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.
Yes. A probationary employee may be terminated before six months for a just or authorized cause, or for failure to meet reasonable regularization standards that were made known at engagement. This guide explains the grounds, notice, evidence and remedies.
Retrenchment Philippines 2026 guide: valid grounds, proof of actual or reasonably imminent substantial losses, fair selection criteria, 30-day employee and DOLE notice, separation pay, evidence and remedies.
Redundancy Philippines 2026 guide: legal requirements, fair selection criteria, 30-day employee and DOLE notice, separation pay, evidence, good faith and how to challenge an invalid redundancy.
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.
AWOL is not a Labor Code ground for dismissal by itself. Learn what absence without official leave actually means, when it legally becomes abandonment of work, and what due process employers must still follow before a valid AWOL dismissal.
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.
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.
Learn what evidence can help prove illegal dismissal in the Philippines, who must prove the dismissal and valid cause, and which records employees should preserve.
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.