Article 300 allows an employer to hold an employee liable for damages when the required resignation notice is not served, but this is not an automatic fixed 30-days-of-salary penalty. Learn what must be proven and what exceptions apply.
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.
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.