Guides for Philippine union members and organizers: the right to self-organization, collective bargaining, grievance machinery and strike procedure.
Rank-and-file status is defined by exclusion under Article 219(m) of the Labor Code: anyone who is not managerial or supervisory. Learn the test, the full overtime, 13th-month pay and union rights that come with it, and what to do if your employer misclassifies you.
Employees in the Philippine private sector may form a labor union, but the union only gains legal personality and the rights of a legitimate labor organization once DOLE issues its certificate of registration under Article 240 of the Labor Code.[2] An independent union must show members making up at least 20% of the employees in…
Unfair labor practice under Philippine law covers specific acts by employers or unions that attack the right to self-organize or the duty to bargain in good faith — from interference and dues withholding to bad-faith bargaining. This guide explains Articles 259 and 260 of the Labor Code, the one-year filing deadline, and what three Supreme Court cases teach about proving (and defending against) a ULP claim.
Learn the Article 219(m) test that defines a supervisory employee in the Philippines, how it differs from managerial and rank-and-file status, the union and overtime consequences, and the Supreme Court cases that settled the line.
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.
A complete guide to collective bargaining agreements (CBAs) in the Philippines: who has the right to negotiate one, the legal procedure and deadlines under the Labor Code, what a valid CBA must contain, its five-year and three-year terms, and what happens when an employer or union refuses to bargain in good faith.
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.
Learn when reducing or withdrawing employee benefits may violate Philippine labor law, what evidence matters, and how employees can seek remedies.
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.