Labor Law Terms in Tagalog: English-Filipino Glossary of Philippine Workplace Terms
Many Philippine labor law terms live in two languages at once. A memo might say “Notice to Explain,” but the employee discussing it with family calls it a “paalala” or simply says they were “pinapaliwanag.” A dismissed worker says they were “tinanggal,” but that single Filipino word can describe anything from a lawful end-of-contract to an illegal dismissal — two outcomes with very different legal consequences.
This mismatch causes real confusion. Workers search for legal terms in Filipino, read explanations in English, and are often unsure whether the Filipino word they heard at work actually matches the legal concept it is supposed to describe.
This glossary bridges that gap. It lists the English legal terms used throughout Philippine labor law and labor jurisprudence, alongside the Filipino or Tagalog words and phrases commonly used for them in workplaces, HR offices, and everyday conversation — with a plain-language meaning for each, and a link to LaborCode.ph’s full guide where a deeper legal explanation is available.
Direct Answer
Philippine labor law itself is written, interpreted, and officially decided in English — the Labor Code, Supreme Court decisions, and Department of Labor and Employment (DOLE) issuances all use English as the controlling text.[2] Filipino terms for labor law concepts (such as katiyakan sa trabaho for security of tenure, or separation pay itself, which is commonly left untranslated) are descriptive, commonly used equivalents that help workers and employers understand a concept — they are not official legal translations with independent legal force, except where a law’s Filipino short title is itself official, such as Republic Act No. 10361, popularly and officially known as the Batas Kasambahay.[4]
Both Filipino and English are official languages of the Philippines under the 1987 Constitution, which is why bilingual use is normal in workplaces, DOLE field offices, and Single Entry Approach (SEnA) conciliation — even though the written law and formal decisions remain in English.[3] When precision matters — a deadline, a computation, a due-process requirement — the safest approach is to confirm the English legal term and read the full explanation, which is why every entry below links to LaborCode.ph’s dedicated guide on that topic.
Key Takeaways
- The Labor Code (Presidential Decree No. 442), Supreme Court decisions, and DOLE issuances are promulgated in English, and the English text is what DOLE, the NLRC and the courts apply.
- Filipino terms in this glossary are commonly used, descriptive equivalents meant to aid understanding — not substitute legal text.
- A law’s popular Filipino short title can be official, such as Batas Kasambahay for RA 10361, even though the law’s full text is in English.
- Colloquial words like “tanggal” are used loosely for both resignation and dismissal in everyday speech, even though these have very different legal consequences.
- Some terms — SSS, PhilHealth, AWOL, DOLE, NLRC — are used identically in Filipino and English conversation because they are acronyms or proper names, not translated words.
- Using the “wrong” Filipino word for a concept does not weaken a DOLE or NLRC complaint; the facts and evidence matter more than terminology.
- Both Filipino and English are official languages of the Philippines, so explaining your situation in Filipino at a SEnA desk or DOLE office is normal.
- When a legal notice, memo, or computation is unclear, the safer step is to ask for a plain-language or Filipino explanation in writing, not to guess at a translated term.
Legal Basis
| Authority | Classification | Rule Supported | Effect |
|---|---|---|---|
| 1987 Constitution, Art. XIII, Sec. 3 | Constitutional provision | State policy of full protection to labor and security of tenure, the foundation for most terms in this glossary | Binding law |
| Labor Code of the Philippines (PD 442), Art. 3 | Statute | Declaration of Basic Policy affording protection to labor and promoting full employment | Binding law |
| 1987 Constitution, Art. XIV, Secs. 6–7 | Constitutional provision | Filipino and English are both official languages of the Philippines, the basis for bilingual use in workplaces and government proceedings | Binding law |
| Republic Act No. 10361 (“Batas Kasambahay”) | Statute | Example of a labor statute whose popular Filipino short title is itself official, alongside its English text | Binding law |
Why Filipino Terms Matter in Philippine Workplaces
English is the language of the Labor Code, the Rules of Court, and every Supreme Court decision interpreting labor law. At the same time, the great majority of conversations between rank-and-file employees, supervisors, and HR staff happen in Filipino or a mix of Filipino and English often called “Taglish.”
