Use this hub to distinguish lawful termination from illegal or constructive dismissal and to understand the evidence, notice and remedies that may apply. Employer allegations do not automatically justify dismissal; the legal ground, proof, proportionality and procedural due process must be assessed together.
Core concepts: Security of Tenure · Just Cause · Authorized Cause · Illegal Dismissal · Constructive Dismissal · Twin-Notice Rule · Separation Pay · Backwages.
Recommended starting guides: Just Cause Under Philippine Labor Law · Constructive Dismissal Guide · Constructive vs Illegal Dismissal · How to File an Illegal Dismissal Case · Separation Pay Guide.
What a Philippine factory must prove and do before retrenching workers: audited losses, less drastic measures, fair selection criteria, 30-day notice to workers and DOLE, and separation pay computed for daily-paid staff.
A manager can be dismissed for loss of trust on a reasonable basis, but only for a willful act backed by clear facts. Managerial standard, evidence and twin-notice steps.
When a delivery rider crashes or piles up traffic violations, dismissal is valid only if the rider is an employee and the negligence is gross and habitual. Status test, evidence and twin-notice steps.
Can an employer end your job before maternity leave? Understand pregnancy protection, valid fixed terms, SSS benefits, evidence and the DOLE, NLRC and SSS routes.
Restaurant crew insubordination rules in the Philippines: the two elements of willful disobedience, which floor and kitchen orders are lawful, evidence that holds up, proportionality and the NTE procedure.
Taglish guide kung pinaghahanapan ng mali sa trabaho: protektahan ang work record at dignity, sagutin ang NTE, mag-document, at alamin ang SEnA/NLRC remedies.
Going AWOL in the Philippines does not erase wages you already earned. Here is how many days actually count, whether salary, 13th-month pay, your Certificate of Employment, and final pay are still owed.
Retail cashier cash shortage rules in the Philippines: the four conditions and 20% weekly cap for salary deductions, when shortages justify dismissal for loss of trust or gross neglect, POS evidence, and the NTE procedure.
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.
When Philippine employers can suspend or dismiss a warehouse employee who tests positive for drugs: valid testing, D.O. 53-03 referral rules, evidence and due process.