Learn the rights of dismissed employees, including notice, due process, security of tenure, evidence preservation, remedies, and filing options.
Labor Arbiters hear termination disputes, unfair labor practice cases, certain wage and money claims, damages claims and other cases assigned by law. This guide explains which claims belong with the NLRC and when DOLE or SEnA may come first.
Yes. A probationary employee may be terminated before six months for a just or authorized cause, or for failure to meet reasonable regularization standards that were made known at engagement. This guide explains the grounds, notice, evidence and remedies.
Learn the difference between AWOL and job abandonment in Philippine labor law, including the two legal elements, evidence, due process and next steps.
A Notice to Explain (NTE) is usually the first written notice in a Philippine just-cause disciplinary process. Learn the 5-calendar-day response rule, employee rights, evidence to preserve, and what happens next.
Learn who must prove dismissal, valid cause and due process in Philippine illegal dismissal cases, with Supreme Court rulings and evidence checklists.
Review verified Philippine illegal dismissal cases, decisive evidence, employer defenses, remedies and practical steps for employees and HR.
Learn when a Facebook post may justify dismissal, what due process employers must follow, and how employees can challenge termination in the Philippines.
An employee who is dismissed without a legally sufficient ground may file an illegal dismissal case in the Philippines. There is a deadline: an action contesting the dismissal itself prescribes in four years, while the money claims attached to it prescribe in three — see the filing deadlines compared. In most cases, the employee should…