SyCipLaw's Employment and Immigration Department examines critical questions surrounding employee rights and employer obligations in the Philippines.

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.

Probationary employment is an arrangement where an employee is placed on trial by the employer for a period of time, not to exceed six months, to allow the employer to determine whether the employee is fit for regularization.

Philippine labour laws distinguish between two categories of employer-initiated terminations: (i) those involving blameworthy conduct (eg, serious misconduct, fraud, breach of trust, and gross and habitual neglect); and (ii) those involving economic motives (eg, redundancy, retrenchment, installation of labour-saving devices and closure).

Labour and Employment Comparative Guide for the jurisdiction of Philippines, check out our comparative guides section to compare across multiple countries