Legal Services · Labor Advisory
Labor and employment law advisory in the Philippines
Practical advice on hiring, managing and separating employees under Philippine labor law.
Overview
Philippine labor law protects employees, so employers need a plan
The Labor Code of the Philippines and the Constitution give employees security of tenure. Once an employee is regular, they can only be dismissed for a cause the law recognizes and after the required process. How you classify someone at the start matters a great deal. Regular, probationary, project and fixed-term employment each carry different rights, and a misclassified arrangement is often treated as regular employment when challenged.
Employers also carry ongoing duties, including registering employees and remitting contributions to SSS, PhilHealth and Pag-IBIG. Disputes usually begin with mandatory conciliation at DOLE and, if unresolved, can move to the NLRC. We help employers set things up correctly from the first hire, keep policies current and handle difficult cases with care. We confirm the specific obligations that apply to your workforce and industry.
What we handle
Labor matters we advise on
From the first employment contract to the hardest separation.
Employment contracts
Contracts that correctly classify the role, set clear standards and match how the job is actually done.
Policies and codes of conduct
Handbooks and codes of conduct that set clear rules and support fair, lawful discipline.
Statutory compliance
Registration and contribution obligations with SSS, PhilHealth and Pag-IBIG, plus core DOLE requirements.
Discipline and separation
Guidance on investigations, notices and hearings so each step meets due process requirements.
How it works
How we support employers
We work with management and HR to prevent disputes before they start.
Review your setup
We look at your contracts, classifications, policies and contribution records to find gaps.
Fix the foundations
We update contracts and policies so they are compliant and workable for your team.
Advise on live issues
We guide you through performance, misconduct and restructuring cases as they arise.
Support in disputes
If a complaint is filed, we help prepare your position for conciliation at DOLE or proceedings at the NLRC.
Why employers work with us
Prevention first
Good contracts and policies stop most disputes before they begin.
Fair process
We help you treat employees fairly and document every step properly.
Business sense
Our advice protects the company while keeping your team running.
Frequently asked questions
Labor questions we hear often
What is the twin notice rule?
Before dismissing an employee for a just cause, the employer must serve a first written notice stating the specific charges and giving the employee a real chance to explain. After considering the explanation, the employer serves a second written notice stating its decision and the reasons. Skipping or rushing either step can expose the employer to liability even when the cause is valid.
Can we hire on fixed-term or project contracts?
Yes, when the arrangement is genuine: project employment must be tied to a specific project with a defined end, and fixed-term contracts must be agreed freely on equal terms. If the work is in fact necessary and desirable to the business on an ongoing basis, the employee may be found to be regular. We review how each role is structured.
Do foreign-owned companies follow the same labor rules?
Yes, Philippine labor law applies to employees working in the Philippines regardless of who owns the employer. Foreign nationals working for the company may also need work authorization, which is a separate process. We confirm the requirements for your workforce.
Facing a labor issue or building your team?
Book a free consultation and we will review your employment setup and advise on your next step.
