ART. 280. Regular and Casual Employment.

The provisions of written

agreement to the contrary notwithstanding and regardless of the oral
agreement of the parties, an employment shall be deemed to be regular
where the employee has been engaged to perform activities which are
usually necessary or desirable in the usual business or trade of the employer,
except 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 or where the work or service to
be performed is seasonal in nature and the employment is for the duration of
the season.

An employment shall be deemed to be casual if it is not covered by

the preceding paragraph: Provided, That, any employee who has rendered at
least one year of service, whether such service is continuous or broken, shall
be considered a regular employee with respect to the activity in which he is
employed and his employment shall continue while such actually exists.[7]

The foregoing contemplates four (4) kinds of employees: (a) regular

employees or those who have been engaged to perform activities which are
usually necessary or desirable in the usual business or trade of the
employer; (b) project employees or those whose 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;
(c) seasonal employees or those who work or perform services which are
seasonal in nature, and the employment is for the duration of the season;[8]
and (d) casual employees or those who are not regular, project, or seasonal
employees. Jurisprudence has added a fifth kind a fixed-term employee.[9]
Types of Employment in the Philippines
Employment in the Philippines Overview
Depending on the company and/or industry, there are various types or
categories of employment in the Philippines. This essentially comes down to
how the employer wants the employees employment to be structured, which
should be bound by a contract signed by both the employer and employee.

Project Employment
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 in the Philippines.

Seasonal Employment
Where the work or services to be performed is seasonal in nature and the
employment is for the duration of the season in the Philippines.

Casual Employment
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.

Term or Fixed Employment

Another category of employment in the Philippines 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.

Probationary Employment
Probationary employment is not necessarily a category of employment in the
Philippines. It pertains to a period of time in which the employee is being
observed and evaluated to determine whether or not he is qualified for
permanent employment. Under Art. 281 of the LC, probationary employment
shall not exceed six months. An employee who is allowed to work after a
probationary period shall be considered a regular employee. A probationary
employee is, for a given period of time, under observation and evaluation to
determine whether or not he or she is qualified for permanent employment.
During the probationary period, the employer is given the opportunity to
observe the skills, competence, and attitude of the employee while the latter
seeks to prove to the employer that he or she has the qualifications to meet
the reasonable standards for permanent employment.

In any business venture, there are two resources which must be considered:
capital and labor. Every businessman knows the saying to make money, you
have to spend money. Every business entails a bit of risk-taking. The ability
and the willingness to take certain calculated risks are almost always
essential for every business venture to succeed. Thus, wise capital
management, foresight, and ability to take calculated risks are among the
qualifications of all successful businessmen and entrepreneurs.
The other side of the coin is labor. Labor is another key component of a
successful business venture. While managing your financial investments in a

business is quintessential, so is investing in its human resources, hence the

term labor management.
No less than our Supreme Court has declared that [e]xcept as limited by
special laws, an employer is free to regulate, according to his own discretion
and judgment, all aspects of employment, including hiring, work
assignments, working methods, time, place and manner or work, tools to be
used, processes to be followed, supervision of workers, working regulations,
transfer of employees, work supervision, layoff of workers and the discipline,
dismissal and recall of workers. This classic phrase is what we know now as
the management prerogative. However, exercise of the management
prerogative does not mean that employers are given carte blanche over their
employees. Emphasis must be laid on those six (6) initiatory words of the
cited ruling of the high court [e]xcept as limited by special laws. The
foregoing provision refers to the Labor Code of the Philippines and other laws
enacted by Congress which deal with the rights of employees and limit
exercise of the management prerogative.
The exercise of management prerogatives such as discipline, layoff of
workers, or dismissal of an employee is dependent on the type or nature of
employment. A regular employee is an employee who has been engaged to
perform activities which are usually necessary or desirable in the usual
business of the employer. An employee who is by law deemed a regular
employee can only be fired or terminated based on grounds allowed by law
(authorized causes) such as redundancy, retrenchment, closure or
cessation of operations, or by enumerated grounds (just causes) such as
serious misconduct, willful disobedience, gross and habitual neglect of duty,
commission of a crime against the employer or the latters family and other
analogous causes. It must be noted that these grounds are exclusive. A
termination based on a ground not defined above may be considered as
illegal dismissal.
Furthermore, in case the cause of termination is for a just cause, the
employer must observe the twin notice and hearing rule, whereby prior to
termination, the employer must have given 1) a notice requiring the
employee to explain why he or she should not be terminated, 2) a hearing
where the employee is allowed to examine the evidences presented against
him or her and adduce evidences in support of his or her defenses, and 3) a
notice informing the employee of the latters termination, stating the reasons
for termination based on the evidences presented.
Anything short of the foregoing is also tantamount to illegal dismissal and
may render the employer liable for damages in addition to payment
backwages and separation pay.
Finally, in case the cause of the termination is for an authorized cause, the
corresponding separation pay must be given and prior timely notice must be
conveyed, otherwise, the employer also stands to be liable.
It must also be noted that fixed-term, contract, and project employees are by
law considered regular employees for the duration of their employment or
contract and can only be removed for grounds enumerated above.
On the other hand, probationary employees, for example, may be terminated
without complying with the twin notice and hearing rule. It is sufficient that

the employee be served a notice that he or she did not meet the standards of
employment to qualify the employee for regularization. For this reason, it is
called a trial-basis employment because the employer is allowed to see for
himself whether the employee is suited for employment in the business.
Thus, employees who are not considered regular employees, such as
probationary and casual employees, may be terminated based on other
grounds not provided by law. The only requirement is that the termination is
done in good faith.
Let us help you. For further inquiries, you may seek legal assistance by emailing us at info@ndvlaw.com.
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BOOK SIX

POST EMPLOYMENT

Title I
TERMINATION OF EMPLOYMENT

ART. 278. Coverage. - The provisions of this Title shall apply to all
establishments or undertakings, whether for profit or not.
ART. 279. Security of tenure. - In cases of regular employment, the employer
shall not terminate the services of an employee except for a just cause or
when authorized by this Title. 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 allowances, 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. (As amended by Section 34, Republic Act No. 6715, March 21,
1989).

