In the Philippine legal landscape, the welfare of employees is protected by the Labor Code of the Philippines (Presidential Decree No. 442) and various issuances from the Department of Labor and Employment (DOLE). Among the most fundamental rights of a worker are the provisions for meal and rest periods, designed to ensure health, safety, and sustained productivity.

1. Meal Periods

The primary regulation governing meal breaks is Article 85 of the Labor Code.

Duration: Every employer is mandated to give their employees not less than sixty (60) minutes (1 hour) time-off for their regular meals.
Compensability: Generally, the one-hour meal break is non-compensable (unpaid). This is because the employee is considered completely free from duty and may leave their workstation.
Shortened Meal Periods: A meal period of less than 60 minutes may be implemented, but it must be at least twenty (20) minutes to be considered a legal break. However, these shortened breaks are compensable as working time under the following conditions:

The work is non-manual in nature or does not involve strenuous physical exertion.
The establishment operates not less than three shifts of twenty-four hours a day.
There is an actual or impending emergency or urgent work to be done on machinery to avoid serious loss to the employer.

2. Rest Periods (Short Breaks)

Rest periods of short duration, commonly referred to as "coffee breaks" or "snacks," are distinct from the one-hour meal period.

Duration: Typically ranges from five (5) to twenty (20) minutes.
Compensability: Unlike the one-hour meal break, these short rest periods are considered working time and must be paid.
Frequency: While the law does not specify the exact number of short breaks, they are usually governed by company policy or Collective Bargaining Agreements (CBA).

3. Weekly Rest Periods

Under Article 91, every employer shall provide each of his employees a weekly rest period of not less than twenty-four (24) consecutive hours after every six (6) consecutive normal working days.

Scheduling: The employer determines the weekly rest day. However, they must respect the employee's preference if it is based on religious grounds.
Compensation for Work on Rest Day: If an employee is required to work on their scheduled rest day, they are entitled to an additional compensation of at least 30% of their regular wage.

4. Special Provisions: Lactation Breaks

For female employees who are nursing, Republic Act No. 10028 (Expanded Breastfeeding Promotion Act of 2009) provides additional protections:

Nursing Breaks: Nursing employees are granted "lactation breaks" in addition to the regular meal and rest periods.
Duration: These breaks shall not be less than a total of forty (40) minutes for every eight-hour working period.
Compensability: These lactation breaks are compensable and counted as working time.

5. Critical Legal Distinctions

The compensability of a break often hinges on whether the employee is "on-call" or "waiting to be engaged."

Waiting to be Engaged: If an employee is completely freed from duties (e.g., the one-hour lunch break), the time is not compensable.
Engaged to Wait: If the employee is required to remain at their post or stay within the premises to handle potential work (e.g., a security guard eating at their desk while monitoring), the meal period becomes compensable working time.

6. Night Shift Differential and Breaks

While the law on meal periods remains the same for night shift workers, it is important to note that if any part of the meal or rest period falls within the 10:00 PM to 6:00 AM window and is deemed compensable (such as a shortened 20-minute break), the Night Shift Differential (an additional 10% of the hourly rate) must also be applied.

Summary Table

Type of Break	Duration	Compensable?
Regular Meal Break	60 minutes	No
Shortened Meal Break	20 - 59 minutes	Yes
Rest/Coffee Break	5 - 20 minutes	Yes
Lactation Break	40 minutes (total)	Yes
Weekly Rest Day	24 consecutive hours	N/A (Premium pay if worked)