Philippine Labor Law Glossary
Definition: Unfair labor practice refers to prohibited employer or labor-organization conduct that violates employees’ right to self-organization or the parties’ duty to bargain collectively and disrupts industrial peace.
Sa Filipino · Filipino Explanation
Ano ang unfair labor practice?
Ang unfair labor practice ay tumutukoy sa ipinagbabawal na gawi ng employer o ng labor organization na lumalabag sa karapatan ng mga empleyado sa self-organization o sa tungkulin ng mga panig na makipag-bargain collectively, at gumugulo sa industrial peace.
Nakasaad sa Articles 258 hanggang 260 ng renumbered Labor Code ang mga gawaing itinuturing na unfair labor practice.
What Unfair Labor Practice Means
Unfair labor practice is a specific statutory concept, not a general label for every unfair workplace act. It focuses on conduct that interferes with self-organization, union membership, collective bargaining or the free relationship between labor and management.
The Labor Code separately identifies employer ULPs and labor-organization ULPs. A dispute may involve civil labor remedies and, subject to legal requirements, possible criminal liability for responsible natural persons.
Core Legal Rules
- Employer ULPs include interference with self-organization, discrimination intended to encourage or discourage union membership, domination of a labor organization and refusal to bargain in good faith.
- Labor-organization ULPs include coercion of employees, causing unlawful discrimination, refusal to bargain and prohibited exactions or negotiation fees.
- Ordinary CBA violations are generally treated as grievances unless refusal to comply with economic provisions is gross, flagrant or malicious under the governing rule.
- ULP allegations require factual support showing the protected labor-relations right and the prohibited conduct.
- Unfair treatment unrelated to self-organization or collective bargaining may involve another labor claim but is not automatically ULP.
Evidence That May Matter
| Evidence | Why it matters |
|---|---|
| Union and bargaining communications | May show interference, refusal to bargain or anti-union motive. |
| Employment-action records | Help compare treatment of union supporters and similarly situated employees. |
| CBA proposals and negotiation minutes | Show attendance, proposals, responses and possible bad-faith bargaining. |
| Witness statements | May establish threats, coercion, domination or discriminatory instructions. |
| Timing chronology | Helps connect protected union activity with the challenged action. |
Why the Term Matters
Correctly identifying ULP determines the proper allegations, evidence and potential remedies. Mislabeling an ordinary personnel dispute as ULP can obscure the actual claim.
Practical Example
Hypothetical example: An employer threatens employees with dismissal if they support a union and then selectively disciplines visible union organizers without a legitimate basis. The conduct may support an employer-ULP claim if proved.
Common Misunderstanding
Misunderstanding: Any unreasonable management decision is an unfair labor practice.
Correct approach: ULP requires a connection to self-organization, union rights or collective bargaining and must fall within the statutory concept.
Related Glossary Terms
Sources and Legal Citations
- Book V — Labor Relations, Labor Code of the Philippines — Official source.
- DOLE Department Order No. 40-03, as amended — Official source.
Sources rechecked as of: August 6, 2026
Disclaimer
This glossary entry is for general educational and legal-information purposes and is not legal advice. Labor disputes depend on specific facts and current law. LaborCode.ph is independent and is not a government website, tribunal or law firm.