Employment, Payroll & Mobility in the Philippines

Essentials guide · Source-checked research59% of statements checked against a source11 checked against an official source19 checked against a secondary sourceChecked 2026-10-198 held back until checked against an official source9 topics include AI-written statements, not source-checkedNot yet professionally reviewed

• Under the Labor Code, regular employees may be dismissed only for a just cause (such as serious misconduct) or an authorised cause (such as redundancy or retrenchment), following procedural due process.

  For just causes, the employer must give a first written notice of the charges with at least five calendar days to answer, an opportunity to be heard (a formal hearing only where requested or otherwise warranted) and a second written notice of the decision; for authorised causes, written notice must go to the employee and the DOLE regional office at least 30 days before termination.PNL Law · checked 2026-10-19

• Separation pay is due for authorised-cause terminations under Article 298 of the Labor Code: at least one month's pay or one month's pay per year of service, whichever is higher, for redundancy, and one month's pay or half a month's pay per year of service, whichever is higher, for retrenchment to prevent losses, with a fraction of at least six months counted as a whole year.

  Higher amounts under a collective agreement, contract or company policy apply.NDV Law · checked 2026-10-19

• Employers must pay rank-and-file employees a 13th-month payment equal to at least one twelfth of basic salary earned in the calendar year.

  Payable no later than 24 December each year under Presidential Decree 851.People Management Association of the Philippines · checked 2026-10-19

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