That gap matters for three practical reasons. First, a worker who only recognizes the Filipino word for a concept may not realize it has a precise legal meaning with deadlines and documentary requirements attached — “preventive suspension” is not just “pinasuspinde”: under the Labor Code’s implementing rules, as applied by the Supreme Court, it may not exceed 30 days.[7] Second, employers drafting notices and memos in English risk a due-process challenge later if an employee genuinely did not understand the charge against them. Third, search behavior shows many workers look for answers in Filipino first — typing “ano ang AWOL” or “paano mag-resign nang maayos” — before finding the English legal explanation they ultimately need.
This glossary is built to meet that search behavior directly: find the Filipino or colloquial term you already know, confirm the English legal concept it maps to, and follow the link to the full guide.
How to Use This Glossary
Each table below lists an English legal term, the Filipino or Tagalog word or phrase commonly used for it in Philippine workplaces, and a short plain-language meaning. Where LaborCode.ph has a dedicated guide on the topic, the term links directly to it.
A few terms — SSS, PhilHealth, Pag-IBIG, DOLE, NLRC, AWOL — are used identically in Filipino and English speech because they are acronyms, agency names, or loanwords without a separate Filipino version. These are included because they are exactly the kind of term workers search for “in Tagalog” even though the answer is that the English form is also the Filipino form.
The Filipino renderings here are the common, descriptive equivalents used in everyday Philippine workplace conversation. They are offered to aid understanding, not as an official translation of the law itself — where a specific peso amount, deadline, or procedure matters, rely on the English legal text and the linked guide, not the translation alone. For English-only definitions, see the Philippine Labor Law Glossary; for guides written in Filipino, see Mga Gabay sa Labor Law sa Filipino.
Employment Status and Tenure Terms
| English Term | Common Filipino/Tagalog Term | What It Means |
|---|---|---|
| Employee | Empleyado / Manggagawa | A person who performs work for another under that person’s control. See the Four-Fold Test used to determine this relationship. |
| Employer | Amo / Employer | The person or entity that hires, pays, and exercises control over an employee’s work. See Employee vs Employer: Legal Definitions. |
| Regular Employee | Regular na Empleyado | A worker engaged to do activities usually necessary or desirable in the employer’s usual business, or a casual worker who has rendered at least one year of service (continuous or broken) in that activity; entitled to security of tenure (Labor Code Art. 295).[2] See Article 295: Who Is a Regular Employee. |
| Probationary Employee | Probationary na Empleyado / Nasubok | A worker on trial, generally for no more than six months from the start of work, judged against reasonable standards made known at hiring (Labor Code Art. 296).[2] See Regular vs Probationary vs Project vs Casual. |
| Security of Tenure | Katiyakan sa Trabaho / Seguridad sa Trabaho | The constitutional and statutory right not to be dismissed except for just or authorized cause and with due process. See Security of Tenure in the Philippines. |
| Independent Contractor | Nagsasariling Kontraktor | A person who provides services without being under the control of the hiring party, and is therefore not an employee. See Employee vs Independent Contractor. |
| Constructive Dismissal | Di-Tuwirang Pagtanggal | A “resignation” forced by the employer’s own acts, such as an unjustified demotion, a pay cut or unbearable treatment; the law treats it as a dismissal, not a voluntary exit. See Evidence of Constructive Dismissal. |
Discipline and Due Process Terms
| English Term | Common Filipino/Tagalog Term | What It Means |
|---|---|---|
| Just Cause | Makatwirang Dahilan | A ground for dismissal tied to the employee’s own conduct, such as serious misconduct or gross and habitual neglect of duties (Labor Code Art. 297).[2] See Just Cause Termination: Article 297 Grounds and Due Process. |
| Authorized Cause | Awtorisadong Dahilan | A ground for ending employment tied to business reasons, such as redundancy or closure, not employee fault. See Redundancy in the Philippines. |
