Use this hub to understand the legal framework that determines whether Philippine labor protections apply and how employment relationships are classified. Start here before analyzing wages, working hours, resignation or dismissal.
Core concepts: Employer-Employee Relationship · Four-Fold Test · Control Test · Regular Employment · Probationary Employment · Independent Contractor.
Recommended starting guides: Philippine Labor Law Overview · Constitutional Labor Protection · Labor Law Doctrine · 6-Month Probation Period.
Employee non-disclosure agreements are enforceable in the Philippines under the Civil Code’s freedom to contract, but only within limits set by the Labor Code, the Revised Penal Code and Supreme Court jurisprudence on reasonableness and trade secrets. This guide explains what makes an NDA valid, what legally counts as a trade secret, and what happens when an employee or employer crosses the line.
Apprenticeship and learnership let employers pay a reduced training wage, but only under strict Labor Code and TESDA rules. This guide explains the differences, the 75% wage floor, and the Supreme Court cases that turn an unapproved training agreement into regular employment.
Compare regular, probationary, project and casual employment in the Philippines. Learn how each status is determined, when regularization happens, and what evidence matters.
Republic Act 9231 sets 15 as the Philippines’ general minimum working age and bans hazardous work under 18. This guide covers the two lawful exceptions for children under 15, the DOLE Working Child Permit, hour limits, and 2026’s new rules for child social media content creators.
If reasonable regularization standards were not made known when a probationary employee was hired, Philippine jurisprudence generally treats the employee as regular. This guide explains the rule, evidence and employer risk.
Employment Contract Philippines 2026 guide: valid and risky clauses, probation, fixed terms, deductions, non-compete rules, benefits, termination language, evidence and what happens when a contract conflicts with labor law.
Seasonal Employment Philippines 2026: Article 295 rules, employee rights, repeated seasonal hiring, regular seasonal status, off-season treatment, evidence and lawful termination.
The Magna Carta of Women (RA 9710) gives Filipino women workers a right to decent work and broad protection from workplace discrimination, on top of the Labor Code’s equal-pay and anti-marriage-discrimination rules. This guide covers what Section 22 requires of employers, the Supreme Court cases enforcing it, and what employees and employers should each do.
A practical guide to RA 11313 workplace sexual harassment: covered conduct, employee evidence and reporting, employer duties, CODI procedure, retaliation, penalties and filing periods.
Article 219 of the Labor Code broadly defines employer and employee, so Philippine courts apply the four-fold test — selection, wages, dismissal, and control — to determine who really counts as which. Learn the test, employer types, and the Supreme Court cases that define it.