Philippines: Stricter Rules, Safer Workplaces: Tightening of Occupational Safety and Health Standards Under DO 252-25, or the Revised Implementing Rules and Regulations of R.A. No. 11058

Authors: Rashel Ann C. Pomoy and Edgardo P. Paras III

The issuance of DOLE Department Order No. 252-25, Series of 2025, or the Revised Implementing Rules and Regulations of Republic Act No. 11058 titled “An Act Strengthening Compliance with Occupational Safety and Health Standards and Providing Penalties for Violations thereof (DO 252-25) ushered in a new phase of occupational safety and health standards (OSH) in the Philippines.

DO 252-25, which took effect on 16 May 2025, strengthens workplace safety regulations– ensuring that businesses are better equipped to protect workers in an evolving economic landscape.

For years, DO 252-25’s predecessor– DOLE Department Order No. 198-18, Series of 2018 (DO 198-18), served as the core framework for OSH compliance in the Philippines. While it successfully translated RA 11058’s intentions into actionable regulations, the rapidly shifting work environment necessitated refinements. DO 252-25 responds to these changes with enhanced inclusivity, adaptability, and accountability.

Through DO 252-25, there is a conscious attempt to adapt to new workplace realities and emphasise a more proactive and holistic approach to worker well-being.

 

Key Reforms under DO 252-25

While DO 198-18 broadly covered all private sector workplaces, DO 252-25 explicitly addresses modern work arrangements, recognising challenges in remote work setups and unconventional workplace environments. Notable expansions include residences converted into workplaces, government-owned or controlled corporations (GOCCs) without an original charter, economic zone enterprises, and mandates for contracting and subcontracting activities in both the private and public sectors. These modifications ensure that OSH regulations keep pace with contemporary workforce structures.

Beyond traditional hazard identification and risk assessments, DO 252-25 incorporates a holistic risk management strategy—addressing psychosocial hazards which involve mandates for identifying and mitigating stress, bullying, harassment, and other psychosocial risks; ergonomics for remote work setups; technological risks related to automation, artificial intelligence, and machinery operations; and climate change impacts including extreme heat and environmental conditions.

 

DO 252-25 imposes stricter compliance measures by requiring employers to follow a dynamic approach. Under DO 252-25, OSH is treated not as a mere regulatory burden but a strategic imperative under continuous regulatory oversight. Employers must now maintain dynamic, regularly reviewed, and responsive OSH programs that deliver demonstrable and quantifiable results. Key improvements include: continuous improvement cycles– requiring periodic program updates; performance metrics– shifting focus from basic compliance to attaining measurable safety outcomes; and integration of OSH into business processes– embedding safety considerations into all aspects of decision-making. These adjustments push companies toward a culture of safety and accountability.

OSH personnel requirements have likewise been expanded to reflect evolving workplace risks. DO 252-25 establishes updated safety officer competencies– introducing specialised training for high-risk industries and emerging hazards.

With DO 252-25, DOLE labour inspectors now have streamlined enforcement powers, including clear protocols for immediate work stoppage in cases of imminent danger. Key penalty provisions include: lower initial administrative fines but higher penalties for repeated violations (progressive fines for first, second, and third offenses); and a daily fine of P100,000.00 for wilful non-compliance– reinforcing stricter accountability. These adjustments make non-compliance far costlier for businesses that fail to meet the OSH standards.

Employee rights remain foundational but DO 252-25 strengthens reporting mechanisms and worker protections to ensure: clearer hazard reporting procedures; greater safeguards against retaliation for workers raising concerns; active worker participation in OSH committees and workplace decision-making; and promotion of gender-sensitive and inclusive workplace policies. Workers are not merely passive beneficiaries. They are empowered to actively shape workplace safety.

 

What Employers Should Do Now

Organisations must immediately align their OSH programs with DO 252-25’s requirement. Among the things to consider, companies should update OSH policies in line with new definitions and risk factors, train OSH officers to meet new competency requirements; include principles into core business planning; strengthen documentation and enforcement processes to mitigate penalties; and promote a culture of proactive hazard reporting and worker empowerment.

DO 252-25 marks a significant leap in OSH enforcement– introducing new employer obligations and expanding worker protections while aligning Philippine workplace safety standards with international best practices.

The revision is not just regulatory housekeeping. It reflects a conscious effort to cultivate safer, more resilient workplaces where employers thrive.