Holiday Shopping Puts Payment Security to the Test for Philippine Merchants

Holiday Shopping Puts Payment Security to the Test for Philippine Merchants

Thursday, November 12, 2026

As Philippine retailers prepare for 11.11, 12.12 and the Christmas shopping rush, much of the focus will be on attracting customers and driving sales. But behind every major promotion lies another challenge: distinguishing legitimate spikes in payment activity from transactions that warrant closer scrutiny.

Digital payments accounted for 64.7% of retail payment transactions by volume in 2025, according to the Bangko Sentral ng Pilipinas (BSP). In July 2026, the BSP also urged supervised financial institutions to strengthen authentication, cyber-threat monitoring and incident response amid emerging cybersecurity risks.

Promotional campaigns can bring unfamiliar purchasing patterns, from first-time customers to sudden increases in transaction frequency. For merchants, the challenge is recognising these legitimate changes while identifying activity that may require further review.

According to Eng Sheng Guan, CEO of Fiuu, the objective during major sales events is not to apply stricter controls across every transaction, but to ensure payment risks are assessed within the context of each merchant's business.

"Security should protect genuine customers, not become an obstacle for them," said Eng. "During major promotional campaigns, payment decisions should be informed by transaction context so that legitimate purchases continue to move smoothly while activity that warrants closer scrutiny can be identified."

Understanding payment risks without disrupting genuine customers

Promotional campaigns often bring legitimate changes in customer behaviour, including higher purchase volumes, new shoppers, repeat attempts and increased transaction frequency. While not every unusual or failed transaction indicates fraud, repeated failures involving different payment credentials may warrant closer review as they could signal card testing or unauthorised use of payment details.

Equally, failed payments may stem from various factors, such as issuer decisions, insufficient funds, authentication issues or temporary network interruptions. Understanding the reasons behind these failures helps merchants distinguish genuine customers from potential threats while avoiding unnecessary lost sales during peak periods.

"The first step is understanding what the payment data is telling you," Eng explained. "A transaction pattern that appears unusual on a normal day may be entirely expected during a large promotional campaign. The goal is to distinguish genuine customer behaviour from activity that requires further attention."

Preparing payment operations before the sales begin

Effective payment security begins well before customers reach the checkout page.

Ahead of major campaigns, merchants should review existing fraud controls and authentication settings with their payment providers, taking expected promotional activity into account. This can help ensure that legitimate changes in purchasing patterns are properly considered when assessing transactions.

During and after the campaign, merchants should monitor payment activity, including recurring declines, unusual transaction behaviour and customer enquiries, to identify potential issues, determine whether further investigation or support is needed, and improve payment processes moving forward.

Drawing on its experience supporting merchants during double-digit shopping campaigns and limited-edition product launches, Fiuu adapts applicable fraud-monitoring settings to better reflect expected purchasing behaviour. This helps merchants maintain appropriate security controls while minimising unnecessary interruptions for genuine customers.

Building customer confidence beyond the checkout

For merchants, successful payment security is ultimately measured not only by preventing suspicious transactions, but also by enabling genuine customers to complete their purchases with confidence.

As digital payments continue to grow across the Philippines, businesses will increasingly need payment processes that can respond to changing customer behaviour without creating unnecessary friction during periods of high demand.

"The objective is not to make payments more complicated," Eng said. "It's about applying the right controls where they matter while allowing genuine customers to complete their purchases as smoothly as possible."

Read More

Exhaustion and mental health stigma put Philippine workplace productivity in focus

Exhaustion and mental health stigma put Philippine workplace productivity in focus

82 percent work while unwell at least weekly, while 77 percent worry about career consequences if their workplace knows of a mental health issue

Exhaustion, working while unwell, and concerns about disclosing mental health issues are putting employee wellbeing and business performance in focus in the Philippines, according to the TELUS Mental Health Index. More than half of workers, or 55 percent, say their mental health negatively affects their productivity at work.

