Labor Law PH
Our membership is primarily designed to educate and share information on Philippine Labor Law.
Want to participate sign up for Learning Activities, let us know so we can inform you once they are available.
We value continuous improvement.
We would like to hear from you to know how we are doing. Help us shape our membership by sending us your feedback, suggestions, comments, and testimonials/reviews. We like hearing from our members.
Forms & Templates
Our Track Record of Mentoring & Coaching
Summary Gender-based sexual harassment in the workplace involve unwelcome sexual advances, requests or demand for sexual favors or any act
Summary ▪ The Department of Labor and Employment (DOLE) has issued Department Order No. 130, Series of 2021 (“DO 230-21”).
Labor Law Updates
Check out our primers for new Labor Laws, DOLE Regulations, Labor Jurisprudence, and more.
Summary ▪ The special leave for women is given to female employees who have undergone surgery due to gynecological disorder.
1. Summary ▪ Foreigners or non-resident aliens are required to obtain an alien employment permit (AEP) prior to working in
Summary ▪ Attorney’s fees are awarded to employees in certain cases. ▪ Complainant-employee may be entitled to attorney’s fees despite
With the rising prices of gas and the still ongoing pandemic, there is clamor from many sectors for the adoption
Is it okay to extend probationary employment even if there is a limit under the Labor Code? Let’s discuss.
May employees be prohibited from joining direct competitors? Let’s discuss.
Quitclaims, waivers, releases (collectively referred herein as “quitclaims”) are legal documents signed by employees who absolve their employees from any and all liability
Consequences of illegal dismissal 1. Concept The following are the possible consequences for illegal dismissal: 1) Full Backwages 2) Reinstatement
Summary ▪ Paternity leave benefits are given to married male employees whose legal wife underwent delivery or miscarriage. ▪ The
Night shift differential pay is an additional pay for work between 10:00 p.m. and 6:00 a.m. the following day. Summary
Labor standards refer to legally-mandated benefits required to be given to the employees by the employer or, in some cases,
Summary ▪ Substantive due process is divided into just causes or authorized causes. ▪ Just causes are grounds for termination
Employers sometimes learn of extra-marital affairs or marriage infidelity of their employees. Is this a termination ground? Let’s discuss.
1. Summary ▪ To be valid, the just cause of willful disobedience of a lawful order should comply with prescribed
Pre- and Post-Employment
1. Employer-employee relationship The Security Service Contractor / Private Security Agency (SSC/PSA) is the employer of its security guards and
1. Concept Service Agreement – refers to the contract between the principal and the Security Service Contractor / Private Security
1. Solidary Liability and Responsibilities The Security Service Contractor / Private Security Agency (SSC/PSA) and its principal or client shall
1. Concept Security of tenure –Security guards and other private security personnel shall enjoy security of tenure in their employment
Summary ▪ Principal is the one who farms out or outsources a job or work in a contracting and subcontracting
Summary ▪ Labor-only contracting is prohibited. ▪ It refers to an arrangement that violates the laws and regulations on contracting
Summary ▪ Controlling an employee is one of the rights and powers of the employer. ▪ As the employer., the
Summary ▪ A contractor or a subcontractor is registered with the Department of Labor and Employment (DOLE) as legitimate job
1. Summary ▪ Disciplinary action is a management prerogative. ▪ Imposing penalties should be done in good faith. ▪ The
Inocente v. St. Vincent Foundation for Children and Aging, Inc.G.R. No. 202621, 22 June 2016 [The employer] St. Vincent Foundation
Is it valid if an employer comes out with a policy allowing employees to donate the cash equivalent of their