilang OFW

Si Nestor, 41 taong gulang na Filipino caregiver sa Singapore, ay nagtrabaho sa isang residential care facility. Narinig niya sa kapwa OFW na may "union" para sa mga Filipino workers sa Singapore na gusto siyang anyayahan. Nag-sign siya — pero nagtataka siya: protektado ba siya ng RA 9481 dito sa Singapore?

Ang katotohanan: Hindi direkta. Ang RA 9481 ay batas ng Pilipinas, at ang iyong workplace sa Singapore ay nasa ilalim ng Singaporean Employment Law. Ang mga migrant workers sa Singapore — kasama ang mga Filipino — ay may limitadong karapatan sa union membership ayon sa Employment of Foreign Manpower Act ng Singapore.

Pero may ibang karapatan si Nestor. Ang kanyang kontrata — na nilagdaan bago umalis ng Pilipinas — ay dapat na sumusunod sa Philippine Standard Employment Contract (PSEC) na itinaas ng DMW. Kung nilabag ito ng kanyang employer o recruitment agency, may mekanismo siya:

Ano ang gagawin ni Nestor:

Makipag-ugnayan sa POLO/MWO Singapore para sa libreng legal consultation at mediation.
Mag-file ng reklamo sa DMW laban sa recruitment agency kung may contract violation.
Mag-reach out sa Migrante International o iba pang Filipino migrant worker organizations sa Singapore na nagbibigay ng peer support at referrals.
I-document ang lahat ng violations — mensahe, payslip, kontrata — bago umuwi ng Pilipinas.

What to Do if Your Rights Are Violated

Kung pinipigilan kang mag-organise ng employer:

I-document ang interference. Kung ang iyong employer ay nagbabanta, nagtatanggal, o nanghihikayat ng union members na mag-resign, i-save ang lahat — mensahe, email, sinaksihan ng ibang empleyado.
Mag-file ng Unfair Labor Practice (ULP) complaint. Ang pag-iwas ng employer sa legitimate union activities ay ULP under the Labor Code. Pumunta sa DOLE Regional Office o **National Labor Relations Commission (NL

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Legal disclaimer: BatasKo provides general legal information, not legal advice. For your specific situation, consult a licensed Filipino lawyer or the Public Attorney's Office (PAO).

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