Explore employee rights under Philippine labor law, including wages, benefits, due process, security of tenure, workplace protection, and remedies.
A quitclaim is valid in the Philippines only when it is voluntary, backed by a credible and reasonable consideration, and not contrary to law or public policy. Learn the Supreme Court’s validity test, the leading cases, and what to check before signing or drafting one.
A complete guide to workplace drug testing in the Philippines under RA 9165 and DOLE Department Order No. 53-03: random and for-cause testing, employee rights, confirmatory testing, and when a positive result can actually justify termination.
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.
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.
Service Incentive Leave Philippines 2026 guide: Article 95 eligibility, exclusions, 5-day SIL rules, cash conversion, pro-rata computation and employee remedies.
A clause-by-clause guide to the release, waiver and quitclaim Filipino workers are asked to sign at separation — what each part does, which clauses carry the least weight, and how the forum you sign in changes how final it is.
Understand the 7 working-day paternity leave benefit under RA 8187: eligibility, full pay, documents, deadlines, miscarriage coverage, and what to do if leave is denied.
Casual Employment Philippines 2026: Article 295 meaning, the necessary-or-desirable test, the one-year rule, repeated hiring, employee rights, evidence, and when a casual worker becomes regular.
Learn when employer action may be unlawful retaliation, what evidence to preserve, and whether to approach DOLE, SEnA, or the NLRC.
Learn how to file a case against your employer in the Philippines, prepare evidence, use SEnA, and proceed through DOLE or the NLRC.