| AWOL (Absence Without Official Leave) | AWOL (used as-is in Filipino speech) | Unauthorized absence from work; on its own it is not the same as abandonment, which requires a clear intent to sever the employment relationship. See AWOL Meaning and Legal Consequences. |
| Abandonment | Pagtalikod sa Trabaho | A just cause for dismissal requiring both unjustified absence and a clear, provable intent to no longer return to work. See AWOL vs Job Abandonment. |
| Preventive Suspension | Pansamantalang Suspensyon | A temporary removal from work, generally without pay, while an employer investigates an alleged offense; it may not exceed 30 days.[7] See Preventive Suspension: 30-Day Rule. |
| Notice to Explain (NTE) | Paunawa Para Magpaliwanag / Abiso | The first of the two required notices in just-cause dismissal, giving the employee at least five calendar days from receipt to respond in writing.[6] See Notice to Explain: 5-Day Response. |
| Twin-Notice Rule | Patakaran ng Dalawang Abiso | The due-process requirement of a first notice stating the charge and a second notice stating the decision, with an opportunity to be heard between them.[6] See Twin-Notice Rule Step by Step. |
Separation, Dismissal and Remedy Terms
| English Term | Common Filipino/Tagalog Term | What It Means |
|---|---|---|
| Illegal Dismissal | Iligal na Pagtanggal / Ilegal na Pagpapaalis | A dismissal without valid just or authorized cause, without due process, or both. See Evidence Needed to Prove Illegal Dismissal. |
| Separation Pay | Separation Pay / Bayad sa Pagkakahiwalay | A statutory payment due on certain authorized-cause terminations, and sometimes awarded instead of reinstatement. See How to Compute Separation Pay. |
| Backwages | Backwages / Nawalang Sahod | Wages an illegally dismissed employee should have earned had they not been dismissed, computed from the time compensation was withheld up to actual reinstatement (Labor Code Art. 294).[5] See How to Calculate Backwages. |
| Reinstatement | Pagbabalik sa Trabaho | Restoring an illegally dismissed employee to their former position, either actually or through payroll reinstatement pending appeal. See Reinstatement After Illegal Dismissal. |
| Quitclaim | Kasulatan ng Pagwaksi / Quitclaim | A document where an employee waives further claims, usually in exchange for payment; courts void unfair or involuntary ones. See What Is a Quitclaim?. |
| Retrenchment | Retrenchment / Pagbawas ng Tauhan Dahil sa Pagkalugi | An authorized-cause termination to prevent business losses, requiring proof of actual or imminent losses and written notice to the affected workers and DOLE at least one month before the intended date (Labor Code Art. 298).[2] See Retrenchment: Valid Grounds and Separation Pay. |
Wages, Hours and Pay Terms
| English Term | Common Filipino/Tagalog Term | What It Means |
|---|---|---|
| Minimum Wage | Pinakamababang Sahod | The lowest daily wage rate an employer may lawfully pay, set per region by wage order. See Minimum Wage: Current Rates by Region. |
| Basic Salary / Basic Pay | Batayang Sahod | The base pay rate used to compute most other statutory benefits. See Basic Salary: What It Means. |
| 13th Month Pay | Ika-13 Buwang Sahod | A mandatory benefit equal to one-twelfth of the basic salary earned within the calendar year, under Presidential Decree No. 851.[15] See 13th Month Pay: Who Qualifies. |
| Overtime Pay | Dagdag-Bayad sa Sobrang Oras | Additional pay for work beyond eight hours a day: at least 25% on top of the regular wage for that hour on an ordinary working day (Labor Code Art. 87).[2] See Overtime, Holiday and Night Differential Calculator. |
| Night Shift Differential | Dagdag-Bayad sa Gabing Trabaho | A premium of at least 10% of the regular wage for each hour worked between 10 p.m. and 6 a.m. (Labor Code Art. 86).[2] See the calculator linked above. |
| Holiday Pay | Bayad sa Araw ng Pista Opisyal | The regular daily wage paid on regular holidays even when no work is done (except in retail and service establishments regularly employing fewer than ten workers), plus higher rates for work on holidays (Labor Code Art. 94).[2] Special days follow separate rules. See Philippine Holidays: Complete List With Holiday Pay. |
