SBLC - Salalima Beira Legal Consultancy

26/05/2026

Expanded Solo Parents Welfare Act (R.A. No. 11861)

Republic Act No. 11861 (approved in 2022) strengthens and expands the benefits and support given to solo parents in the Philippines, amending the earlier law (RA 8972). It aims to help solo parents balance work and family responsibilities while improving their access to social protection.

👩‍👧‍👦 Who Can Avail?
A solo parent refers to any individual who is solely responsible for raising a child/children due to circumstances such as:

Death of spouse
Detention or imprisonment of spouse
Physical or mental incapacity of spouse
Legal or de facto separation
Abandonment (at least 6 months)
Unmarried parent who keeps and supports the child
Any person solely providing parental care and support

✅ Must secure a Solo Parent ID from the LGU to avail of benefits.

📅 Key Benefits & Leaves
1. Parental Leave
👉7 working days per year
👉For employees who have rendered at least 6 months of service
👉With pay and cannot be converted to cash

2. Flexible Work Arrangement
👉Right to request flexible schedules, subject to employer approval

💰 Additional Benefits
For qualified solo parents (especially low-income):
💵 ₱1,000 monthly cash subsidy (for minimum wage earners and below)
🛒 10% discount + VAT exemption on essential child needs (milk, diapers, medicine, etc.) for children 6 years old and below, subject to income threshold
🎓 Priority access to scholarships, housing, and livelihood programs
🏥 Health and medical assistance

📌 Notice Requirement (for Leave)
Solo parent must notify employer in advance, except in emergencies

📝 Important Reminders
🌞Benefits vary depending on eligibility and income level
🌞Some benefits are implemented through LGUs, so coordination with the local government is essential

✨ Bottom Line:
RA 11861 provides expanded support, leave benefits, financial assistance, and social protection to solo parents—recognizing their vital role and helping them raise their children with dignity.

25/05/2026

Grateful Visit 🤝

We had the pleasure of visiting Atty. Jordan M. Pizarras. My heartfelt thanks for graciously accommodating us — your time and hospitality are truly appreciated.

25/05/2026

RETURN TO TEMPORARY 5-DAY WORKWEEK AND ADJUSTED SCHEDULE FOR EID’L ADHA

📢 PUBLIC ADVISORY: RETURN TO TEMPORARY 5-DAY WORKWEEK AND ADJUSTED SCHEDULE FOR EID’L ADHA

The Lapu-Lapu City Government informs the public that the temporary compressed 4-day workweek is suspended starting Monday, May 25, 2026. Regular working hours from 8:00 AM to 5:00 PM will resume, and offices will be open on Friday, May 29, 2026.

This adjustment follows the declaration of Wednesday, May 27, 2026, as a Regular Holiday throughout the country in observance of Eid'l Adha (Feast of Sacrifice) under Proclamation No. 1264, s. 2026.

To avoid any inconvenience, residents, visitors, and clients are highly encouraged to plan their transactions accordingly and complete urgent matters before or after the holiday.

We extend our warmest greetings of peace, unity, and prosperity to our Muslim brothers and sisters as they celebrate the holy feast of Eid'l Adha. May this blessed occasion bring deeper reflection and harmony to our community.

25/05/2026

Topic: Labor Law 🌞
Case Digest: Andro T. Bacani et al. v. Fiber Textile Manufacturing Corp. (G.R. No. 271518, Sept. 30, 2025):

Suprem Court ruled that the unilateral reduction of workdays and implementation of a rotation scheme without employee consent amounted to constructive dismissal.

The Court emphasized that flexible work arrangements must comply with Department of Labor and Employment (DOLE) guidelines and cannot be imposed unilaterally.

⚖️ FACTS:
- Petitioners were production workers at Fiber Textile Manufacturing Corp. (FMC), initially working six days per week.
- FMC later reduced their schedule to two or three days weekly, citing lack of raw materials and warehouse access.
- The company claimed that workers agreed to a temporary rotation scheme during a meeting with supervisors.
- Workers alleged they were told not to return to work and filed a complaint for constructive dismissal, shortened workweek, and non‑remittance of SSS, PhilHealth, and Pag‑IBIG contributions.
- The Labor Arbiter ruled for the workers, but the NLRC and Court of Appeals reversed, upholding FMC’s actions as valid management prerogative.
- The case reached the Supreme Court, which reviewed whether FMC’s actions complied with labor standards.

❓ ISSUE:
Whether or not FMC’s unilateral reduction of workdays and implementation of a rotation scheme without employee consent constituted constructive dismissal under labor law.

🏛️ HELD:
- Yes. The Supreme Court held that FMC’s unilateral imposition of reduced workdays and rotation scheme amounted to constructive dismissal.
- The Court clarified that while employers may adopt flexible work arrangements during economic difficulties, these must comply with DOLE Department Advisory No. 2, Series of 2009, which requires:
- Consultation and voluntary consent of affected employees.
- Prior notice to DOLE before implementation.
- Proof of actual or imminent economic difficulty justifying the measure.
- FMC failed to prove employee consent, failed to notify DOLE, and did not establish genuine economic hardship.
- The Court ruled that merely informing employees of reduced workdays does not equate to securing their consent.
- The reduction resulted in diminished salaries, making continued employment unreasonable — the essence of constructive dismissal.

