A step-by-step employer guide to lawfully terminating an employee in the Philippines: choosing between just cause and authorized cause, running the twin-notice process or the 30-day DOLE notice, computing separation pay, and avoiding the procedural mistakes that trigger nominal damages.
Article 299 lets employers end employment for disease, but only with certification from a competent public health authority, strict twin-notice due process, and mandatory separation pay. Learn the three-part test, four Supreme Court rulings, and why HIV status can never be a valid ground.
A complete guide to kasambahay rights under RA 10361 (Batas Kasambahay): current regional minimum wage, rest periods, leave, 13th month pay, SSS/PhilHealth/Pag-IBIG coverage, and the legal grounds and notice rules for ending a domestic worker’s employment.
Philippine labor law requires disciplinary action to rest on a valid, communicated company rule, follow the twin-notice due process rule, and impose a penalty proportionate to the offense. This guide covers the legal test, the proportionality doctrine from Supreme Court cases like Sagales and Malcaba, and what employees and employers should do when discipline is on the table.
Separation pay formulas differ by cause: redundancy and labor-saving devices use one month pay per year of service, while retrenchment, closure and disease use one-half month, with a six-month fraction rounded up. This guide walks through the Article 298 and 299 formulas, worked hypothetical examples, and the Supreme Court cases that expand and limit who can claim it.
Book 6 of the Labor Code of the Philippines covers Articles 293 to 302: just and authorized causes for dismissal, the twin-notice rule, the one-month DOLE notice, separation pay formulas and statutory retirement pay. This guide explains what each article requires and links to the deeper guide for every provision.
There is no fixed peso amount for illegal dismissal in the Philippines. Learn how backwages, reinstatement or separation pay, benefits, damages, attorney’s fees and legal interest may affect the total claim.
Compare resignation, redundancy, retrenchment and just-cause termination in the Philippines — who initiates each, notice required, and separation pay.
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 willful disobedience can justify dismissal under Article 297, what employers must prove, what evidence matters, and how due process works.