The report from TELUS Health, a global digital health and workforce wellbeing company, found 48 percent of workers often end the workday mentally or physically exhausted, while 82 percent work while unwell at least one day a week. Seventy-seven percent would be concerned about limited career options if their workplace knew of a mental health issue. Together, the findings make employee mental health a strategic and commercial priority for employers, with implications for day-to-day performance and access to support.

Exhaustion and presenteeism bring a cost to business

Workers who often end the day mentally or physically exhausted record an estimated annual productivity loss of 49.5 working days, compared with 29.7 days among those who do not report exhaustion. These estimates include time off and reduced effectiveness while working, based on a standard 240-day working year. They represent lost productive time, rather than days of absence alone.

Presenteeism refers to reduced productivity while working unwell. Workers who never work while unwell record an estimated annual productivity loss of 17.3 days, compared with 64.1 to 71.1 days among those working unwell four or five days a week. For employers, this points to the importance of looking beyond attendance to understand whether employees are well enough to work effectively.

Financial pressures add to this strain. Half of workers identify personal finances as their main source of personal stress, and 54 percent lack emergency savings to cover basic needs. Those citing finances as their main stressor record an estimated annual productivity loss of 44.6 working days.

Workers without emergency savings recorded a mental health score of 55.5 out of 100, compared with 69.0 among those with savings and an overall score of 61.6. Higher scores indicate better mental health.

"For many workers in the Philippines, daily financial survival and family obligations leave little room for long-term safety nets," says Paula Allen, Global Leader of Research and Insights, TELUS Health. "When 54 percent of employees lack basic emergency savings, any unforeseen expense such as a health emergency, family needs, or disaster-related work stoppages can turn into a mental health crisis. The ongoing anxiety this creates, directly reduces workforce productivity. Employee financial wellbeing, especially savings, is deeply interconnected with workplace mental health across the Philippine labor market."

The report also identified pressures affecting younger workers and the wider workforce:

Younger workers: Those under 40 were twice as likely as workers over 50 to report constant stress and to cite mental health as their main personal stressor. They were also 70 percent more likely to end the workday feeling mentally or physically exhausted.

Natural disasters: Twenty-four percent reported losing income because of work stoppages, while 14 percent had difficulty working remotely because of power outages or internet disruptions during natural disasters.

Workplace pressures: High workload was the leading source of work stress for 21 percent of workers, followed by lack of work-life balance at 20 percent and insufficient resources or support at 13 percent.

Personal finances are the leading source of personal stress for half of Philippine workers surveyed in the TELUS Mental Health Index. (Source: TELUS Health, Philippines Mental Health Index, page 16.)

Stigma and gaps in support strengthen the case for employer action

Seventy-seven percent of workers said they would be concerned about limited career options if they had a mental health issue and their workplace knew about it.

The report's detailed stigma findings also showed 63 percent would feel negatively about themselves if they had a mental health issue, up from 57 percent in 2022. For employers, these concerns underline why access to a service alone is insufficient. Employees also need confidence in its confidentiality and in how their workplace responds when they seek help.

"Workplace culture and cultural stigma are barriers to workforce wellbeing in the Philippines," said Jamie MacLennan, Region Head, Asia-Pacific, TELUS Health. “More than three-quarters of employees fear their career progression will be impacted by disclosing mental health challenges and this silent suffering is costing companies in lost productivity. People leaders don’t feel equipped to handle wellbeing conversations, so leaders have an urgent responsibility to support managers with proper training to address workplace stigma and ensure accessible, judgment-free support systems for every employee."

Cost was the most commonly reported barrier to mental health support, cited by 52 percent of workers. Thirty-two percent did not know which type of care was best for them, while 29 percent did not know where to seek help.

Gaps in workplace support were also evident. Only 60 percent of managers said they would know what to do if they suspected an employee was struggling with a mental health issue. Separately, 42 percent of workers said their manager had not communicated the availability of health and wellbeing programs.

