Recruitment Guidance - The Philippines

About Recruitment Guidance

At Bossjob, we provide Recruitment Guidance to ensure that job seekers and recruiters can use the service safely and in compliance with Philippine laws. When posting a job, recruiters are required to comply with relevant legislation and the terms of service. Even if certain conditions are not explicitly mentioned here, the content of job postings may still violate the law. Therefore, please verify the applicable laws before submitting your job postings. If a job posting violates our terms, Bossjob will notify you of the necessary changes.

Laws that are Prerequisites for Recruitment

• Labor Code of the Philippines
• Anti-Age Discrimination in Employment Act (RA 10911)
• Minimum Wage Law
• Anti-Sexual Harassment Act (RA 7877)
• Equal Employment Opportunity Laws

Any content prohibited by the above laws cannot be posted on Bossjob.

Required and Prohibited Items to be included in Job Postings

1. Clear Specifications of Working Conditions

Under the Labor Code of the Philippines, recruiters must provide clear and accurate information about the following:

• Company Name
• Job Description
• Job Requirements
• Work Location
• Compensation (including salary details)
• Working Hours & Holiday
• Employment Type (Full-Time, Part-Time, Contractual, Freelance, etc.)
• Contract Duration (if applicable) and possibility of renewal
• Probationary Period (if applicable)
• Benefits (such as SSS, PhilHealth, PAG-IBIG, and other employee insurance/benefits)
• Termination of Employment

2. Age Restrictions & Discrimination in Employment

• The Anti-Age Discrimination in Employment Act (RA 10911) prohibits age restrictions in job postings, including statements such as "Young" or "Only Applicants in their 20s." Instead, recruiters may indicate a general working environment, such as "many employees are in their 20s."
• The Employment of Children Below Fifteen (15) Years of Age in Public and Private Undertakings seeks to protect children from exploitation and hazardous work conditions that could hinder their physical, mental, and emotional development.

Exceptions

• Companies can set age limits if they are based on retirement policies (e.g., under 60 for a company with a retirement age of 60).
• For hazardous jobs, age limits may be set to comply with legal safety requirements (e.g., only individuals 18+ for hazardous work).
• For positions requiring long-term career development, it may be acceptable to prioritize younger applicants (e.g., under 35 for career development purposes).
• Jobs that require a specific age for authenticity in fields like performing arts (e.g., child actors).

3. Gender Discrimination

Under Equal Employment Opportunity Laws, any language suggesting a preference for a specific gender is prohibited.

Examples of prohibited phrases:

• Men only / Women only
• Men are active / Women are active
• Female only / Male only
• Gendered job titles like "salesman" or "housewife" are not allowed.

Acceptable alternatives:

• Gender-neutral job titles (e.g., "sales staff" or "sales representative" instead of "salesman").
• Job postings should focus on qualifications, such as "attention to detail" or "ability to lift heavy objects," rather than appealing to a specific gender.

References below:

• Republic Act 9710: Magna Carta of Women

4. Prohibition of Fair Recruitment Selection

Following the Fair Recruitment Selection set by the Department of Labor and Employment (DOLE), avoid vague or subjective requirements in job postings. These include:

• Health-related requirements, unless they are directly related to job safety.
• Statements like "no smoking allowed" (it is acceptable to mention that no designated smoking area exists at the workplace).
• Subjective descriptions like "good-looking" or "energetic" should be avoided in favor of more objective language (e.g., "able to provide excellent customer service" or "must be presentable").

References below:

• Republic Act 7277: Magna Carta for Disabled Persons
• Mental Health Act (Republic Act No. 11036)

Consequences of Violating Recruitment Guidelines

If your job posting violates these recruitment guidelines or applicable laws, Bossjob may reject the posting. You will be notified of any necessary changes by customer support. Failure to address the required revisions within the given timeframe may result in restricted access to the platform.

Please note that these recruitment guidelines are subject to updates in line with new legal developments and company policies. Always review the latest version before submitting a job posting.

Updated on: 22/10/2024