| Service Incentive Leave (SIL) | Bakasyong May Bayad | Five days of paid leave a year for employees with at least one year of service, unless they already get at least five days of paid vacation leave or work in an establishment regularly employing fewer than ten employees (Labor Code Art. 95).[2] See Service Incentive Leave: 5-Day Rule. |
| Payslip | Payslip / Resibo ng Sahod | The itemized record of earnings and deductions for a pay period, which lets an employee check actual pay against what the law requires. See Payslip Requirements in the Philippines. |
Leave and Social Benefits Terms
| English Term | Common Filipino/Tagalog Term | What It Means |
|---|---|---|
| Maternity Leave | Bakasyong Pang-Ina | 105 days of paid leave for live childbirth (60 days for miscarriage or emergency termination of pregnancy, and 15 more days for a qualified solo parent) under RA 11210; the cash benefit is paid through SSS, with employers generally paying any salary differential.[8] See Maternity Leave: 105-Day Leave Guide. |
| Paternity Leave | Bakasyong Pang-Ama | Seven days with full pay for a married male employee for each of the first four deliveries (including miscarriage) of his legitimate spouse with whom he is cohabiting, under RA 8187.[9] See Paternity Leave: RA 8187 Rules. |
| Solo Parent Leave | Bakasyon ng Solo Parent | Up to seven working days of paid parental leave a year for a solo parent employee with at least six months of service, under RA 11861.[10] See Solo Parent Leave: 7-Day Leave. |
| VAWC Leave | Bakasyon Ayon sa Batas Laban sa Karahasan sa Kababaihan at Kanilang Mga Anak | Up to 10 days of paid leave for victim-survivors of violence against women and their children under Section 43 of RA 9262, extendible when the necessity arises as specified in the protection order.[11] See VAWC Leave: 10-Day Leave. |
| SSS | SSS (used as-is) | The Social Security System, providing sickness, maternity, disability, retirement, and death benefits for private-sector workers. See What Is SSS in the Philippines?. |
| PhilHealth | PhilHealth (used as-is) | The national health insurance program providing hospitalization and medical benefit coverage. See What Is PhilHealth?. |
| Pag-IBIG | Pag-IBIG Fund (used as-is) | The Home Development Mutual Fund, providing savings, housing loans, and short-term loan benefits. See What Is Pag-IBIG Fund?. |
| Kasambahay | Kasambahay (Filipino term used in the English law itself) | A domestic worker covered by RA 10361, with its own rules on wages, rest days, and benefits. See Kasambahay Rights and Benefits. |
Unions, Agencies and Dispute Resolution Terms
| English Term | Common Filipino/Tagalog Term | What It Means |
|---|---|---|
| Collective Bargaining Agreement (CBA) | Kasunduang Kolektibo sa Pagtatrabaho | A negotiated contract between a union and employer covering wages, benefits, and working conditions. See Collective Bargaining Agreement in the Philippines. |
| Labor Union | Unyon ng mga Manggagawa | An organization of employees formed to negotiate collectively with an employer. See How to Form and Register a Labor Union. |
| Unfair Labor Practice | Di-Makatarungang Gawi sa Paggawa | Acts by an employer or union that violate the right to self-organization and collective bargaining. See Unfair Labor Practice: Employer and Union Violations. |
| SEnA (Single Entry Approach) | SEnA (used as-is) | The mandatory conciliation-mediation step that labor and employment issues generally go through at DOLE before a formal case, under RA 10396.[12] See How to File SEnA in DOLE and What Happens When SEnA Fails. |
| DOLE | DOLE (used as-is) | The Department of Labor and Employment, the primary government agency enforcing labor standards. See How to File a Complaint With DOLE. |
| NLRC | NLRC (used as-is) | The National Labor Relations Commission, the quasi-judicial body that hears illegal dismissal and money-claim cases. See DOLE or NLRC: Where to File. |
| Labor Arbiter | Labor Arbiter (used as-is; not a “tagapamagitan” or mediator, because the arbiter decides the case) | The NLRC official who hears and decides labor cases at the first level. See Labor Arbiter: Proceedings and Appeal Bond. |
Common Mix-Ups and False Cognates
Several everyday Filipino words are used loosely for more than one legal concept, which can cause real confusion about what rights or remedies actually apply.
