The Return-to-Work Dilemma: How Filipino Moms Can Advocate for Fair Treatment After Maternity Leave

Returning to work after maternity leave in the Philippines isn’t always as simple as picking up where you left off. For many Filipino moms, it can feel awkward, uncertain, or even isolating—especially when there’s no clear guidance or support from the company. You’ve just gone through one of life’s biggest changes, and yet the workplace sometimes expects you to operate as if nothing has changed.

This guide is here to help you make sense of that transition. Whether it's understanding your right to breastfeeding breaks, learning how to request flexible hours, or spotting subtle forms of unfair treatment, you’ll find practical steps on how to advocate for fair treatment after maternity leave—so you can return to work with clarity, confidence, and the respect you deserve.

Understanding the Expanded Breastfeeding Promotion Act (RA 10028)

Let’s be clear: breastfeeding breaks, flexible hours, and a gradual return-to-work setup are not special requests. They are legally protected rights under Philippine law, specifically under Republic Act No. 10028, or the Expanded Breastfeeding Promotion Act of 2009.

Under this law, every breastfeeding mother in the workplace is entitled to:

• Two paid lactation breaks per day, aside from your regular lunch or coffee breaks. These are specifically for expressing breast milk or breastfeeding your baby, and they should not be deducted from your pay.

• A proper lactation station that is private, clean, and accessible. This space must not be a restroom or cramped utility area. Ideally, it should include seating, a sink for handwashing, and access to electrical outlets for breast pumps.

  
  

Mothers should not wait for their employer to offer these adjustments. If these are not discussed or made available before your return to work, you have every right to bring them up. This is not being difficult or demanding. This is about protecting your health and your child’s well-being.

It is also important to know that companies with more than 10 employees are legally required to comply with RA 10028. If your workplace does not have a lactation station or does not allow for breastfeeding breaks, you can raise the concern through proper channels such as HR. If the issue remains unresolved, you may report it to the Department of Labor and Employment (DOLE) for appropriate action.

When talking to HR or your manager, be confident and respectful. You are not asking for something extra. You are simply making sure your rights are acknowledged and respected. A supported mom is a more productive and focused employee, which benefits both you and your employer.

This is also a good time to revisit the guidelines on maternity leave benefits in the Philippines to ensure you’ve received what’s due and that you fully understand the post-leave policies related to your role, schedule, and welfare

Request a Pre-Return Check-In

Before your first day back, take the initiative to set a meeting with your HR or immediate supervisor. This small but powerful step can save you from a lot of unnecessary stress and confusion on your return. Many companies in the Philippines still do not have a formal return-to-work policy for employees coming back from maternity leave. That means, unless you start the conversation, your return might be met with uncertainty—from vague role expectations to unclear work schedules. Some moms walk back into a completely different role, while others get overloaded with tasks as if nothing ever changed. Worse, some return to a cold environment where nobody knows how to support them.

By requesting a check-in before your return, you help set the tone for open communication. This also gives you a chance to clarify important things like:

• Will I resume my previous role, or has there been a restructuring?

• Has there been any change in my responsibilities, team, or reporting line?

• Can we discuss arrangements for breastfeeding breaks or flexible hours, in line with RA 10028 and the company policy?

• Are there tools, updates, or new processes I need to be trained on again?

This conversation also gives your employer a chance to support you better. It’s not just about asking; it’s about working together to plan your smooth reintegration.

As more women re-enter the workforce after childbirth, employers should recognize that creating inclusive and supportive environments contributes to better talent retention. This is especially important in industries with in-demand jobs in the Philippines, such as healthcare, education, customer service, and tech support, where female participation is steadily increasing.

Final Reminder

Don’t let anyone make you feel like you’re asking too much. Adjustments like breastfeeding breaks or a soft re-entry schedule aren’t extra perks. They are part of protecting your health, your baby’s well-being, and your dignity as a working mom.

You’ve already done the hard work of carrying and caring for a child. Now it’s time to return to work with your head held high and your rights in hand. As you move forward, remember that having a clear return-to-work plan is not just helpful. It is essential. It ensures that your reintegration is thoughtful, respectful, and aligned with your new realities both as a professional and as a parent.