Abra-based lawmakers are pushing for the passage of a measure that would insitutionalize return-to-work programs for women after childbirth or care-related hiatuses in their employment.

Solid North Party-list Rep. Ching Bernos and her husband, Abra lone district Rep. JB Bernos are highlighting House Bill (HB) No. 6520--also known as the "Women Back-to-Work Bill"--on the occasion of National Women’s Month.

“The Women Back-to-Work bill seeks to help women who wish to return to work after leaving to give birth or care for their families. Even until today, women face challenges in being re-employed after such events because would-be employers see these career gaps as signs of diminished competence or commitment, thus leading to prolonged unemployment and loss of income,” Rep. Ching.

The lady solon said HB No.6520 calls for the establishment of a national return-to-work framework and a returnship program.

This proposed national return-to-work framework shall promote equitable hiring practices for women with employment gaps, support re-skilling and mentorship programs, encourage public and private institutions to open re-entry pathways for women returning to professional work, and include awareness programs to discourage bias against employment gaps.

The Department of Labor and Employment (DOLE), in coordination with the Department of Trade and Industry (DTI), Civil Service Commission (CSC), and the Philippine Commission on Women (PCW) are tasked with creating the framework.

Rep. JB expressed his hope that their House colleagues would tackle and pass the bill as soon as possible.

“We believe that this measure could help our country address discriminative practices against women. Hindi dapat pinarurusahan ang kababaihan dahil sa pagnanais na magtaguyod ng pamilya (Women shouldn't be punished for wanting to uplift their families)," he said.

The bill also mandates the DOLE to establish a returnship program to provide structured re-entry opportunities for returning women professionals.

Participating employers may offer six-month to one-year returnships that combine paid employment with mentorship and re-skilling. Participants who complete the programs would receive certification recognizing their updated qualifications and readiness for re-employment.

Employers that implement accredited returnship programs or hire returning women professionals shall also be eligible for incentives such as tax deductions for training expenses, wage subsidies for returnees, and public recognition as “Return-Friendly Employers".

The government and private companies with over 100 employees shall also be encouraged to adopt career gap-neutral hiring policies, and to ensure that employment applications and interviews focus on competence and skills rather than penalizing gaps caused by caregiving or maternity leave.

The CSC shall issue guidelines on the said policies for the public sector, while DOLE and DTI shall develop model templates and best practices for the private sector.

The Technical Education and Skills Development Authority (TESDA), in partnership with DOLE and accredited training institutions, shall also design re-skilling, digital literacy, and professional certification programs for returning women professionals, which shall be linked with Public Employment Service Offices and industry associations to ensure job placement upon completion.