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.
A complete guide to kasambahay rights under RA 10361 (Batas Kasambahay): current regional minimum wage, rest periods, leave, 13th month pay, SSS/PhilHealth/Pag-IBIG coverage, and the legal grounds and notice rules for ending a domestic worker’s employment.
Government workers in the Philippines are protected by the Civil Service Law and the 1987 Constitution, not the Labor Code. Here is exactly which rights they have, which they don’t (like the right to strike), and where Job Order and Contract of Service workers fit in.
No Philippine law bans a private-sector employee from holding a second job, but an employer can adopt a reasonable, clearly communicated policy restricting outside work that creates a real conflict of interest. This guide covers what makes a moonlighting policy valid, how government-employee rules differ, and what two Supreme Court cases say about enforcing it.
Philippine labor law classifies every private-sector employee along two separate axes: employment status (regular, probationary, project, casual) and rank (managerial, supervisory, rank-and-file). This guide explains both systems, the Article 219(m) test courts use to determine rank, and the real consequences for overtime pay, holiday pay, and union rights that turn on getting the classification right.
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.