This principle ensures that employees are entitled to fair treatment, safe working conditions, proper compensation, and equitable work arrangements, all of which are essential to their dignity and well-being.
​
Constitutional Basis
​
Article XIII, Section 3 of the 1987 Philippine Constitution provides the foundation for the right to just and favorable work conditions.
It states that the State shall afford full protection to labor, promote full employment, ensure equal work opportunities regardless of sex, race, or creed, and regulate the relations between workers and employers.
​​
Article 279, Labor Code ensures that workers are not unjustly dismissed without due cause or the observance of due process.
​
In Agabon v. NLRC (G.R. No. 158693, November 17, 2004), termination of employment without due process violates the worker’s right to security of tenure, and compensation is due to the worker if procedural rights are not respected.
​
Right to
Security of Tenure
Right to Fair Wages and Compensation
Article 94, Labor Code of the Philippines mandates the payment of holiday pay, ensuring that workers receive compensation for holidays they do not work.
​
Article 99, on Minimum Wage Rates, establishes that workers are entitled to a minimum wage, which is periodically adjusted to provide workers with decent living standards.
​
Jurisprudence: In Metrobank v. NLRC (G.R. No. 146541, August 5, 2004), the Supreme Court reiterated that employers must comply with wage laws, and underpayment is a violation of workers’ rights to favorable conditions.
​​​
Article 162, Labor Code of the Philippines, in conjunction with the Occupational Safety and Health Standards (OSH), mandates the maintenance of safe and healthy workplaces. The Department of Labor and Employment (DOLE) has the power to inspect workplaces to ensure compliance.
​
Republic Act No. 11058 strengthens compliance with OSH standards by requiring employers to maintain workplace safety, provide personal protective equipment (PPE), and give workers the right to refuse unsafe work.
​
In Globe General Services v. NLRC (G.R. No. 141319, May 31, 2001), the Court emphasized the employer’s obligation to ensure safe working conditions for all employees.
Right to Organize and Bargain Collectively
Article XIII, Section 3 of the 1987 Constitution ensures that workers have the right to self-organization and collective bargaining to improve their working conditions.
​
Article 243, Labor Code empowers workers in both the public and private sectors to form, join, or assist labor organizations for collective bargaining.
​
Jurisprudence: In Angara v. Republic (G.R. No. 122156, May 2, 1997), the Supreme Court ruled that the right to form labor unions is a fundamental right for the protection of workers’ interests in negotiating for just work conditions.
Article 85, Labor Code mandates an employee’s right to rest periods, specifically that employees must not be required to work more than eight hours per day without proper rest periods and overtime pay.
Article 95 on service incentive leave entitles employees who have rendered at least one year of service to a yearly five-day paid leave.
In St. Martin’s Funeral Homes v. NLRC (G.R. No. 130866, September 16, 1998), the Court upheld that the provision of adequate rest and leave is integral to just working conditions.