Comparative study on gender-inclusive part-time work policies

This report is intended to provide insights for the National Economic and Development Authority (NEDA) in updating the 2023 – 2028 Philippine Development Plan and support the drafting of Trabaho Para Sa Bayan (TPB) or Jobs for All Masterplan, aiming to promote gender equality within the Philippines’ labour market. In the context of this aim, part-time work policy can be viewed as one avenue (among many) for increasing women’s economic participation.

This research was led by the Global Institute for Women’s Leadership (GIWL) at the Australian National University (ANU) in partnership with Investing in Women.

Key findings

• Women in the Philippines carry a disproportionate share of unpaid care work, dedicating nearly three times (19%) as much time to domestic responsibilities as men (7%). In this context, part-time work offers women a viable way to remain in the labour force while balancing paid employment and family obligations.
• Quality part-time work is beneficial to both employers and employees. It can enable employers to flexibly respond to changing labour demand, especially in service-oriented economies, and access a wider pool of talent. Part-time employees can enjoy greater flexibility and work-life balance, contributing to increased productivity.
• Part-time workers in the private sector enjoy greater job security, social protection, and access to basic entitlements compared to informal workers. Expanding quality part-time opportunities can also benefit diverse groups, giving greater flexibility to working students, the younger work force, senior citizens, and persons with disabilities.
• Comprehensive regulations are essential to ensure quality part-time work opportunities. These include stronger measures against discrimination based on working hours, and policies allowing employees the right to request part-time and other flexible arrangements, with provisions ensuring the right to return to full-time work.
• There is an opportunity to advance needed regulatory reforms. Successful policy change requires framing parttime work as mutually beneficial for employers and employees, engaging in extensive stakeholder consultations, and ensuring effective policy enforcement, monitoring, and evaluation.
• Part-time work is only one approach to improving women’s economic participation and greater financial security. Complementary policies, such as gender-neutral carer’s leave, parental leave, and broader flexible working arrangements, are crucial to support all genders in balancing work and care responsibilities while challenging entrenched gender norms.