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HR Quitclaim Draft Maker

Prepare the details. Clarify payments and claims. Create an editable draft for legal review.

English

Prepare an editable quitclaim review draft and a plain-language employee explanation from one set of details. Choose English, Tagalog or Cebuano/Bisaya to change the form, choices and document shown. Details you type are kept as entered, and edits are preserved in each version.

Enter the employment context, specific claims and itemized payment figures, then generate the documents. Missing or high-risk details produce an issue summary for a lawyer. Every draft needs legal and language review before use; this tool does not certify validity, payment or voluntary consent.

Tagalog

Maghanda ng nae-edit na quitclaim draft at madaling unawaing paliwanag para sa empleyado mula sa iisang set ng detalye. Pumili ng English, Tagalog o Cebuano/Bisaya upang baguhin ang wika ng form, mga pagpipilian at ipinapakitang dokumento. Hindi awtomatikong isinasalin ang iyong isinulat, at nananatili ang edits sa bawat bersiyon.

Ilagay ang kalagayan ng trabaho, tiyak na mga paghahabol at itemized na halaga ng bayad, saka buuin ang mga dokumento. Kapag may kulang o maselang usapin, buod para sa abogado ang gagawin. Ipasuri ang batas at wika bago gamitin; hindi pinatutunayan ng tool ang bisa, bayad o kusang-loob na pahintulot.

Draft only; no certification of validity. No tool can guarantee legality, adequate payment, or voluntary signing. A licensed Philippine labor lawyer must review the document before it is used or signed. Separate English, Tagalog, and Cebuano/Bisaya drafts are available. The selected language applies to both the interface and document. Free-text entries are not automatically translated.

Read about the factors affecting quitclaim validity before preparing a document.

For individual private-sector employees in the Philippines only. Matters involving a case, dispute, coercion, or special circumstances will produce an issue summary for a lawyer, rather than an ordinary release.

Protect personal information. Drafts are generated only in this browser; the tool does not submit data to a server, autosave, or send analytics events. Do not enter government IDs, account numbers, medical records, or other sensitive information. Names you enter will appear in downloads. Not all site-wide trackers have been reviewed; use placeholders if you prefer not to enter real names.

Interface and document language

The selected language applies to both the interface and document, including downloads. Free-text entries are not translated. This does not change your answer about the language the employee understands.

Tingnan ang kathang-isip na halimbawa: review, edit at export. May paliwanag sa draft, proposal at issue-summary modes at kung kailan kailangan ng legal review.

* Required for a release draft. An issue summary can be generated even if information is missing.

1. Scope and circumstances

Employment type *

Are there any special or sensitive claims? *Injury, death, disability, harassment, discrimination, retaliation, criminal allegation, SSS/PhilHealth/Pag-IBIG contributions, CBA/union/ULP, uncertain classification, prior award or settlement. This is a product limitation, not a determination that settlement is prohibited.

Has the employer representative’s authority to settle been confirmed? *

Basis of authority to enter into a compromise *For example: board resolution or written authority; reference only, no upload.

Have the calculations, deductions, and consideration been reviewed, with no material issues left unresolved? *Based on the claims, records, and actual circumstances. This is not tool certification or a fixed-amount test.

Claims/benefits being waived: amount, basis, and record reference *Compare the estimated claim/entitlement with the negotiated amount. If unknown, state that and select the unresolved answer above.

Is there a pending, approved, or disputed case/claim? *

Reason for ending employment *Descriptive only; not a determination that the separation is lawful.

Is there no pressure, intimidation, or coercion? *Answer based on actual discussions, not HR assumptions.

Has the draft been explained in the selected language, and does the employee understand it and its effects? *

Has there been sufficient time and opportunity to seek independent advice? *

Is the release free from any requirement to sign it as a condition of receiving undisputed pay or a COE? *

Status of independent legal advice *

2. Parties and dates

Employer’s exact legal name (owner + trade name for a sole proprietor) *

Employee’s name *

Employer type *

Employer’s business address *

Authorized employer representative and position *

Position and work location *

Employment start date *

Last day of employment *

Date prepared *

City / intended signing location *

Version the employee personally understands and will review *This does not mean the employee understands all three versions. If another language is needed, a separate translation review is required.

Language understood by the employee *For example: Filipino and English. Select only a language actually understood; have both versions reviewed.

Translation or explanation assistance *

Name / role of the person who explained the document (if any)

Date and details of the explanation (if any)

3. Itemized amounts and payments

Enter reconciled figures from payroll and negotiations. This is not a final-pay calculator. Use the existing final-pay tool and guide for a separate calculation.

Enter the gross amount, deduction, and net amount for each item. The tool only checks that gross minus deduction equals net; it does not calculate legal entitlements. Do not assume a deduction is valid simply because it is listed. No fixed top-up or percentage determines quitclaim validity.

Gross amounts, deductions, and reconciliation notes *Separate undisputed accrued pay from any settlement component. State the basis and date/period covered; do not enter ID or bank account numbers.

Payment status *

Total actually received (PHP) *Enter 0 if nothing has been received; numbers only, e.g. 15000.00. Do not enter a promised payment.

Date actually received

Payment methodDo not enter account numbers. An uncleared check is not confirmed receipt.

Has the employee personally confirmed actual receipt of cleared funds?Yes is required for a fully-paid draft. A payroll instruction or an issued check is not enough.

Proposed due date / balance schedule and payment conditionsRequired if not fully paid; no release effect is assumed.

4. Exact scope of the agreement

Specific claims discussed and intended to be settled *List each claim: type, events, employer, period/date, and related payment item. Do not use “all claims” or include future or unknown claims.

Start of the period covered by the claims *

End of the period covered by the claims *

Claims / obligations expressly excluded *Nonwaivable rights, future claims, and enforcement of the agreement itself are always excluded. List any additional exclusions; enter “None specified” if there are none.

Have the specific claim scope and itemized amounts been agreed? *

Witness arrangement *A witness does not replace consent or legal review.

Notarization arrangement *No notarization certificate or jurat will be generated automatically.

For employer preparation: quitclaim compliance checklist and HR Professionals hub.

Legal sources and latest review

Reviewed on October 7, 2026. A general drafting aid; no legal professional sign-off or certified translation. Quitclaims are not automatically invalid, but validity depends on actual consent, consideration, scope, and circumstances. The form does not replace those facts.

Supreme Court: Carolina’s Lace Shoppe v. Maquilan, G.R. 219419 (2019) — fixed amount, identified benefits, language understanding, consent, and limits of notarization.
Supreme Court: Arlo Aluminum v. Piñon, G.R. 215874 (2017) — voluntary, informed settlement and reasonable consideration; no fixed top-up formula.
Civil Code, Articles 6, 1330, 1332 and 2036 (Lawphil reproduction) — legal limits, consent, and scope of compromise.
Official NLRC FAQ — current procedural guidance; cases and approved settlements require review under their respective procedures.
DOLE BWC: revised SEnA rules, DO 249-25 — separate assisted-settlement process.
DOLE: final pay and COE reminder — do not use the maker to delay obligations.

Laws, decisions, and source data come from their respective authorities. LaborCode.ph prepared the tool and explanations; this is not an official government form or certification.

HR Quitclaim Draft Maker

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