President Ferdinand Marcos signed the Labor Code of the Philippines into law, consolidating all labor and social legislation into a single comprehensive code. It took effect on November 1, 1974, establishing the foundation for industrial peace and social justice.

Presidential Decree No. 1391 amended Article 223 of the Labor Code to provide for immediate reinstatement of dismissed employees even pending appeal of NLRC decisions. This was a major pro-worker reform ensuring income continuity during litigation.

Republic Act No. 7277 mandated employers to reserve at least 5% of positions for qualified persons with disabilities. While not formally amending the Labor Code text, it supplemented Book III on conditions of employment.

Executive Order No. 111 restructured the Department of Labor and Employment and the National Labor Relations Commission, strengthening their adjudicatory and administrative capacities. It refined the jurisdiction and procedures under Books V and VI of the Labor Code.

The Supreme Court declared unconstitutional the requirement that dismissed employees post a cash or surety bond to perfect an appeal. This removed a significant financial barrier preventing workers from accessing appellate review of adverse decisions.

This law extended Labor Code protections to homeworkers and introduced provisions for minimum wage compliance in cottage industries. It bridged gaps in coverage for informal sector workers not fully addressed in the original 1974 Code.

The Supreme Court ruled that an employer's dismissal of a transgender employee violated security of tenure under Article 279 of the Labor Code. The Court held that gender identity-based discrimination constitutes illegal dismissal absent valid cause and due process.

DOLE issued comprehensive revised IRR updating procedural and substantive rules under the Labor Code, particularly on contracting arrangements, dismissal procedures, and money claims. This was the most extensive regulatory update since the Code's enactment.

The Supreme Court clarified the distinction between just causes (employee fault) and authorized causes (business-related) for termination under Articles 282-283. The ruling established that authorized cause dismissals require separation pay while just cause dismissals generally do not.

This law extended full Labor Code protections to domestic workers, guaranteeing minimum wage, social security, rest days, and prohibition of child domestic labor. It filled a major gap as domestic workers were previously excluded from most Labor Code provisions.

The Supreme Court held that employees who perform activities necessary and desirable to the employer's business are regular employees entitled to security of tenure, regardless of contract stipulations. This reinforced Article 280's primacy over contractual arrangements.

DOLE issued comprehensive rules distinguishing legitimate job contracting from prohibited labor-only contracting, addressing the endo (end-of-contract) practice. The order strengthened requirements for contractor registration and joint-and-several liability provisions.

During the COVID-19 pandemic, this law temporarily modified Labor Code provisions on termination, allowing flexible work arrangements and authorizing DOLE to issue guidelines on employment retention during the public health emergency. It balanced business survival with worker protection.