The findings strengthen the case for treating Employee Assistance Programs (EAPs) as part of workforce and business planning. Employers should make confidential support easy to access, explain the services available and how employee information is handled, and equip managers through facilitated training to discuss mental health and direct employees to mental health and wellbeing programs. This support should sit alongside action on workload, work-life balance, and access to resources. The business priority is to address the pressures affecting employees and help them seek support before those pressures further disrupt their work.

About the TELUS Mental Health Index research methodology

Data for this report were collected through an online survey of 2,000 people living in the Philippines who are currently employed or were employed within the last six months. Participants are selected to represent the age, gender, industry, and geographic distribution in the Philippines, with survey responses gathered between July 24 and August 5, 2026. Benchmark scores out of 100 represent optimal (80–100), strained (50–79), and distressed (0–49) mental health categories.

Frequently Asked Questions

What is the primary source of stress for workers in the Philippines?

Half of workers identify personal finances as their main source of personal stress. Those citing finances as their main stressor record an estimated annual productivity loss of 44.6 working days.

How many Philippine workers lack emergency savings?

Fifty-four percent lack emergency savings to cover basic needs. Their mental health score is 55.5 out of 100, compared with 69.0 among workers with emergency savings. Higher scores indicate better mental health.

How common is end-of-day exhaustion among workers?

Forty-eight percent often end the workday feeling mentally or physically exhausted. This group records an estimated annual productivity loss of 49.5 working days, compared with 29.7 days among workers who do not report exhaustion. Workers under 40 are 70 percent more likely than those over 50 to report end-of-day exhaustion.

What concerns do workers have about disclosing mental health issues?

Seventy-seven percent would be concerned about limited career options if their workplace knew of a mental health issue. Separately, 63 percent would feel negatively about themselves if they had a mental health issue, according to the report's detailed stigma findings.

What is presenteeism and how does it relate to productivity?

Presenteeism refers to reduced productivity while working unwell. Eighty-two percent report working while mentally or physically unwell at least one day a week. Workers who never work while unwell record an estimated annual productivity loss of 17.3 days. The figure ranges from 64.1 to 71.1 days among those working unwell four or five days a week.

What prevents workers from accessing mental health support?

Cost is the most commonly reported barrier to mental health support, cited by 52 percent of workers. Thirty-two percent do not know which type of care is best, and 29 percent do not know where to seek help. Separately, 42 percent say their manager has not communicated the availability of health and wellbeing programs.

How do natural disasters affect workers in the Philippines?

Twenty-four percent reported losing income because of work stoppages, while 14 percent had difficulty working remotely because of power outages or internet disruptions during natural disasters.

Read More

FWD FutureSure Plus: 10-Year Endowment Plan

FWD FutureSure Plus: 10-Year Endowment Plan

Financial goals do not always follow a fixed timeline. A child’s education, a planned retirement, a business venture, or a long-awaited personal milestone may call for funds at different stages of life. For people who want a more predictable way to prepare for these expenses, FWD Philippines has introduced a new endowment plan designed around earlier cash payouts.

Called FutureSure Plus, the plan has a 10-year policy term and requires premium payments for only two years. It combines life insurance protection with guaranteed cash payouts that can begin as early as the end of the second policy year, along with a guaranteed maturity benefit at the end of the term.

The product expands FWD Philippines’ traditional savings plan range. Its predecessor, FutureSure, was launched in the second quarter of 2026 as a 20-year endowment product with five-pay and 10-pay options. FutureSure Plus offers a shorter policy period for those who prefer a different timeline for their financial plans.

How FutureSure Plus works

An endowment plan combines life insurance coverage with scheduled benefits, subject to the terms of the policy. With FutureSure Plus, policyholders can choose between two guaranteed cash payout schedules, according to the product details published by Security Bank:

Annual payout: Receive 4% of the sum assured every year, starting at the end of the second policy year, for a total of 36% over the policy term.

