No, Your Boss Can’t Force You to Work During a Typhoon—Here's Why
Employee safety is not up for debate—even when the rain pours hard.
As typhoons continue to batter the country, stories have surfaced online of employees being forced to report to work despite flooded roads, high winds, or dangerous travel conditions. These accounts reflect a deeper issue: the gap between labor expectations and employee safety in the Philippines.
But let’s be clear—it’s not just unfair, it’s illegal.
According to the Department of Labor and Employment (DOLE), workers have every right to refuse reporting to work during natural calamities without facing sanctions. This is anchored in Section 3 of DOLE Labor Advisory No. 17, Series of 2022, which explicitly states:
“Employees who fail or refuse to work by reason of imminent danger resulting from weather disturbances and similar occurrences shall not be subject to any administrative sanction.”
In short, if you feel unsafe due to a typhoon or severe weather, your employer cannot punish you for choosing to stay home. This applies not only when storm signals are raised by PAGASA but also when there is imminent danger due to flooding, landslides, or other related risks—even if no official signal has been declared yet.
When it comes to pay, here’s what the advisory clarifies: if an employee does not work on the affected day, they are generally not entitled to regular pay. However, this can change if the company has an existing favorable policy, a collective bargaining agreement, or allows the use of leave credits. On the other hand, employees who report to work are entitled to full pay if they render at least six hours of service. If they work less than six hours, they will be paid proportionally based on hours worked. Employers are also encouraged to give additional incentives or benefits to those who choose to report to work despite the difficult conditions.
Most importantly, employees who choose not to work due to real and imminent danger should not be penalized or face any administrative sanctions. This provision reflects DOLE’s recognition of the importance of prioritizing the well-being and safety of workers during times of crisis.
Stay safe. Stay informed.
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