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compensation, unless there is a stipulation to the contrary.

ART. 145. [147] Treatment of Househelpers. 106 The employer shall treat the
househelper in a just and humane manner. In no case shall physical violence be used
upon the househelper.

ART. 146. [148] Board, Lodging, and Medical Attendance. 107 The employer
shall furnish the househelper, free of charge, suitable and sanitary living quarters as
well as adequate food and medical attendance.

ART. 147. [149] Indemnity for Unjust Termination of Services. 108 If the period
of household service is fixed, neither the employer nor the househelper may
terminate the contract before the expiration of the term, except for a just cause. If
the househelper is unjustly dismissed, he or she shall be paid the compensation
already earned plus that for fifteen (15) days by way of indemnity.

If the househelper leaves without justifiable reason, he or she shall forfeit any
unpaid salary due him or her not exceeding fifteen (15) days.

ART. 148. [150] Service of Termination Notice. 109 If the duration of the
household service is not determined either in stipulation or by the nature of the
service, the employer or the househelper may give notice to put an end to the
relationship five (5) days before the intended termination of the service.

ART. 149. [151] Employment Certification. 110 Upon the severance of the
household service relation, the employer shall give the househelper a written
statement of the nature and duration of the service and his or her efficiency and
conduct as househelper.

ART. 150. [152] Employment Record. The employer may keep such records as
he may deem necessary to reflect the actual terms and conditions of employment of

106
Sec. 5 (Standard of Treatment) of RA No. 10361 prohibits the employer or any member of the hous kasambahay
nor inflicting any form of physical violence or harassment or any act tending to degrade the dignity of a domestic worker.

107 Sec. 6 (Board, Lodging and Medical Attendance) of R.A. No. 10361 requires the employer to provide for the basic necessities of the domestic worker to include at least three (3)
adequate meals a day and humane sleeping arrangements that ensure safety. The employer shall provide appropriate rest and assistance to the domestic worker in case of illnesses and
injuries sustained during service without loss of benefits. At no instance shall the employer withdraw or hold in abeyance the provision of these basic necessities as punishment or
disciplinary action to the domestic worker.

108
Sec. 32 (Termination of Service) of R.A. No. 10361 or
grounds provided for in Sections 33 and 34 of this Act. If the domestic worker is unjustly dismissed, the domestic worker shall be paid the compensation already earned plus the equivalent
of fifteen (15) days work by way of indemnity. If the domestic worker leaves without justifiable reason, any unpaid salary due not exceeding the equivalent fifteen (15) days work shall be
forfeited. In addition, the employer may recover from the domestic worker costs incurred related to the deployment expenses, if any: Provided, That the service has been terminated within
six (

109
Sec. 32 (Termination of Service) of R.A. No. 10361
employer or the domestic worker may give notice to end the working relationship five (5) days before the intended termination of the service. The domestic worker and the employer may
mutually agree upon written notice to pre-

110
Sec. 35 (Employment Certification) of R.A. No. 10361
(5) days from request a certificate of employment indicating the nature, duration of the servi

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