CDD reglementés: Oui

Motifs autorisés de recours au CDD: aucune limitation

Remarks

No reference to fixed-term contracts as such in the LC.

See ILO -TED - National Law Profile, updated in June 2006 by Attorney Jonathan P. Sale (the relevant articles have not been modified since 2006):

Art. 295 LC (former art. 280 of the LC) provides for the following categories of employment:
* Project - where the employment has been fixed for a specific project or undertaking, the completion or termination of which has been determined at the time of the engagement of the employee;
* Seasonal - where the work or services to be performed is seasonal in nature and the employment is for the duration of the season; and
* Casual - where the employment is not covered by the foregoing, provided that an employee who has rendered at least one year of service, whether continuous or broken, shall be considered regular with respect to the activity in which he or she is employed and his or her employment shall continue while the activity exists.

Another category of employment recognized in jurisprudence is 'term' or 'fixed-period employment'. This is based on art. 1193 of the CC, which states that obligations with a resolutory period take effect at once, but terminate upon arrival of the 'day certain' (understood to be a day that must necessarily come). The decisive determinant in 'term employment' should not be the activities that the employee is called upon to perform, but the day certain agreed upon by the parties for the commencement and termination of the employment relationship. Stipulations in employment contracts providing for 'term employment' or 'fixed-period employment' are valid when the period has been agreed upon knowingly and voluntarily by the parties, without force, duress or improper pressure exerted on the employee, and when such stipulations were not designed to circumvent the laws on security of tenure.

Nombre maximum de CDD successifs: aucune limitation

Remarks

No statutory limitation in the legislation reviewed.

Durée cumulée maximum de CDD successifs: 12mois

Durée maximale de la période d'essai (en mois): 6 mois

Remarks

Art. 296 LC (former art. 281 LC): Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period […].

Obligation d'informer le travailleur des raisons du licenciement: Oui

Remarks

Art. 292 b) LC (former art. 277 b) LC): The employer shall furnish the worker whose employment is sought to be terminated a written notice containing a statement of the causes for termination and shall afford the latter ample opportunity to be heard and to defend himself with the assistance of a representative.

Motifs autorisés (licenciement justifié): conduite du travailleur, motifs économiques, capacité du travailleur

Remarks

In the Philippines, the employee has "the right to security of tenure" (art. 13 (3) of the Constitution and art. 294 LC – former art. 279 LC). This means that an employee can only be dismissed for a just cause or an authorized cause and after the observance of the procedure laid down by the law Omnibus Implementing Rules, Book VI, Rule I-A, sec.1)
- Just causes are blameworthy acts on the part of the employee such as serious misconduct, willful disobedience, gross and habitual neglect of duties, fraud or willful breach of trust, commission of a crime and other analogous causes (art. 297, LC). These concepts are developed, according to jurisprudence, in Department Order No 147-15 of 2015, amending the Omnibus Rules Implementing the Labor Code, as amended - Authorized causes are of two types: economic reasons and disease (art. 298 and 299 LC – former art. 283 and 284).
*Economic reasons cover "installation of labor-saving devices, redundancy, retrenchment to prevent losses or the closing or cessation of operation of the establishment or undertaking".
*Disease cover situation where an "employee has been found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his health as well as to the health of his co-employees".

Motifs prohibés: état matrimonial, grossesse, congé de matérnité, avoir déposé une plainte contre l'employeur, âge, affiliation et activités syndicales, handicap, statut VIH

Remarks

•Art. 133 LC (sexual discrimination)
•Art. 134 LC (stipulation against marriage)
•Art. 135 LC (prohibited acts: 1) discharging any woman employed by any employer for the purpose of preventing her from enjoying any of the benefits provided under the LC; 2) discharging such woman on account of her pregnancy or while on leave or in confinement due to her pregnancy; c) discharging or refusing the admission of such woman upon returning to her work for fear that she may again be pregnant )
•Art. 157 (same termination of employment protection for night workers): A night worker certified as temporarily unfit for night work shall be given the same protection against dismissal or notice of dismissal as other workers who are prevented from working for reasons of health; Art. 158 (prohibition of dismissal of a woman night worker except for just or authorized causes under the LC that are not connected with pregnancy, childbirth and childcare responsibilities).
•Art. 257 and Art. 259a), b) e) f) (anti-union discrimination and unfair labour practices; Art. 259(f) (dismissal, discharge and discrimination against an employee for having given or being about to give testimony under LC)
•Art. 118 (retaliatory measures: unlawful discharge of or discrimination against any employee who has filed any complaint or instituted any proceeding or has testified or is about to testify in proceedings)
•Art. 147 (unjust termination of termination of services by householders): if the period of household service is fixed, neither the employer nor the house helper may terminate the contract before the expiration of the term.
New 2016: Sec 5(6) and (7) of the 2016 Anti-age Discrimination in Employment Act and Sec. 4(6) and (7) of its implementing rules and regulations (prohibition of discrimination in employment on account of age: forcible lay off of an employee or worker because of old age or imposition of early retirement on the basis of such employee’s or worker’s age.
Sec. 35 of the Philippine AIDS Prevention and Control Act of 1998 (No. 8504) (termination from work on the sole basis, of actual, perceived or suspected HIV status of an individual is prohibited)

Sec. 32 g) of the Republic Act No. 7277 providing Magna Carta for Disabled Persons (prohibition of dismissal and termination of services of a disabled employee by reason of his disability unless the employer can prove that he impairs the satisfactory performance of the work involved to the prejudice of the business entity: Provided, however, That the employer first sought to provide reasonable accommodations for disabled persons.

Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité

Remarks

Art. 135 (2) LC (former art. 137 (2) LC): It is prohibited to dismiss a woman while on leave or in confinement due to her pregnancy.
There is no general prohibition to dismiss a woman during her pregnancy, however pregnancy shall not be a ground for dismissal.

Forme de la notification du licenciement au travailleur: écrite

Remarks

Art. 292 b) LC (former art. 277 b) LC). See also Omnibus Implementing Rules, as amended, Book VI, Rule I-A, sec. 5.1 of the .

Délai de préavis:

Remarks

The LC establishes a distinction between a dismissal for a just cause and a dismissal for an authorized cause.
- Authorized causes are of two types: business reasons and disease (art. 298 and 299 LC – former art. 283 and 284 LC).
- Just causes are blameworthy acts on the part of the employee such as serious misconduct, wilful disobedience, gross and habitual neglect of duties, fraud or wilful breach of trust, commission of a crime and other analogous causes (art. 297 LC – former art. 282, LC).
There is no notice period prior to a dismissal for a just cause or for health reasons.
The employer is only required to give a one-month notice to the employee in the event of termination for business reasons (art. 298 LC – former art. 283 LC).

ancienneté ≥ 6 mois:

  • Tous: 1 mois.

ancienneté ≥ 9 mois:

  • Tous: 1 mois.

ancienneté ≥ 2 ans:

  • Tous: 1 mois.

ancienneté ≥ 4 ans:

  • Tous: 1 mois.

ancienneté ≥ 5 ans:

  • Tous: 1 mois.

ancienneté ≥ 10 ans:

  • Tous: 1 mois.

ancienneté ≥ 20 ans:

  • Tous: 1 mois.

Indemnité compensatrice de préavis: Non

Notification à l'administration publique: Non

Remarks

No general obligation to notify the administration.
- No notification required in the event of a dismissal for a just cause.
( Please not that, for dismissal based on the grounds of disease, there is no mandatory notification at the time of dismissal. However, before the employer can terminate on the ground of disease, he must obtain from a competent public health authority a certification that the employee's disease is of such a nature and at such a stage that it can no longer be cured within a period of six months even with medical (art. 299 LC – former art. 284 LC; Omnibus Rules Implementing The Labor Code, as amended, Book VI)).- Notification is mandatory in cases of economic dismissals (closure if an establishment or reduction of the workforce and dismissal due to disease): art. 298 LC (former art. 283 LC).

Notification aux représentants des travailleurs: Non

Remarks

Although there is no provision in LC requiring notification to workers' representatives, mandatory grievance machinery is applicable to parties to a collective agreement. This means that, as a first step, handling disputes must involve union shop stewards/unions.

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Accord des représentants des travailleurs: Non

Définition du licenciement collectif (nombre d'employés concernés): No statutory definition of collective dismissal.
Specific legal requirements apply to the dismissal of any employee for economic reasons (installation of labour-saving devices, redundancy, retrenchment to prevent losses or the closing or cessation of operation of the establishment).

Remarks

Art. 298 LC (former art. 283 LC)

Consultation préalable des syndicats (représentants des travailleurs): Non

Notification à l'administration publique: Oui

Remarks

Art. 298 LC (Former art. 283 LC): notification to the Ministry of Labor and Employment at least one month before the intended date.
See also Book VI, Rule I-A, Section 5.3 of the Omnibus Rules Implementing the Labor Code, as amended: As defined in Articles 298 and 299 of the Labor Code, as amended, the requirements of due process shall be deemed complied with upon service of a written notice to the employee and the appropriate Regional Office of the Department of Labor Employment (DOLE) at least thirty days (30) before the effectivity of the termination, specifying the ground or grounds for termination.

Notification aux représentants des travailleurs: Non

Autorisation de l'administration publique ou d'un organe judiciaire: Non

Accord des représentants des travailleurs: Non

Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non

Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non

Règles de priorité de réembauche: Non

Indemnité de licenciement:

Remarks

No severance pay following termination for a just cause.

- Dismissal for an authorized cause:

1) Disease (employee who has been found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his health as well as to the health of his co-employees) Art. 299 LC (former art. 284 LC).
Severance pay shall amount to at least one month's salary or to one-half month's salary for every year of service, whichever is greater, a fraction of at least six months being considered as one whole year.

2) Economic reasons: redundancy payment differs according to the situation: art. 298 LC (former art. 283 LC).
* It amounts to at least one month's salary or to one-half month's salary for every year of service, whichever is greater in case of retrenchment to prevent losses and in cases of closures or cessation of operations of establishment or undertaking not due to serious business losses or financial reverses.

