Explore security of tenure in the Philippines, including lawful termination, due process, probationary employment, remedies, and key court doctrines.
Contingent employee is an HR term, not a Labor Code category. See which legal status actually applies — project, seasonal, casual, fixed-term, or agency-supplied — and what protects each worker.
Government workers in the Philippines are protected by the Civil Service Law and the 1987 Constitution, not the Labor Code. Here is exactly which rights they have, which they don’t (like the right to strike), and where Job Order and Contract of Service workers fit in.
Reinstatement after illegal dismissal in the Philippines is immediately executory once ordered by a Labor Arbiter, even on appeal. This guide covers actual vs payroll reinstatement, the refund-of-wages issue, and when separation pay may replace reinstatement under the strained relations doctrine.
Compare regular, probationary, project and casual employment in the Philippines. Learn how each status is determined, when regularization happens, and what evidence matters.
Seasonal Employment Philippines 2026: Article 295 rules, employee rights, repeated seasonal hiring, regular seasonal status, off-season treatment, evidence and lawful termination.
Separation pay and backwages are different labor-law remedies. Learn when each applies, how they are computed, and when an employee can receive both.
Learn what employees must prove in a constructive dismissal case in the Philippines, which records matter, and how to organize evidence for SEnA or NLRC proceedings.
A resignation is not necessarily voluntary just because an employee signed a resignation letter. Learn when forced resignation becomes constructive dismissal, what evidence matters, who bears the burden of proof, and what employees and employers should do next.
An employer generally does not need an employee’s consent to transfer or reassign them — but the move must pass a two-part legal test: no demotion or diminution of pay and benefits, and no unreasonableness, prejudice, or bad faith. This guide covers the Supreme Court test, key cases from 1989 to 2021, and what employees and employers should do when a transfer is disputed.
Floating status lets a security agency keep an employee on the books without pay while waiting for a new client assignment — but only for a maximum of six months. This guide covers the Article 301 legal basis, the Supreme Court’s six-month rule and burden of proof, red flags for abuse, and what happens once floating status ripens into constructive dismissal.