This decision underscores that reducing workdays or rotating workers without consent violates labor rights and constitutes constructive dismissal, reaffirming the protection of employees against unilateral changes in employment terms.

Key Labor Law Principles:
- Constructive Dismissal — when employer acts make continued employment unreasonable or impossible.
- Flexible Work Arrangements — must be voluntary, with employee consent and DOLE notification.
- Management Prerogative — cannot be exercised unilaterally to the detriment of workers’ pay or rights.
- Good Faith Requirement — employers must prove genuine business necessity and compliance with DOLE rules



💅For any Labor law disputes or concerns, you may reach out to us for legal assistance through: 0962-508-6393, sending private message or by leaving a comment below. 👇

25/05/2026

Topic: Labor Law 💥
Case Digest: Andro T. Bacani et al. v. Fiber Textile Manufacturing Corp., G.R. No. 271518 (September 30, 2025)

Supreme Court held that unilateral reduction of workdays and implementation of a rotation scheme without employee consent amounted to constructive dismissal.

The Court emphasized that flexible work arrangements must comply with Department of Labor and Employment (DOLE) guidelines and cannot be imposed unilaterally.

⚖️ FACTS:
- Petitioners were production workers at Fiber Textile Manufacturing Corp. (FMC), initially working six days per week.
- FMC later reduced their schedule to two or three days weekly, citing lack of raw materials and warehouse access.
- The company claimed that workers agreed to a temporary rotation scheme during a meeting with supervisors.
- Workers alleged they were told not to return to work and filed a complaint for constructive dismissal, shortened workweek, and non‑remittance of SSS, PhilHealth, and Pag‑IBIG contributions.
- The Labor Arbiter ruled for the workers, but the NLRC and Court of Appeals reversed, upholding FMC’s actions as valid management prerogative.
- The case reached the Supreme Court, which reviewed whether FMC’s actions complied with labor standards.

❓ISSUE:
Whether or not FMC’s unilateral reduction of workdays and implementation of a rotation scheme without employee consent constituted constructive dismissal under labor law.

🏛️ HELD:
- Yes. The Supreme Court held that FMC’s unilateral imposition of reduced workdays and rotation scheme amounted to constructive dismissal.

- The Court clarified that while employers may adopt flexible work arrangements during economic difficulties, these must comply with DOLE Department Advisory No. 2, Series of 2009, which requires:
* Consultation and voluntary consent of affected employees.
* Prior notice to DOLE before implementation.
* Proof of actual or imminent economic difficulty justifying the measure.

- FMC failed to prove employee consent, failed to notify DOLE, and did not establish genuine economic hardship.
- The Court ruled that merely informing employees of reduced workdays does not equate to securing their consent.
- The reduction resulted in diminished salaries, making continued employment unreasonable — the essence of constructive dismissal.

This decision underscores that reducing workdays or rotating workers without consent violates labor rights and constitutes constructive dismissal, reaffirming the protection of employees against unilateral changes in employment terms.

Key Labor Law Principles:
- Constructive Dismissal — when employer acts make continued employment unreasonable or impossible.
- Flexible Work Arrangements — must be voluntary, with employee consent and DOLE notification.
- Management Prerogative — cannot be exercised unilaterally to the detriment of workers’ pay or rights.
- Good Faith Requirement — employers must prove genuine business necessity and compliance with DOLE rules.



💅🏽💥For amy Labor disputes or Labor issues assistance, you may contact us at 0962-508-6393 , send a private message or comment below👇🏽

25/05/2026

Temporary Restraining Order vs Writ of Preliminary Injunction

📘 TRO vs. WPI: Know the Difference!
Both are extraordinary remedies designed to preserve the status quo pending resolution of the main case.
🔹 TRO: Urgent, short term relief (expires after 20 days).
🔹 WPI: Longer term protection until final judgment. (remedy effective until case termination)
Understanding these distinctions helps you appreciate how courts balance urgency and fairness in civil actions.

Definition:
A Temporary Restraining Order (TRO) is a provisional order issued by the court to preserve the status quo and prevent imminent harm for a limited period. It is generally granted to restrain an act of a party or an officer of the court/tribunal/agency, pending the hearing of an application for a preliminary injunction.

A Writ of Preliminary Injunction (WPI) is an order granted at any stage of an action or proceeding prior to the judgment or final order, requiring a party or a court/tribunal/board/officer to either:
1. Refrain from a particular act (prohibitory injunction), or
2. Perform a particular act (mandatory injunction), while the main action is pending.

Purpose:
TRO
• A TRO is intended to prevent irreparable injury or to maintain matters in status quo until the hearing on the prayer for the issuance of a writ of preliminary injunction.
• It is typically short in duration to protect parties in emergencies until the court can decide whether to issue a preliminary injunction.

WPI
The purpose of a preliminary injunction is to preserve and protect the rights of the parties during the pendency of the principal action, ensuring that the final judgment, if and when rendered, can be effectively enforced.

24/05/2026