ART. 280. Regular and casual employment. - The provisions of written

agreement to the contrary notwithstanding and regardless of the oral
agreement of the parties, an employment shall be deemed to be regular
where the employee has been engaged to perform activities which are
usually necessary or desirable in the usual business or trade of the employer,
except 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 or where the work or service to
be performed is seasonal in nature and the employment is for the duration of
the season.

An employment shall be deemed to be casual if it is not covered by the

preceding paragraph: Provided, That any employee who has rendered at least
one year of service, whether such service is continuous or broken, shall be
considered a regular employee with respect to the activity in which he is
employed and his employment shall continue while such activity exists.

ART. 281. Probationary employment. - 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. The
services of an employee who has been engaged on a probationary basis may
be terminated for a just cause or when he fails to qualify as a regular
employee in accordance with reasonable standards made known by the
employer to the employee at the time of his engagement. An employee who
is allowed to work after a probationary period shall be considered a regular
employee.
ART. 282. Termination by employer. - An employer may terminate an
employment for any of the following causes:

(a) Serious misconduct or willful disobedience by the employee of the lawful

orders of his employer or representative in connection with his work;

(b) Gross and habitual neglect by the employee of his duties;

(c) Fraud or willful breach by the employee of the trust reposed in him by his
employer or duly authorized representative;

(d) Commission of a crime or offense by the employee against the person of

his employer or any immediate member of his family or his duly authorized
representatives; and

(e) Other causes analogous to the foregoing.

ART. 283. Closure of establishment and reduction of personnel. - The

employer may also terminate the employment of any employee due to the
installation of labor-saving devices, redundancy, retrenchment to prevent
losses or the closing or cessation of operation of the establishment or
undertaking unless the closing is for the purpose of circumventing the
provisions of this Title, by serving a written notice on the workers and the
Ministry of Labor and Employment at least one (1) month before the intended
date thereof. In case of termination due to the installation of labor-saving
devices or redundancy, the worker affected thereby shall be entitled to a

separation pay equivalent to at least his one (1) month pay or to at least one
(1) month pay for every year of service, whichever is higher. 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, the separation pay shall be equivalent to one (1) month
pay or at least one-half (1/2) month pay for every year of service, whichever
is higher. A fraction of at least six (6) months shall be considered one (1)
whole year.

ART. 284. Disease as ground for termination. - An employer may terminate

the services of an 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:
Provided, That he is paid separation pay equivalent to at least one (1) month
salary or to one-half (1/2) month salary for every year of service, whichever is
greater, a fraction of at least six (6) months being considered as one (1)
whole year.

ART. 285. Termination by employee. - (a) An employee may terminate without

just cause the employee-employer relationship by serving a written notice on
the employer at least one (1) month in advance. The employer upon whom
no such notice was served may hold the employee liable for damages.

(b) An employee may put an end to the relationship without serving any
notice on the employer for any of the following just causes:

1. Serious insult by the employer or his representative on the honor and

person of the employee;
2. Inhuman and unbearable treatment accorded the employee by the
employer or his representative;

3. Commission of a crime or offense by the employer or his representative

against the person of the employee or any of the immediate members of his
family; and

4. Other causes analogous to any of the foregoing.

ART. 286. When employment not deemed terminated. - The bona-fide

suspension of the operation of a business or undertaking for a period not
exceeding six (6) months, or the fulfillment by the employee of a military or
civic duty shall not terminate employment. In all such cases, the employer
shall reinstate the employee to his former position without loss of seniority

rights if he indicates his desire to resume his work not later than one (1)
month from the resumption of operations of his employer or from his relief
from the military or civic duty.

Title II
RETIREMENT FROM THE SERVICE

ART. 287. Retirement. - Any employee may be retired upon reaching the
retirement age established in the collective bargaining agreement or other
applicable employment contract.
In case of retirement, the employee shall be entitled to receive such
retirement benefits as he may have earned under existing laws and any
collective bargaining agreement and other agreements: Provided, however,
That an employees retirement benefits under any collective bargaining
and other agreements shall not be less than those provided therein.
chanroblesvirtuallawlibrary

In the absence of a retirement plan or agreement providing for retirement

benefits of employees in the establishment, an employee upon reaching the
age of sixty (60) years or more, but not beyond sixty-five (65) years which is
hereby declared the compulsory retirement age, who has served at least five
(5) years in the said establishment, may retire and shall be entitled to
retirement pay equivalent to at least one-half (1/2) month salary for every
year of service, a fraction of at least six (6) months being considered as one
whole year. chanroblesvirtuallawlibrary

Unless the parties provide for broader inclusions, the term one-half (1/2)
month salary shall mean fifteen (15) days plus one-twelfth (1/12) of the
13th month pay and the cash equivalent of not more than five (5) days of
service incentive leaves.

Retail, service and agricultural establishments or operations employing not

more than ten (10) employees or workers are exempted from the coverage of
this provision.

Violation of this provision is hereby declared unlawful and subject to the

penal provisions under Article 288 of this Code.