Every-other-year payout: Receive 10% of the sum assured every other year, starting at the end of the third policy year, for a total of 40%.

At the end of the 10-year term, the plan provides a guaranteed maturity benefit equivalent to 200% of the chosen sum assured, provided the insured person is alive on the maturity date.

These scheduled benefits may help policyholders plan around specific financial milestones. Depending on their needs, the payouts could be allocated toward education expenses, retirement activities, personal projects, or other priorities.

Life protection is part of the plan

FutureSure Plus also includes life insurance coverage throughout its 10-year policy term. Security Bank's product information states that beneficiaries may receive 200% of the sum assured if the insured person dies during the coverage period.

There is an important qualification: during the first two policy years, non-accidental death is limited to a refund of premiums paid. Scheduled cash payouts are also made only while the policy remains active and the insured person is alive on the applicable payout dates.

These conditions are worth understanding before taking out the plan. Guaranteed benefits do not mean that every possible situation results in the same payout. Policyholders should review the contract, exclusions, payment arrangements, and applicable conditions with an authorized financial advisor.

Planning around the opportunities that matter

For FWD Philippines President and CEO Soon Liang Lau, financial preparation is not just about accumulating wealth. It is also about having resources available when important opportunities arise.

“People have worked hard to build their wealth. The next question is how to put that wealth to work for the things that matter most, at the right time and on their own terms,” Lau said.

He added that the FutureSure series is intended for people preparing for goals such as supporting a child’s ambitions, planning for retirement, pursuing personal aspirations, or creating a legacy for loved ones.

FutureSure Plus may be worth exploring for individuals who value a defined policy term and scheduled guaranteed benefits. As with any insurance product, however, the decision should begin with a clear assessment of affordability, existing coverage, financial priorities, and when the money may be needed.

Filipinos interested in the plan can arrange a Financial Confidence Check-in with an FWD Financial Advisor to discuss their goals and determine whether FutureSure Plus fits their financial plans.

Read More

S&R Now on foodpanda: Shop Member’s Value Without a Membership Card

S&R Now on foodpanda: Shop Member’s Value Without a Membership Card

S&R shopping just became more accessible to Filipino households. foodpanda Philippines has partnered with S&R Membership Shopping to bring selected warehouse favorites, imported groceries, and Member’s Value products straight to customers' doorsteps, even if they don't have an S&R membership card.

The new addition to foodpanda's grocery selection means shoppers can order everything from premium meats and cheeses to international snacks, beverages, pantry staples, and household essentials through the app.

For existing S&R members, it's another way to stock up without making a trip to the warehouse. For non-members, it's an opportunity to explore S&R's product selection without first signing up for a membership, although a surcharge applies to their orders.

With Christmas shopping and Noche Buena preparations approaching, the partnership offers another convenient option for households managing longer grocery lists and increasingly busy schedules.

What Can You Buy From S&R on foodpanda?

The partnership brings a selection of S&R's products to foodpanda, including its popular Member’s Value house brand.

Shoppers can browse a range of grocery and household categories, including:

• Meat and dairy: Premium meats, cheeses, and other refrigerated essentials.
• Pantry staples: Ingredients and everyday grocery items for home cooking.
• Imported snacks and beverages: International treats and drinks that shoppers often look for at warehouse stores.
• Household essentials: Laundry detergents, paper products, and other home supplies.
• Party selections: Party platters and food options for gatherings and celebrations.

The selection makes the platform relevant not just for quick grocery top-ups but also for shoppers planning larger household purchases and holiday get-togethers.

Actual product availability may vary depending on the S&R store serving the delivery address.

No S&R Membership Card? You Can Still Order

One of the more interesting features of the partnership is that customers no longer need an S&R membership card to access the participating product selection through foodpanda.

This opens up the shopping experience to consumers who want to try Member’s Value products or purchase selected imported items without committing to a regular warehouse membership.

