Understanding your labor rights and employer obligations under Philippine law is essential to maintaining a fair and compliant workplace.
LEGAL BASIS
Labor Code of the Philippines (Presidential Decree No. 442, as amended)
Occupational Safety and Health Standards (R.A. 11058)
Jurisprudence: Serrano v. Gallant Maritime Services (G.R. No. 167614, March 24, 2009) – on security of tenure.
DISCUSSION
Employees are protected by fundamental rights such as but not limited to:
Security of Tenure (Art. 294, Labor Code): Dismissals must have just or authorized cause and due process.
Fair Wages and Benefits (Arts. 83–96): Includes standard work hours, overtime pay, holiday pay, and rest days.
Safe Working Conditions: Employers must provide a workplace free of hazards.
Mandatory Benefits: SSS, PhilHealth, Pag-IBIG contributions are employer obligations.
Employers, on the other hand, are entitled to
Enforce workplace discipline consistent with due process.
Protect legitimate business interests within the scope of law.
FAQs
Q1: Can an employer terminate an employee without notice?
👉 No. Due process requires notice and opportunity to be heard.
Q2: What if an employee is forced to resign?
👉 That may be considered constructive dismissal, which is illegal.
Q3: Are probationary employees protected?
👉 Yes, but they may be terminated if they fail to meet reasonable standards communicated at the start.
SUMMARY
Labor rights balance employee protection with employer obligations. Compliance prevents disputes and strengthens workplace trust.
Disclaimer : This article may have involved AI assistance and may not be accurate. Please note that this is not intended as legal advice but for general information/educational purposes only.