- “Tanggal” covers both resignation and dismissal in casual speech. Someone who resigned voluntarily and someone who was illegally dismissed might both say they were “tinanggal,” but only the second situation can support an illegal dismissal complaint. The distinction changes whether separation pay, backwages, or nothing at all is owed.
- “Contractual” has no single legal meaning. Workers often call themselves “contractual” whether they are actually on a fixed-term contract, a project-based engagement, an agency placement under labor-only contracting rules, or simply short-term hires. Each category has different legal consequences and a different test for when regularization applies.
- “AWOL” is sometimes used as if it were already a finding of abandonment. Being absent without notice is not, by itself, abandonment; abandonment also requires a clear, provable intent never to return, as explained in the AWOL vs Job Abandonment guide linked above.
- “Separation pay” is often assumed to apply to every exit from a job. It generally does not apply to employees who resign voluntarily or who are validly dismissed for just cause — it is tied mainly to authorized-cause terminations and specific exceptions recognized by the courts.
- “Regular” is often used loosely to mean “permanent” or “full-time.” In law, “regular employee” is a specific status under Article 295 tied to the nature of the work or length of service, not simply to having a permanent-sounding job title.
What to Do Next
If you are an employee
- Identify the English legal term first. Use this glossary to match the Filipino word or phrase you heard to its English legal concept before deciding what it means for your situation.
- Ask for clarification in writing if a notice or memo is unclear. You may request a plain-language or Filipino-language explanation from HR without waiving your right to respond within any deadline stated in the notice.
- Read the full guide linked for that term. A one-line definition is not enough to assess deadlines, required evidence, or amounts owed — the linked LaborCode.ph guide covers these in detail.
- Keep your own documents and notes (contracts, notices, payslips, messages) so you can compare what you were told against what the law actually requires.
- File a SEnA Request for Assistance at the nearest DOLE office if the problem is not resolved with your employer. Conciliation-mediation is the mandatory first step for labor and employment issues under RA 10396,[12] you can explain your situation in Filipino, and you do not need to know the English legal term. Bring a valid ID, your contract or appointment papers, payslips, any notices or memos, and messages that show what happened. See How to File SEnA in DOLE.
- If SEnA ends without a settlement, follow the referral to the right office. The SEnA officer endorses or refers the case to the office with jurisdiction — for example an NLRC Labor Arbiter for illegal dismissal and related money claims, or the appropriate DOLE office.[12] Use Where Should I File? DOLE, NLRC or SEnA to check the likely forum.
- Watch the deadlines. Money claims arising from employment must be filed within three years from when the cause of action accrued (Labor Code Art. 306),[2] and the Supreme Court has held that an illegal dismissal complaint must be filed within four years, under Article 1146 of the Civil Code.[14] See Labor Money Claims and Prescription Periods or the Labor Claim Filing Deadline Calculator.
If you are an employer
- Do not rely on English legal jargon alone in notices to rank-and-file employees who may be more comfortable in Filipino. Philippine due-process rules require that a notice actually inform the employee of the charge — ambiguity can later be challenged as a due-process defect.
- Provide a Filipino-language or plain-language summary alongside important English documents such as Notices to Explain, termination notices, and company policies, particularly in industries where Filipino is the primary working language.
- Train HR staff and supervisors on precise terminology. Avoid labeling a case “AWOL” or “tanggal” in internal records before the correct legal classification and due process are complete, since loose labeling can undercut your position later.
- Keep acknowledgment records showing the employee received and understood a notice, including a translated or plain-language version where used.