There is, however, a distinction between members and non-members. Shoppers without an S&R membership will be charged an additional surcharge on their orders. The specific amount should be checked in the app before checkout.

Existing S&R members, meanwhile, can enjoy the convenience of having their purchases delivered without making the usual trip to a physical store.

foodpanda Offers ₱500 and ₱300 Discounts on S&R Orders

To introduce the partnership, foodpanda is offering special vouchers for customers ordering from S&R through the app.

The ₱300 voucher for returning shoppers can be redeemed up to two times per user.

These offers can make larger grocery orders more affordable, particularly for households stocking up on pantry essentials, imported snacks, and supplies for Christmas gatherings.

As with other app-based promotions, shoppers should check the voucher's availability and applicable terms before placing an order.

How to Order S&R Groceries Through foodpanda

Getting your S&R favorites delivered is straightforward:

1. Open the foodpanda app.
2. Go to the Shops tab.
3. Look for S&R Membership Shopping among the available stores.
4. Browse the available products and add your selections to your cart.
5. Apply the appropriate voucher code if eligible.
6. Review the order total, including applicable fees and any non-member surcharge.
7. Confirm your order and delivery details.

S&R stores are now available through foodpanda in serviceable areas nationwide. Store visibility, product selection, and delivery availability will depend on your location.

A More Convenient Way to Prepare for Christmas

Grocery shopping can take up a surprising amount of time during the holiday season. Between everyday household needs, party preparations, and Noche Buena shopping, even a routine trip to the supermarket can turn into a lengthy errand.

foodpanda's partnership with S&R gives shoppers another option for managing those lists. Instead of visiting a warehouse store, they can browse selected products and arrange delivery through an app they may already use for food and grocery orders.

As Joseph Wijesekara, Director of Q-Commerce of foodpanda Philippines, explained, the partnership is about giving consumers more flexibility in how they shop, particularly during busy seasons.

For me, the appeal is especially practical for households preparing for Christmas. Having access to S&R favorites without having to make a separate warehouse trip can make one less errand to squeeze into an already full holiday schedule.

And with introductory vouchers available, it may be worth checking the S&R selection on foodpanda before heading out for your next big grocery run.

After all, foodpanda makes Christmas delicious, and sometimes that starts with making the grocery shopping a little easier.

Read More

DOT and GCash Partner to Expand Cashless Payments for Tourism MSMEs

DOT and GCash Partner to Expand Cashless Payments for Tourism MSMEs

Small tourism businesses across the Philippines are being encouraged to embrace digital payments as the Department of Tourism (DOT) and GCash move to make cashless transactions more accessible to accredited micro, small, and medium enterprises (MSMEs).

The two organizations signed a memorandum of understanding (MOU) on November 3, 2026, establishing a partnership that will provide tourism merchants with digital payment solutions, onboarding assistance, promotional support, and financial literacy training.

The initiative, implemented through GCash operator G-Xchange, Inc. (GXI), is intended to help local tourism businesses accommodate both Filipino and international travelers who increasingly expect convenient electronic payment options.

For small enterprises operating in tourist destinations, the partnership addresses a practical business concern: how to accept payments from customers who may not always carry Philippine pesos or have access to convenient currency exchange services.

GCash to Equip Tourism MSMEs With Digital Payment Solutions

Under the agreement, GCash will help DOT-accredited tourism businesses register for GCash for Business and access payment acceptance tools designed for different merchant needs.

These include:

• GCash SoundPay
• GCash PocketPay
• GCash SoundPay Plus
• GCash EasyPOS

The solutions are intended to give merchants more ways to receive digital payments, including supported foreign-issued cards.

GCash says participating merchants can begin registration with a verified GCash account, providing a simplified entry point for smaller enterprises that may find traditional banking requirements difficult to navigate.

Beyond payment technology, GCash will provide customized digital payment toolkits, merchant incentives, and promotional support to encourage cashless transactions in key tourism destinations.

