Philippine labor law, explained for real workplace decisions
Philippine Labor Law and Labor Code Guides
Find the rule, evidence and next step.
Search updated 2026 labor-law guides, practical filing instructions, calculators and a 159-term Philippine Labor Law Glossary built for employees, employers and HR teams.
Newest guide · Labor Law Foundations
Economic Dependence Test in Philippine Labor Law: Meaning, Factors and Examples
Understand the economic dependence test in Philippine labor law, its seven factors, workplace examples, evidence, and relationship to the four-fold test.
Read the newest guide →New on LaborCode.ph
Latest labor-law guides
How to Prove Employee Status Despite an Independent Contractor Agreement
Learn what contracts, schedules, payroll records, instructions, and messages may help prove employee status despite an independent contractor…
Read guide →What Counts as Hours Worked in the Philippines? Waiting Time, On-Call Duty, Breaks and Required Activities
Philippine labor law measures "hours worked" by employer control, not just clock-in and clock-out. Learn when waiting time,…
Read guide →Maternity Eligibility and Salary-Differential Worksheet Philippines
Use this worksheet to make a preliminary check of maternity-leave eligibility and estimate the SSS benefit and possible…
Read guide →Employee Medical-Record Privacy in the Philippines: Employer and Employee Guide
Quick answer: An employer may collect and use an employee's medical information only when there is a lawful,…
Read guide →Latest Guides to the Labor Code of the Philippines
Economic Dependence Test in Philippine Labor Law: Meaning, Factors and Examples
Understand the economic dependence test in Philippine labor law, its seven factors, workplace examples, evidence, and relationship to the four-fold test.
Read the Full Guide
LaborCode.ph provides source-based Philippine labor-law guides, calculators and practical steps for employees, employers and HR teams. Start with pay, working hours, resignation, dismissal, SEnA or NLRC procedures.
Rule · Evidence · Next step
Start with your workplace issue
LaborCode.ph explains Philippine labor law through practical issue-based paths. Choose the problem closest to yours, identify the records you need, then open the full guide or tool.
Employee status
My contract calls me an independent contractor
- Look beyond the contract label and document who selects, pays, dismisses and controls how the work is done.
- Save schedules, instructions, payroll records, IDs, messages and proof of supervision.
- Compare the four-fold test with the economic dependence factors.
Working time
What counts as hours worked?
- List time when you were required to be on duty or at a prescribed workplace.
- Record waiting time, on-call restrictions, interrupted breaks, training and required pre- or post-shift tasks.
- Compare those facts with the employer-control and benefit tests in the full guide.
Dismissal
I was dismissed or forced to resign
- Preserve notices, messages, evaluations, attendance records and proof of the termination or pressure to resign.
- Check whether there was a lawful cause and proper notice and hearing.
- Consider SEnA assistance and, when appropriate, an NLRC complaint.
Filing help
I need to file or request DOLE assistance
- Identify the dispute and the relief you want.
- Prepare identification, employment records, pay records, notices and communications.
- Start with the correct DOLE, SEnA or NLRC procedure instead of filing blindly.
Resignation and final pay
Immediate resignation and final pay
Immediate resignation may be possible when a lawful just cause under Article 300 exists; otherwise the usual written-notice rule applies. Under DOLE Labor Advisory No. 06-20, final pay should generally be released within 30 days from separation unless a more favorable policy or agreement applies. It may include unpaid salary, prorated 13th-month pay, convertible leave credits and other amounts due, less lawful deductions.
Immediate resignation guide → Final pay timing and inclusions →Legal tests
Economic dependence test vs. four-fold test
The four-fold test examines selection and engagement, payment of wages, dismissal power and control. The economic dependence test looks more broadly at whether the worker is economically dependent on the alleged employer. Courts assess the real working relationship, not only the contract title.
Compare the tests and examples →Overtime pay
Common overtime multipliers
| When overtime is worked | Common hourly multiplier | Start here |
|---|---|---|
| Ordinary working day | 125% of hourly rate | Work beyond eight hours |
| Rest day or special day | 169% of the ordinary hourly rate | 130% day rate × 130% overtime factor |
| Regular holiday | 260% of the ordinary hourly rate | 200% holiday rate × 130% overtime factor |
Free tools
Philippine labor calculators
Estimate pay-related amounts before reviewing the applicable rules and your actual payroll records.