- Review your employee handbook to make sure Filipino or bilingual explanations of key terms are current with the law, including provisions affected by recent legislation such as RA 12063 (the EBET Framework Act of 2024), which repealed the Labor Code’s apprenticeship and learnership chapters (Book Two, Title II, Chapters 1 and 2) and the Dual Training System Act (RA 7686).[13]
- Follow the due-process timelines and answer SEnA properly. Give at least five calendar days to answer a Notice to Explain,[6] keep any preventive suspension within 30 days,[7] and if an employee files a SEnA request, attend the conference with payroll, time records and the notices you issued — a settlement there can end the dispute before a formal case is filed.
Employer Compliance Checklist
- Use legally accurate terms in employment contracts, memos, and notices, and avoid substituting colloquial labels for the correct legal classification.
- Offer a Filipino-language or plain-language explanation alongside English legal notices for employees who may not be fully fluent in English.
- Train supervisors and HR staff on the legal difference between similar-sounding terms, such as resignation versus dismissal, or separation pay versus backwages.
- Keep signed or logged acknowledgment records showing an employee received and understood a disciplinary or termination notice.
- Periodically review company policies and handbooks against current law, including repealed or renumbered Labor Code provisions.
- Point employees to official DOLE, NLRC, or SEnA resources when a dispute turns on the meaning of a specific legal term.
Frequently Asked Questions
Is there an official Filipino translation of the Labor Code?
The Labor Code (Presidential Decree No. 442) was promulgated in English, and the English text is what DOLE, the NLRC and the courts apply. Any Filipino-language explainer you come across is an aid to understanding, not the controlling text.
Can I file a DOLE or NLRC complaint in Filipino?
You can describe your situation and communicate in Filipino during Single Entry Approach (SEnA) conciliation-mediation and in conversations with DOLE or NLRC staff, since both Filipino and English are official languages of the Philippines. Formal pleadings in NLRC proceedings are typically prepared in English, but you do not need to know the exact legal term in English to start the process.
Does using the wrong Filipino term affect my labor complaint?
No. DOLE and NLRC proceedings focus on the facts and evidence of your case, not on whether you used the precise legal term. Describing what happened in your own words is sufficient to start the process; the correct legal classification is something your case will be evaluated against once filed.
What is the real difference between “tanggal” and a legal “dismissal”?
“Tanggal” is a general Filipino word that can describe a resignation, an authorized-cause separation, a just-cause dismissal, or an illegal dismissal. “Dismissal” in Philippine labor law specifically refers to an employer-initiated termination, which must be backed by a valid just or authorized cause and proper due process to be lawful.
Why do terms like AWOL, SSS, and DOLE stay in English even in Filipino conversation?
These are acronyms and proper names rather than translated words, so Filipino speakers generally use them exactly as written in English. Even where a Filipino rendering of an agency name exists, the acronym is what workers see on forms, office signs and notices.
Is “kasambahay” the same as “katulong”?
Both words are used in everyday speech for a household helper, but the law uses “kasambahay” as the formal covered term under RA 10361 (the Domestic Workers Act, or Batas Kasambahay), which applies regardless of which colloquial word a household uses.
Where can I find the full legal explanation behind a term in this glossary?
Each entry links directly to LaborCode.ph’s dedicated guide on that topic, covering the legal basis, computation or procedure, and what to do next in more depth than a glossary entry can provide.
Conclusion
Philippine labor law is written and decided in English, but it is lived, discussed, and disputed largely in Filipino. This glossary exists to connect the two — so that a worker who knows the Filipino word for a problem can quickly find the English legal concept behind it, and the full explanation of what it means for their situation.
Treat the Filipino terms here as a starting point for understanding, not as a substitute for the underlying law. When a specific deadline, computation, or procedure is at stake, follow the link to the full guide, and when a dispute cannot be resolved directly with an employer or employee, DOLE’s Single Entry Approach is designed to work comfortably in either language.
Sources and Legal Citations
Constitution
[1] 1987 Constitution of the Republic of the Philippines, Article XIII, Section 3, The LawPhil Project. Supports: the constitutional policy of full protection to labor and security of tenure underlying most terms in this glossary. Status: verified official source.