The company will also conduct financial literacy training to help participating MSMEs build the knowledge needed to manage their participation in the digital economy.

How the DOT-GCash Partnership Will Work

The MOU establishes responsibilities for both organizations, covering merchant recruitment, marketing, training, and tourism-related initiatives.

The DOT will help identify and endorse accredited tourism enterprises for onboarding. It will also coordinate with its regional offices, share relevant merchant information for outreach and verification subject to data privacy requirements, and invite GCash to tourism events and trade activities where businesses can learn about the available payment solutions.

The agency will also provide access to approved digital marketing assets and relevant tourist arrival data to support jointly developed campaigns.

For its part, GCash will organize co-branded initiatives aligned with the DOT's tourism advocacy campaigns, including Love the Philippines and Discover More to Love.

The two organizations will also explore tourism product development projects involving local artisans and other creative enterprises among accredited MSMEs.

GCash will share campaign performance insights and consumer trends with the DOT, potentially providing information that can help guide future promotional and merchant engagement activities.

Why Cashless Payments Matter to Philippine Tourism Businesses

Digital payment acceptance is becoming an important consideration for businesses that serve international visitors.

For travelers, the ability to pay electronically can reduce the need to carry large amounts of cash or exchange currency before reaching their destinations. This can be particularly relevant in smaller communities and remote tourist areas where access to banks and money changers may be limited.

For local merchants, accepting a broader range of payment methods can make transactions more convenient and help avoid missed sales when customers do not have enough cash on hand.

The potential benefits extend beyond hotels and established tourism operators. Homestay owners, market vendors, local artisans, food businesses, and other small enterprises also form part of the visitor experience.

DOT Secretary Dita Angara-Mathay emphasized the importance of preparing accredited tourism enterprises for visitors who prefer digital payment options.

She said the partnership would provide local merchants with the tools and training needed to accept cashless payments, with the broader objective of helping more tourism spending reach local communities.

GCash for Business General Manager Paul Albano said the initiative supports the company's Finance for All mission by connecting micro and small merchants to digital financial services and opportunities within the tourism economy.

Tourism's Economic Contribution Highlights the Role of MSMEs

The partnership comes as tourism remains a significant contributor to the Philippine economy.

According to the Philippine Statistics Authority (PSA), Tourism Direct Gross Value Added (TDGVA) reached ₱2.27 trillion in 2025, equivalent to 8.1% of the country's gross domestic product (GDP).

Tourism industries also accounted for an estimated 7.70 million employed persons, representing 15.7% of total employment nationwide.

The figures highlight the economic reach of tourism and the number of livelihoods connected to businesses serving visitors.

However, the PSA also reported that tourism's direct contribution declined by 1.4% from ₱2.30 trillion in 2024. This makes the ability of local enterprises to participate in tourism-related spending an important consideration as the sector works to strengthen its economic contribution.

By combining merchant onboarding, digital payment infrastructure, and financial literacy initiatives, the DOT-GCash partnership seeks to help more accredited tourism MSMEs participate in an increasingly digital visitor economy.

Its longer-term value will depend on how many businesses adopt the solutions, how consistently they use them, and whether the additional payment options translate into meaningful improvements in their ability to serve customers.

Read More

Unilever Philippines Earns Recognition for Gender-Inclusive Workplace Practices

Unilever Philippines Earns Recognition for Gender-Inclusive Workplace Practices

Gender inclusion in the workplace goes beyond representation. It also involves creating policies and support systems that recognize employees' different family responsibilities, identities, and personal circumstances.

Unilever Philippines is putting this approach into practice through an integrated workplace inclusion framework built around three pillars: Care, Identity, and Community. The initiative recently earned the company first runner-up recognition in the Gender-Inclusive Workplace category at the 2026 UN Women Asia-Pacific Women's Empowerment Principles (WEPs) Awards.

