In the Philippine labor landscape, the principle of "a fair day's wage for a fair day's labor" serves as the bedrock of compensation. However, when nature or unforeseen human events intervene—collectively known as force majeure or acts of God—the tension between an employer’s right to manage costs and a teacher’s right to a livelihood becomes a focal point of legal scrutiny.

For educators, particularly those in the private sector, the suspension of classes due to typhoons, earthquakes, or pandemics often triggers the application of the "No Work, No Pay" policy.

I. Defining the Legal Basis: The Reciprocal Nature of Contracts

Under Philippine Civil Law and Labor Law, an employment contract is synallagmatic—meaning it involves reciprocal obligations. The employer’s obligation to pay wages is contingent upon the employee’s performance of work.

Article 1232 of the Civil Code: Obligations are extinguished by payment or performance. If work is not performed, the obligation to pay does not generally arise.
The Supreme Court View: The High Court has consistently held that if the laborer did not perform any work, he is not entitled to any pay, unless he was able, willing, and ready to work but was prevented by the employer (e.g., illegal dismissal).

II. Force Majeure (Fortuitous Events)

Force majeure refers to events that could not be foreseen, or which, though foreseen, were inevitable. In the context of education, this includes:

Natural Calamities: Typhoons (and subsequent localized class suspensions), floods, and volcanic eruptions.
Legal/Governmental Interference: Mandatory lockdowns or government-ordered school closures (e.g., during the COVID-19 pandemic).

Under Article 1174 of the Civil Code, no person shall be responsible for those events which could not be foreseen or which, though foreseen, were inevitable. In an employment context, this means that if a teacher cannot teach due to a fortuitous event, they are generally not entitled to wages for that period, but they are also not liable for breach of contract.

III. Application to the Teaching Profession

The application of "No Work, No Pay" varies significantly depending on the sector and the nature of the employment contract.

1. Private School Teachers

Private school teachers are governed by the Labor Code of the Philippines and their respective employment contracts or Collective Bargaining Agreements (CBA).

Fixed-Term or Monthly-Paid: If the contract specifies a fixed monthly salary regardless of the number of days in a month, there is a stronger argument for continuous payment, provided the teacher remains "on call" or performs administrative tasks remotely.
Daily-Paid/Part-Time: These educators are most vulnerable. If classes are suspended and no alternative work (like modules or online syncs) is assigned, the "No Work, No Pay" rule strictly applies.

2. Public School Teachers

Public school teachers are governed by the Civil Code and Civil Service Commission (CSC) rules.

They are generally considered "monthly-paid" employees of the State.
During class suspensions due to force majeure, public school teachers typically continue to receive their salaries because their compensation is integrated into the annual national budget and is not strictly tied to hourly "clock-ins," provided they follow Department of Education (DepEd) orders regarding alternative work arrangements.

IV. Exceptions and Mitigating Factors

The "No Work, No Pay" rule is not absolute. It can be superseded by the following:

Collective Bargaining Agreements (CBA): If a union has negotiated a provision stating that teachers will be paid during "calamity days," the school must honor that contract.
Company Practice/Policy: If a school has a long-standing tradition of paying teachers during typhoons despite no work being done, this can ripen into a "company practice" that cannot be unilaterally withdrawn under the principle of Non-Diminution of Benefits.
Service Credits: In the public sector, teachers may be required to "make up" classes on weekends or during vacations to earn the pay they received during the suspension.
Telecommuting and Remote Work: With the advent of the Telecommuting Act (R.A. 11165), if a teacher conducts synchronous or asynchronous classes from home during a force majeure event, they are legally performing work and must be paid in full.

V. Department of Labor and Employment (DOLE) Guidelines

During periods of national calamity, DOLE often issues Explanatory Bulletins. The standing principle is:

Safety First: Employees who fail or refuse to work due to imminent danger resulting from a calamity shall not be subject to administrative sanctions.
Payment Agreements: DOLE encourages employers to allow employees to use their accrued leave credits (vacation or sick leave) so they can still receive pay during the suspension.

VI. Conclusion

In the Philippine context, the No Work, No Pay policy during force majeure is legally valid for private educators unless a contract, CBA, or established company practice dictates otherwise. While the law protects the economic interest of the employer during periods of inactivity, the evolving landscape of digital education and "work-from-home" setups is narrowing the definition of what constitutes "no work," offering teachers more avenues to maintain their income even when the physical classroom is closed.