[3] 1987 Constitution of the Republic of the Philippines, Article XIV, Sections 6–7, The LawPhil Project. Supports: Filipino and English as official languages of the Philippines, the basis for bilingual use in workplaces and government proceedings. Status: verified official source.
Labor Code
[2] Presidential Decree No. 442, Labor Code of the Philippines (The LawPhil Project). Supports: Article 3 (basic policy of protection to labor); Articles 86 (night shift differential), 87 (overtime), 94 (holiday pay) and 95 (service incentive leave); and, under the renumbering in DOLE Department Advisory No. 1, Series of 2015, Articles 295 (regular and casual employment), 296 (probationary employment), 297 (just causes), 298 (closure and retrenchment notice) and 306 (three-year period for money claims). LawPhil shows these Book Six and Book Seven provisions under their original numbers (Articles 280, 281, 282, 283 and 291). Statute.
[5] Republic Act No. 6715, amending the Labor Code (The LawPhil Project). Supports: backwages computed from the time compensation was withheld up to actual reinstatement (now Labor Code Article 294). Statute.
Republic Acts and Decrees
[4] Republic Act No. 10361, Domestic Workers Act or “Batas Kasambahay,” Section 1 (The LawPhil Project). Supports: the Act’s official short title, which includes the Filipino name “Batas Kasambahay.” Statute.
[8] Republic Act No. 11210, 105-Day Expanded Maternity Leave Law (The LawPhil Project). Supports: 105, 60 and additional 15 days of maternity leave; SSS benefit and employer salary differential. Statute.
[9] Republic Act No. 8187, Paternity Leave Act of 1996 (The LawPhil Project). Supports: seven days of paternity leave for the first four deliveries. Statute.
[10] Republic Act No. 11861, Expanded Solo Parents Welfare Act (The LawPhil Project). Supports: up to seven working days of parental leave for solo parent employees with at least six months of service. Statute.
[11] Republic Act No. 9262, Anti-Violence Against Women and Their Children Act of 2004, Section 43 (The LawPhil Project). Supports: up to ten days of paid leave, extendible as specified in the protection order. Statute.
[12] Republic Act No. 10396, mandatory conciliation-mediation of labor and employment issues (The LawPhil Project). Supports: SEnA as the mandatory first step and endorsement or referral of unsettled cases. Statute.
[13] Republic Act No. 12063, Enterprise-Based Education and Training (EBET) Framework Act, Section 36 (The LawPhil Project). Supports: repeal of Labor Code Book Two, Title II, Chapters 1 and 2 (apprentices and learners) and RA 7686. Statute.
[15] Presidential Decree No. 851, 13th-Month Pay Law (The LawPhil Project). Supports: 13th-month pay as one-twelfth of basic salary within a calendar year. Statute.
Jurisprudence
[6] King of Kings Transport, Inc. v. Mamac, G.R. No. 166208, June 29, 2007. Supports: at least five calendar days from receipt of the notice to answer the charge, and the opportunity to be heard. Jurisprudence.
[7] Hyatt Taxi Services, Inc. v. Catinoy, G.R. No. 143204, June 26, 2001. Supports: preventive suspension may not exceed the maximum period of 30 days under the implementing rules. Jurisprudence.
[14] Callanta v. Carnation Philippines, Inc., G.R. No. L-70615, October 28, 1986. Supports: an illegal dismissal action must be brought within four years under Article 1146 of the Civil Code. Jurisprudence.
Sources rechecked as of: October 5, 2026
This guide is for general educational and legal-information purposes only and is not legal advice. The Filipino and Tagalog terms given here are commonly used descriptive equivalents intended to aid understanding; they are not official legal translations, and the English text of the Labor Code, DOLE issuances, and Supreme Court decisions remains controlling. Employment classification and labor disputes depend on specific facts, evidence, applicable law and current jurisprudence. Employees and employers may need assistance from DOLE, the NLRC, another appropriate government authority, or a qualified Philippine labor lawyer. LaborCode.ph is an independent information platform and is not a government agency, tribunal or law firm.
— LaborCode.ph Editorial Team
