DMW-MC-03-2025 — OPERATIONAL GUIDELINES FOR THE PROGRESSIVE IMPLEMENTATION OF THE USD500 MINIMUM MONTHLY SALARY FOR DOMESTIC WORKERS

Republic of the Philippines Mepartment ot Aliarant Morkers

Blas F. Ople Building, Ortigas Avenue cor. EDSA, Mandaluyong City 1550

Fr nail-feed lback@d) 211S2.87221155,882211S9,87243665 ACONG PILIPINAS

Memorandum Circular No. 0. 3 Series of 2025

OPERATIONAL GUIDELINES FOR THE PROGRESSIVE IMPLEMENTATION OF

THE USD5OO MINIMUM MONTHLY SALARY FOR DOMESTIC WORKERS

issued: Program for Filipino Domestic Workers, specifically on the increase in Minimum Monthly Wage of Domestic Workers, the following operational guidelines are hereby Pursuant to Advisory No. 25, Series of 2025, adopting the Enhanced Reform

I. Rationale

Domestic workers are essential yet historically undervalued members of the

implemented in 2006. Over the past two decades, inflation has more than doubled the labor force. The last official salary adjustment to USD 4oo for this sector was cost of living, significantly eroding the real value of their wages.

in nominal peso terms, the equivalent value in U.S. dollars has only risen from P350 equivalent to approximately P20,000 per month. By 2025, this has increased to P645 per day, or roughly P22,000 per month. While this represents an 84% increase approximately USD 7 to USD 11.30 (around 61%), due to the depreciation of the In 2006, the minimum daily wage in the National Capital Region (NCR) was

both locally and internationally. USD 400 for Filipino domestic workers has substantially lost its purchasing power, Philippine peso. With these cumulative impacts of inflation, rising cost of living education and medical needs, and currency depreciation, the current wage floor of

overseas domestic workers, working away from their families, their compensation has duties, often comparable to skilled caregiving, education, and household management. Despite these responsibilities and the sacrifices involved for our not kept pace with economic realities or international labor standards. Moreover, domestic workers perform physically and emotionally demanding

but also a compliance imperative under international labor commitments, including ILc has also paved the way to progressive wage hikes for domestic workers. Accordingly a timely and just wage adjustment affirms the recognition of domestic workers as skilled workers entitled to fair compensation, legal protection, and human dignity Convention 189. This Convention calls for decent working conditions, adequate rest periods, and social protection for domestic workers. Locally, the Kasambahay Law Raising the minimum monthly wage to USD 500 is not only a matter of equity

II. Coverage

DePARrMeNlneluding wbutenot limited to household workers, nannies, private drivers, housemais Date: October 07,2025 REMigrant/Workers[Offices (MWOs),-with individually approved overseas employm By:Ricoontreats GeneraSettingP'ang p Admibabysitters, caretakers, and gardeners who are employed in a private househ Time: 05:15 P.M. These Operational Guidelines shall apply to all Filipino domestic workers, rocessed by the Department of Migrant Workers (DMW) or through By: DMW General Services Division on October 07,2025 CONTROLLED AND DISSEMINATED

IlI. Implementing Entities

1. Licensed Private Recruitment Agencies (PRAs); 2. Accredited foreign employers/principals hiring Filipino domestic workers; 3. 4.Migrant Workers Offices (MWOs) and relevant DMW units. Welfare Desk Officers (WEDOs) of Foreign Recruitment Agencies (FRAs) and PRAs;

IV. Progressive Implementation Over Six (6) Months

earning less than USD 500 per month. During this transition period, wage increases or currently in the Philippines and was re-hired by their former employer) shall be given a six (6)-month transition period to gradually adjust salaries for domestic workers may be applied voluntarily. Employers of both new hires and returning workers (those renewing contracts

Wage. assess overall compliance. Based on this assessment, the Department may either extend the transition period or mandate full compliance with the USD 500 minimum After the six-month period, the DMW shall conduct a performance audit to

V. Incentives for Compliant Employers and PRAs

and PRAs with a minimum of ten (10) deployed domestic workers earning at least USD 500 monthly may avail of the following incentives: To promote ethical recruitment and facilitate ease of doing business, employers

A. Incentives for Employers

1. Priority Processing ("Greenlane") for Accreditation, Registration, and Re-Accreditation

shortened from 10-14 days to 5-7 working days, provided all documents For attestation applications submitted directly to the Landbased Accreditation Bureau by employers in areas without MWOs or Philippine Accreditation processing at the Migrant Workers Offices (MWOs) will be are complete.

Renewal of accreditation and job order revalidation will be processed within 1 day, requiring only a photocopy of the Accreditation Certificate and an updated business registration. working days). embassies/consulates, approval timelines will be reduced (from 7 to 5

2. Access to a Pool of Skilled Labor to facilitate skills matching and recruitment

sourcing applicants. Deployment shall still be processed through th Eligible employers requiring other skilled worker categories may, upon request, access a curated, anonymized database of skilled and qualifiec workers,particularly when their partner PRA encounters difficuity partner PRAs CONTROLLED AND DISSEMINATED

By: DMW General Services Division on October 07, 2025

3. Consultation Hour on Employment Standards One-on-one consultation sessions will be made available upon request for assistance on accreditation or employment concerns.

B. Incentives for Partner PRAs

1. Streamlined License Renewal and Branch Establishment Process

: [Dis] Approval process shortened from 30 days to 10 days, subject to complete documentation.

2. Automated Acknowiedgment of Personnel Changes

. A dedicated portal will be created for faster and more efficient processing of updates to PRA staff rosters.

Vi. Monitoring and Post-Deployment Support

platforms (e.g., E-Registration, Kumusta Kabayan, e-govph) to facilitate post- deployment monitoring, welfare assistance, and access to government services. Deployed domestic workers are encouraged to register through DMW's digital

membership and other social service accounts to ensure continued access to social protection and benefits. Returning domestic workers are also advised to update their OWWA

VII. Transitory Provisions

for stakeholders within their jurisdictions. All MWOs are instructed to disseminate this policy and conduct orientations

processed in accordance with previous guidelines, unless both parties agree to renegotiate the contract in compliance with the new minimum wage policy and to avail of the associated incentives. Existing employment contracts under review prior to this issuance shall be

VIlI. Repealing Clause

repealed or modified accordingly. All prior issuances or provisions inconsistent with this Circular are hereby

IX. Effectivity

Gazette or in a newspaper of general circulation, and registration with the Office of the National Administrative Register (ONAR). This Circular shall take effect immediately upon publication in the Official

Issued this 0 7 day of October 2025, in Manila, Philippines.

CONTROLLED AND DISSEMINATEL HANS LEO J. CACDAC Secretary

By: DMW General Services Division on _October 07, 2025