LaborCode.ph for HR practitioners
Build fair, documented and defensible HR processes
Use Philippine labor-law guides, calculators and evidence-first checklists to identify missing steps before payroll, disciplinary, investigation or termination decisions are finalized.
Important: LaborCode.ph provides compliance information and procedural screening. It does not decide whether an employee should be disciplined or dismissed. Final decisions require independent human review and, when appropriate, qualified legal counsel.
Start with the HR task in front of you
Choose the workflow that matches the action you are preparing. Each path connects the governing rule, evidence to preserve and the next practical step.
Hire or classify a worker
Check employment status, probationary standards and whether the working relationship matches the contract.
Employee vs contractor →Probationary employment →
Handle an employee offense
Structure the allegation, response opportunity, evidence assessment and written decision.
Notice to Explain guide →Twin-notice procedure →
Calculate employee pay
Check wages, overtime, deductions, statutory contributions and final-pay components.
Payroll calculator →Deduction rules →
End employment properly
Identify the correct ground, notices, supporting records and payment obligations.
Termination grounds →Authorized-cause procedure →
Investigate a complaint
Protect confidentiality while documenting intake, interim measures, investigation and findings.
CODI employer procedure →Safe Spaces Act guide →
Protect employee information
Review necessity, transparency, access, retention and safeguards for workplace records.
Medical-record privacy →Remote-worker monitoring →
Core guides for HR practitioners
Use these established guides as the legal and procedural foundation for internal HR workflows.
Use an HR tool
Use calculators and structured builders as a preliminary verification layer. Check results against current records and the facts of the particular case.
NTE Response Builder
Understand the issues and evidence that a response should address.
Open builderProbationary Deadline Checker
Check the six-month period and key evaluation dates.
Check deadlinePayroll Calculator
Estimate payroll for common employment types, including kasambahay.
Calculate payrollMinimum-Wage Checker
Screen a wage result for possible minimum-wage or underpayment gaps.
Check wagesSeparation Pay Calculator
Estimate separation pay based on the selected authorized cause.
Estimate payDocument Checklist
Generate a preliminary list of documents relevant to a labor issue.
Build checklistPreparing a quitclaim for review? Use the HR Quitclaim Draft Maker to organize itemized amounts and settlement details, then arrange independent review before signing.
Evidence first: document the process before you need to defend it
A defensible HR action usually requires more than a conclusion. Preserve the records that show what happened, what rule applied and how the employee was heard.
- Employment contract and applicable company policy
- Specific acts, dates, locations and people involved
- Original supporting records and witness information
- Notice to Explain and proof of service
- Employee’s explanation and submitted evidence
- Conference or investigation notes
- Evidence actually considered by the decision-maker
- Reason the selected action is proportionate
- Written decision and proof of delivery
- Approving person, decision date and rule version used
Termination Due-Process Readiness Check
The first LaborCode Pro evaluator will help HR teams screen for missing notices, response opportunities, evidence records and decision documentation before final action.
Planned first-release checks
- Specificity of the alleged act or omission
- Company rule and possible legal ground
- Proof and method of service
- Reasonable response opportunity
- Evidence and explanation review
- Decision documentation and proportionality
The evaluator will identify process gaps. It will not decide whether an employee should be dismissed.
Request an HR process review
Use this inquiry for a defined review of an HR workflow, such as disciplinary procedure, payroll deductions, probationary evaluation, CODI process or authorized-cause documentation.
A first review identifies the process stage, missing documents and areas that may need qualified legal counsel. It does not create an attorney-client relationship or include legal representation.
Methodology and legal boundaries
The value of a compliance tool depends on transparent sources, current rules and a clear line between procedural screening and legal judgment.
How resources are built
- Organized around Philippine statutes, regulations, official issuances and court decisions
- Connected to claim-level sources and related LaborCode.ph explanations
- Reviewed for applicable dates, procedural sequence and known exceptions
- Corrected when reliable official information shows that an update is needed
- Designed to expose the rule, evidence needed and next step
Editorial Policy →
Source and Citation Policy →
Corrections Policy →
What LaborCode.ph does not do
- Does not decide whether an employee should be disciplined or dismissed
- Does not guarantee that a procedure or calculation is legally sufficient
- Does not replace the employer’s independent factual review
- Does not create an attorney-client relationship through use of this page
- Does not accept confidential employee files through these initial forms
High-risk matters—including dismissal, harassment, union disputes, pending complaints and large workforce reductions—should be reviewed by qualified Philippine counsel.