The Department of Labor and Employment (DOLE) has clarified that a four-day workweek is not automatically applicable to the private sector and must be agreed upon by both employers and workers. This comes amid the government’s push for energy-saving measures, raising questions among private companies and employees about how shorter workweeks might affect operations and working arrangements.

Flexible Work Arrangements Require Mutual Consent

Bureau of Working Conditions Director Atty. Alvin Curada emphasized in a media interview that reducing the number of workdays in private firms requires mutual consent between management and employees. According to a DOLE Region VII social media post, Curada said that flexible work arrangements may be implemented as long as the 40-hour workweek and productivity are maintained.

He stressed that this must be done without affecting the workers’ salaries and benefits under labor standards. Curada added that businesses may adopt flexible work arrangements that follow existing mandates, including Labor Advisory No. 9, Series of 2009, or telecommuting guidelines for remote workers under Department Order (DO) No. 237, Series of 2022.

DOLE-7 Awaits Central Office Directives

Meanwhile, DOLE-7 Regional Director Atty. Roy Buenafe said it will wait for directives from its Central Office regarding the implementation of the four-day workweek in government offices. Buenafe also urged employees to observe energy conservation measures, including limiting the use of air-conditioning, lights, and fuel.

Earlier, President Ferdinand Marcos Jr. ordered the temporary implementation of a four-day workweek in executive branch offices starting March 9, 2026, to help reduce fuel and electricity consumption. The directive came as global oil prices rose following tensions in the Middle East after Israel, backed by the United States, attacked Iran on February 28, 2026.

Energy-Saving Measures Across Government and Private Sectors

Several national government agencies and local government units have since adopted similar energy-saving efforts as the war continues to escalate. The move aligns with global trends toward reducing energy consumption amid rising fuel and electricity costs.

DO 237-22 updates the rules for Republic Act No. 11165, or the Telecommuting Act. It ensures remote workers receive equal pay and benefits as on-site staff, with work in alternative locations counted as hours worked. This provides a legal framework for companies considering flexible work arrangements, including the four-day workweek.

Curada reiterated that the four-day workweek in the private sector is not a government-mandated policy but a mutual agreement between employers and employees. He urged companies and workers to explore such arrangements while adhering to labor standards and ensuring productivity is maintained.

“The key is that the 40-hour workweek must still be fulfilled, but the days can be adjusted as long as both parties agree,” Curada said. “We must ensure that workers’ salaries and benefits are not affected, and that productivity remains unchanged.”

As the government continues to promote energy-saving measures, the private sector is being encouraged to adopt similar practices. However, the implementation of a four-day workweek remains a voluntary decision for private companies, requiring negotiation and agreement between employers and employees.

With the current geopolitical tensions and rising energy costs, the push for energy-saving measures is likely to continue. This could influence future labor policies and work arrangements in both the public and private sectors.