What workplace issues does LaborCode.ph help users solve?
The site covers employee status, wages, overtime, working hours, resignation, final pay, dismissal, SEnA, NLRC procedures and employer compliance. Each issue path leads to a full guide, checklist or calculator.
How do the four-fold and economic dependence tests relate?
Both help determine whether an employer-employee relationship exists. The four-fold test focuses strongly on control together with hiring, payment and dismissal; economic dependence adds a broader view of the worker’s business reality.
Where should I start with a labor complaint?
Start by identifying the issue, preserving employment and pay evidence, and checking whether SEnA conciliation, DOLE assistance or an NLRC case is the correct route.
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Mas madaling maintindihang labor-law guides
Working Hours
Ilang Oras Dapat Magtrabaho Ayon sa Labor Code?
Eight-hour rule, meal breaks, 12-hour shifts, weekly rest at compressed workweek.
Basahin ang gabay →Resignation
Legal Ba ang Immediate Resignation sa Pilipinas?
Alamin kung kailan puwedeng umalis agad at anong ebidensiya ang dapat ihanda.
Basahin ang gabay →Final Pay
Kailan Makukuha ang Final Pay Pagkatapos Mag-Resign?
30-day guideline, computation, clearance at gagawin kapag delayed ang bayad.
Basahin ang gabay →Pay and Benefits
Overtime Pay: Rates, Computation at DOLE Rules
Mga rate at halimbawa para sa ordinary day, rest day at holidays.
Basahin ang gabay →PHILIPPINE LABOR LAW DECISION & COMPLIANCE PLATFORM
Start with your workplace issue
Choose dismissal, resignation, pay, working hours, filing or employer compliance. Get the legal rule, evidence, documents and practical next step.
CHOOSE YOUR SITUATION
What do you need help with?
Choose the situation closest to yours. Each path explains the legal rule, evidence to prepare, documents to review and the practical next step.
DISMISSAL
I was dismissed or forced to resign
Check the possible ground, due-process requirements, evidence, filing options and remedies.
RESIGNATION
I want to resign
Understand the 30-day notice rule, immediate resignation, turnover, final pay and certificate of employment.
PAY & BENEFITS
My pay or deductions look wrong
Review lawful deductions, payroll records, minimum wage, overtime, benefits and available remedies.
HOURS & SCHEDULES
I have a working-hours issue
Check normal hours, meal periods, overtime, rest days, night work and schedule changes.
DOLE / NLRC
I need to file or request assistance
Understand SEnA coverage, where to submit a Request for Assistance and what happens next.
EMPLOYER / HR
I need a compliance checklist
Review records, notices, payroll documents and supporting evidence expected during compliance checks.
Common Philippine labor-law questions
When can I file a labor complaint?
You may seek assistance when a workplace issue involves unpaid wages or benefits, unlawful deductions, dismissal, or another employment dispute. Start by identifying the issue, preserving records and checking whether SEnA is the appropriate first process.
When is final pay due after resignation or termination?
Final pay generally covers amounts still due after employment ends. The exact amount and timing depend on the applicable rules, records and lawful deductions. See the final pay guide and keep payroll, leave and clearance records.
Can an employee resign immediately?
Immediate resignation may be justified in limited situations, including grounds recognized by law. Review the circumstances and preserve supporting evidence before relying on it. Read the immediate resignation guide.
What evidence should I keep for a labor dispute?
Keep employment contracts, payslips, schedules, notices, messages, attendance records and other materials that show what happened. See the labor complaint evidence guide.
3 LIVE LABOR CALCULATORS
Philippine Labor Calculators
Use our free Philippine labor calculators to estimate take-home pay, final pay and pro-rated 13th-month pay. Review each breakdown and compare the result with payroll, attendance and employment records.
AVAILABLE NOW
Final Pay Calculator Philippines
Estimate unpaid salary, prorated 13th-month pay, convertible leave credits, applicable separation pay, other amounts due and documented deductions.
Includes: Unpaid salary · 13th-month pay · Leave conversion · Separation pay
Free estimate. No sign-up, and information entered is not stored.