The recognition highlights the company's efforts to translate its diversity and inclusion commitments into workplace policies, from extended parental benefits and LGBTQ+ protections to employee-led communities.

For businesses looking to strengthen their own inclusion strategies, Unilever Philippines' approach illustrates how workplace equity can be addressed through concrete policies that respond to employees' everyday needs.

A workplace inclusion framework built on three pillars

Unilever Philippines developed its framework around the understanding that employees have different life stages, family structures, and lived experiences. Rather than relying on a single approach to inclusion, the company organized its initiatives into three interconnected areas.

These are Care, which focuses on caregiving and parenthood; Identity, which addresses gender identity and LGBTQ+ inclusion; and Community, which encourages employees to build connections through shared experiences.

According to Geeta Royyuru, Unilever Philippines HR Head and Beauty & Wellbeing Greater Asia HR Lead, the company's policies are designed to recognize that employees do not all begin from the same circumstances.

“True equity begins with recognizing that we don't all start from the same place,” Royyuru said, emphasizing the importance of providing employees with the support and space they need to succeed.

Care: Extending support for working parents and caregivers

One of the framework's key components is the expansion of parental and caregiving benefits.

Unilever Philippines said internal HR data showed that some parents relied on vacation or unpaid leave to extend recovery periods, manage caregiving responsibilities, and adjust to returning to work. In response, the company strengthened its benefits beyond the minimum requirements under Philippine law.

Early in 2026, Unilever Philippines extended fully paid maternity leave to 150 days for eligible regular and probationary employees, regardless of marital status. Employees may also take an optional additional 30 days of unpaid leave.

Other support measures include:

Return Ready Programme: Support for employees transitioning back to work after parental leave.

Primary Caregiver Leave: 20 days covering paternity, adoption, and same-sex partners.

Childcare Leave: Two days of additional leave.

Onsite daycare facility: A workplace childcare resource for employees.

The company also reported that women account for half of its workforce.

These measures reflect a broader approach to employee support, recognizing that caregiving responsibilities can affect employees' ability to participate in and progress through their careers.

Identity: Strengthening LGBTQ+ inclusion and workplace protections

The framework's second pillar focuses on creating a workplace where employees can feel respected and supported regardless of their gender identity or sexual orientation.

Unilever Philippines recognizes same-sex domestic partners for medical benefit coverage and primary caregiver leave. It has also established a Gender Transition Policy for transgender and gender-diverse employees.

These policies are reinforced by a zero-tolerance approach to harassment and discrimination.

The company also conducts year-round inclusion and awareness activities, including annual Pride Month celebrations and initiatives through ProUd Network, Unilever's employee resource group for LGBTQ+ employees and allies.

In a country where legal recognition and protections for same-sex couples and transgender individuals remain limited, workplace policies can provide an additional layer of institutional support. However, company benefits and protections should be understood separately from formal legal recognition under Philippine law.

Community: Creating connections beyond workplace policies

Unilever Philippines' inclusion framework also recognizes that belonging is shaped by everyday interactions among colleagues.

Through employee-led groups, the company provides opportunities for people to connect with others who share similar experiences, responsibilities, and interests.

These include Parent Groups, Fitness Clubs, and ProUd Network.

According to the company, more than 300 employees participate in these communities, representing approximately half of its head office workforce.

Such groups give employees opportunities to exchange experiences, develop connections, and build relationships beyond their immediate teams.

They also complement formal HR policies by encouraging employees to take an active role in shaping workplace culture.

UN Women recognition highlights the role of practical workplace policies

Unilever Philippines received first runner-up recognition in the Gender-Inclusive Workplace category at the 2026 UN Women Asia-Pacific WEPs Awards.

The Women's Empowerment Principles Awards recognize private-sector initiatives that advance gender equality and women's empowerment in the workplace, marketplace, and community.

For companies, the recognition places attention on the importance of moving beyond broad diversity commitments toward policies and practices that employees can experience in their daily working lives.

