Can an employer require employees to return to the office in the Philippines? Review RA 11165, telecommuting agreements, management prerogative, employee rights, evidence and next steps.
Philippine employers often bundle non-compete, confidentiality, non-solicitation and benefit-forfeiture clauses into one exit clause. Here is how each is actually tested, using the Del Castillo, Rivera, Tiu and Portillo Supreme Court rulings.
There is no single Philippine minimum wage — 17 Regional Tripartite Wages and Productivity Boards each set their own rate. See the current daily minimum wage for every region as of September 2026, including the NCR-27/NCR-28 wage order dispute, and what employees and employers should do next.
Non-compete clauses in Philippine employment contracts are neither automatically void nor automatically binding. Learn the reasonableness test courts apply, the key Supreme Court cases, and where to file a dispute.
Article 299 lets employers end employment for disease, but only with certification from a competent public health authority, strict twin-notice due process, and mandatory separation pay. Learn the three-part test, four Supreme Court rulings, and why HIV status can never be a valid ground.
Loss of trust and confidence is a valid just cause under Article 297(c) of the Labor Code only for managerial and fiduciary rank-and-file employees, and only with a genuine, work-related act proven to the right evidentiary standard. This guide covers the two-requisite test, the two classes of trust positions, Supreme Court cases, and the due process every dismissal still requires.
Wage distortion under Article 124 of the Labor Code happens when a prescribed wage increase erases the intentional pay gap between job levels. This guide explains the Supreme Court’s four-element test, the suggested NWPC correction formulas, and how disputes are resolved in unionized and non-union workplaces.
Installation of labor-saving devices is an authorized cause under Article 298. Learn the requirements, proof, notice, separation pay and differences from redundancy and retrenchment.
Last materially reviewed: September 14, 2026 A Philippine labor case does not have one fixed end date. The sequence can include a SEnA conciliation period, referral to the proper forum, case conferences, position papers, a Labor Arbiter decision, and possibly an appeal. The statutory periods below matter, but they do not mean every case is…
Organize the case file: Use the Personalized Case Document Checklist to generate an issue-, route- and stage-specific evidence list. Direct answer Build one dated evidence file that shows the employment relationship, what happened, who said what, the amount or remedy sought, and what you did to resolve the problem. The best documents depend on the…