AVAILABLE NOW
Pro-Rated 13th-Month Pay Calculator
Estimate the statutory minimum using actual basic salary earned, partial months, unpaid absences and any amount already released.
Includes: Monthly estimate · Exact payroll total · Partial months · Prior payments
Uses the basic-salary-earned ÷ 12 formula. Entries are not stored.
AVAILABLE NOW
Net Pay Calculator Philippines
Estimate monthly or semi-monthly take-home pay after employee contributions, withholding tax, loans and other payroll deductions.
Includes: SSS · PhilHealth · Pag-IBIG · Withholding tax
Monthly and semi-monthly estimates. Entries are not stored.
159-TERM PHILIPPINE LABOR LAW GLOSSARY
Start with the legal term, then find the right guide
Use the glossary for concise definitions, legal tests and related concepts. Then move to the full articles for procedures, evidence, calculations and practical next steps. You can also browse Philippine labor law by job for guidance tailored to BPO, factory, construction, retail, freelance, HR and employer situations.
Pay and Benefits
Dismissal and Remedies
Browse the Labor Code of the Philippines by Topic
Each article is assigned to one primary legal hub so you can move from a broad workplace issue to the relevant rule, evidence and remedy.
43 GUIDES
Labor Law Foundations
Start with the Labor Code, constitutional labor protection and the role of court-developed labor doctrines.
Start here:
What Is Philippine Labor Law?
Constitutional Labor Protection
Labor Law Doctrines Explained
47 GUIDES
Wages and Pay
Understand minimum wage, salary deductions, take-home pay, 13th-month pay and the rules protecting earned compensation.
Start here:
Minimum Wage in the Philippines
Unauthorized Salary Deductions
Net Pay Calculator
Pro-Rated 13th-Month Pay Calculator
14 GUIDES
Working Hours and Schedules
Review normal hours, overtime, night-shift differential, flexible arrangements and unauthorized schedule changes.
Start here:
Working Hours Under the Labor Code
Overtime Pay Guide
Night-Shift Differential
20 GUIDES
Resignation and Final Pay
Find rules on resignation notice, immediate resignation, final pay, clearance, turnover, company property and COE issuance.
Start here:
Immediate Resignation
Final Pay Calculator
Final Pay for Resigned Employees
Certificate of Employment
48 GUIDES
Termination and Dismissal
Learn the rules on just cause, constructive dismissal, illegal dismissal, due process, misconduct and security of tenure.
Start here:
Just Cause Under Philippine Labor Law
Constructive Dismissal
How to File an Illegal Dismissal Case
15 GUIDES
DOLE, SEnA and NLRC Procedures
Follow practical guidance on where to bring a workplace dispute, which cases SEnA accepts and how the filing process works.
Start here:
Cases Accepted Under SEnA
How to File SEnA in DOLE
How LaborCode.ph builds legal-content trust
Material legal claims should be traceable to statutes, official issuances or published court decisions. Editorial explanations are separated from binding legal authority, and readers may report possible errors for review.
LaborCode.ph provides general legal information and does not create a lawyer-client relationship. See the Legal Disclaimer.
159-term research library
Explore the Philippine Labor Law Glossary
Move from a plain-language definition to the related legal rule, evidence, procedure and practical next step.
Illegal DismissalIllegal Dismissal is the termination of employment without a valid just or authorized cause, or a dismissal that otherwise violates the employee’s…Read the full glossary entry →
Basic SalaryBasic salary is the regular compensation paid for services during normal working days and hours, excluding separate allowances and premium payments unless…Read the full glossary entry →
Overtime PayOvertime Pay is additional compensation due to a covered employee for work performed beyond eight hours in a workday.Also known asOT pay;…Read the full glossary entry →
Final PayFinal Pay is the total amount of wages, benefits and other monetary entitlements still due to an employee after resignation, termination or…Read the full glossary entry →
Single Entry ApproachSingle Entry Approach is a mandatory, time-bound conciliation-mediation process intended to resolve labor and employment issues before they become full formal cases.For…Read the full glossary entry →
Security of TenureSecurity of Tenure is the constitutional and statutory protection against arbitrary loss of employment, requiring a lawful ground and due process before…Read the full glossary entry →