Unilever Philippines' Care, Identity, and Community framework brings together several aspects of that effort, from parental support and LGBTQ+ inclusion to employee participation and belonging.

Looking ahead to 100 years in the Philippines

Unilever Philippines is preparing to mark its centennial in 2027, commemorating 100 years of operations and presence in the country.

Its local portfolio includes familiar household brands such as Dove, Knorr, Surf, and Rexona.

As the company approaches this milestone, it says it will continue pursuing initiatives focused on social and environmental impact, innovation, sustainability, and purpose-led growth.

Its latest recognition at the UN Women Asia-Pacific WEPs Awards adds another dimension to that commitment: building an organization where inclusion is reflected not only in corporate values but also in the policies and support available to its people.

Read More

RCBC Named Among Philippines' Best Employers for 2027 for Fourth Consecutive Year

RCBC Named Among Philippines' Best Employers for 2027 for Fourth Consecutive Year

Rizal Commercial Banking Corporation (RCBC) has been named one of the Philippines' Best Employers for 2027, securing a place among the country's top 100 employers and ranking among the top two private domestic banks in the recognition.

The latest distinction marks the Yuchengco-led bank's fourth consecutive year on the Best Employers list, reinforcing its continued focus on employee experience, workplace culture, and an inclusive working environment.

The recognition is based on an independent survey conducted by global research and data firm Statista. The assessment considers employee feedback and employer reputation, providing a measure of how organizations are perceived as places to work.

RCBC puts employee experience at the centre of its workplace strategy

RCBC attributes its continued recognition to its people-first approach to human capital management. The bank maintains that investing in employees and creating an environment where people feel supported and empowered are important to delivering better customer experiences.

This approach connects workplace culture with the bank's broader service philosophy. By encouraging employees to develop their capabilities, contribute ideas, and build meaningful relationships with clients, RCBC aims to create value that extends beyond everyday banking transactions.

For financial institutions, where customer relationships and service quality are central to operations, employee engagement can be an important part of organizational performance.

RCBC President and CEO Reggie B. Cariaso said the recognition reflects the contribution of the bank's employees and its commitment to maintaining an inclusive workplace.

“Being recognized for four consecutive years as one of the nation’s top employers reflects the strength and heart of our organization—our people,” Cariaso said.

He added that RCBC remains committed to ensuring employees feel valued, motivated, and empowered to deliver their best work for customers and communities.

What the Philippines' Best Employers recognition measures

The Philippines' Best Employers ranking is an annual initiative by Statista that evaluates companies based on employee feedback and perceptions of employers.

For its 2027 edition, the ranking recognizes 300 companies across 28 industries. Statista reports that more than 10,000 employees participated in the independent online survey, while approximately 3,500 companies were evaluated.

The methodology combines two components: direct feedback from employees about their own employers and indirect assessments of other employers within their respective industries. Direct scores account for 70% of the final result, while indirect scores make up the remaining 30%.

The survey considers factors that include workplace culture, salary, opportunities for professional development, and diversity.

This approach makes the recognition relevant not only to companies seeking to strengthen their employer reputation but also to professionals evaluating potential workplaces.

Workplace culture as part of the banking industry's long-term priorities

RCBC's latest recognition places employee experience in the broader conversation about how banks attract, develop, and retain talent.

As financial services continue to evolve, banks need people who can adapt to changing customer expectations, digital banking developments, and increasingly complex financial needs. A workplace that supports professional growth and encourages collaboration can help organizations build the capabilities required to respond to these changes.

RCBC, currently described by the bank as the country's fifth-largest privately owned bank, continues to position its people-first philosophy as part of its approach to customer relationships and organizational development.

Its fourth consecutive appearance on the Philippines' Best Employers list provides another indication of how the bank's workplace reputation is being assessed through employee and employer perceptions.

For organizations across the financial sector, the recognition also serves as a reminder that business performance and customer service are closely connected to the people behind the institution.

Read More