* However, in case of termination due to the installation of labor-saving devices or redundancy, redundancy payment is higher: it amounts to at least his one (1) month's pay or to at least one (1) month's pay for every year of service, whichever is higher.
See also Omnibus Rules Implementing the Labor Code, as amended, Book VI, Rule I-A, Section 5.5 (modified in 2015)

ancienneté ≥ 6 mois: 1 mois

ancienneté ≥ 9 mois: 1 mois

ancienneté ≥ 1 an: 1 mois

ancienneté ≥ 4 ans: 2 mois

ancienneté ≥ 5 ans: 2.5 mois

ancienneté ≥ 10 ans: 5 mois

ancienneté ≥ 20 ans: 10 mois

Indemnité de licenciement pour motif économique:

Remarks

1) If the termination is due to the installation of labour-saving devices or redundancy, the separation pay is one month¿s pay for every year of service or one month pay, whichever is higher.
2) If the termination is due to retrenchment to prevent losses, or closure or cessation of operation of the establishment not due to serious business losses, the separation pay is one-half month¿s pay for every year of service or one month pay, whichever is higher.

ancienneté ≥ 6 mois: 1 mois

ancienneté ≥ 9 mois: 1 mois

ancienneté ≥ 1 an: 1 mois

ancienneté ≥ 2 ans: 2 mois

ancienneté ≥ 4 ans: 4 mois

ancienneté ≥ 5 ans: 5 mois

ancienneté ≥ 10 ans: 10 mois

ancienneté ≥ 20 ans: 20 mois

Notes / Remarques

Notes

1) Termination for a just cause: no severance pay
2) Termination for an authorized cause:
- disease: severance pay;
- retrenchment to prevent losses and in cases of closures or cessation of operations of establishment or undertaking not due to serious business losses or financial reverses: severance pay;
- termination due to the installation of labor-saving devices or redundancy: redundancy payment.

Compensation pour licenciement injustifié - montant librement déterminé par la cour: Non

Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Dismissal without an authorized or just cause: Compensation in lieu of reinstatement is not a statutory remedy. The employee shall be entitled to reinstatement without loss of seniority rights and other privileges and full back wages, inclusive of allowances, and other benefits or their monetary equivalent computed from the time the compensation was not paid up to the time of actual reinstatement (art. 294 LC -former art. 279 LC).

Remarks

Dismissal without a just or authorized cause (unfair dismissal): reinstatement. No compensation in lieu of reinstatement.

Note that if a dismissal is for a just or authorized cause but the employer failed to comply with the procedural requirement, the dismissal should be upheld. The National Labour Relations Commission has held that while the procedural infirmity cannot be cured, it should not invalidate the dismissal. However, the employer should be held liable for nominal damages for non-compliance with the procedural requirements of due process. (Agabon et al. v. National Labour Relations Commission et al., G.R. No. 158693, November 17, 2004)

Possibilité de réintégration dans l'emploi: Oui

Remarks

Art. 294 LC (former art. 279 LC): "An employee who is unjustly dismissed from work shall be entitled to reinstatement without loss of seniority rights and other privileges and to his full backwages inclusive of allowance, and to his other benefits or their monetary equivalent computed from the time his compensation was withheld from him up to the time of his actual reinstatement".

Conciliation préalable obligatoire: Oui

Remarks

All disputes arising out of termination of employment shall be subject to mandatory conciliation-mediation pursuant to Republic Act No. 10396 of 2013 and its Implementing Rules and Regulations. Omnibus Rules Implementing the Labor Code, amended in 2015, include this provision in its Book IV, Rule I-A, Sec. 8.See also, art. 228 LC ( former art. 222 LC) which provides that "the Labour Arbiter shall exert all efforts towards the amicable settlement of a labour dispute within his jurisdiction on or before the first hearing. The same rule shall apply to the Commission in the exercise of its original jurisdiction".

Courts ou tribunaux compétents: juridiction ordinaire

Remarks

Art. 224 b) LC ( former art. 217 b) LC) The Labour Arbiters of the National Labour Relations Commission have original and exclusive jurisdiction over termination disputes.
Art. 225 LC (former art. 218 LC):: The National Labour Relations Commission has exclusive appellate jurisdiction over all cases decided by Labour Arbiters.

Règlement des litiges individuels par arbitrage: Oui

Remarks

Art. 224 a) LC (former art. 217 a)) LC:
The Labour Arbiters of the National Labour Relations Commission have original and exclusive jurisdiction over termination disputes.
Art. 224 b) LC (former art. 217 b) LC): The National Labour Relations Commission has exclusive appellate jurisdiction over all cases decided by Labour Arbiters.

Durée de la procédure: 20jour(s) (statutory)

Remarks

Omnibus Implementing Rules, Rule XIV, sec. 8: Cases involving the dismissal of a worker shall be decided by the Labour Arbiter within 20 working days from the date of submission of such cases for decision.

For non-dismissal labour disputes see: Art. 224 a) LC (former art. 217a) LC): the Labour Arbiters shall hear and decide the dispute, within thirty calendar days after its submission.