Philippine law sets a high standard in establishing a just cause
for termination of employment. There are also due process
requirements which must be complied with.
Termination of employment in the Philippines generally
As a rule, employees have security of tenure, and their
employment can only be terminated by an employer for just cause or
authorised cause.
Authorised cause pertains to factors attributable to the
company, such as labour-saving device installation, redundancy,
retrenchment to prevent losses, or cessation of operations. Just
cause, on the other hand, relates to factors directly attributable
to the employee's fault or negligence, such as misconduct or
poor performance.
