Compliance guides for Philippine small business owners: payroll computation, mandatory benefits, discipline and lawful termination.
Just cause termination procedure Philippines 2026: follow the twin-notice rule from Notice to Explain and the 5-day response period through evaluation, hearing when required, and the final written decision.
Learn when management prerogative is valid under Philippine labor law, its legal limits, the evidence that matters, and what employees and employers can do next.
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 when reducing or withdrawing employee benefits may violate Philippine labor law, what evidence matters, and how employees can seek remedies.
Learn when preventive suspension is legal in the Philippines, the 30-day limit, salary rules, employee rights, evidence, procedure and remedies.
Compare legal termination and illegal dismissal in the Philippines. Learn the valid grounds, due-process rules, evidence, remedies and next steps.
Compare retrenchment and redundancy under Philippine labor law, including required proof, DOLE notice, separation pay, evidence, and employee remedies.
Avoid costly illegal dismissal claims in the Philippines. Learn the five most common employer mistakes, due-process requirements, evidence needs, and practical compliance steps.
Authorized cause termination procedure Philippines 2026: Article 298/299 grounds, 30-day employee and DOLE notice where applicable, evidence, separation-pay rates, credited service, and final documentation.
Learn how to use a net pay calculator in the Philippines to estimate take-home salary after SSS, PhilHealth, Pag-IBIG and withholding tax deductions.