Pursuant to Article 280 of the Labor Code of the Philippines (“Labor Code”), the primary

standard that determines regular employment is the reasonable connection between the particular activity
performed by the employee and the usual business or trade of the employer; the emphasis is on the
necessity or desirability of the employee’s activity. Thus, when the employee performs activities
considered necessary and desirable to the overall business scheme of the employer, the law regards the
employee as regular.
In addition, the Labor Code also considers as regular employment a casual arrangement when the
casual employee’s engagement has lasted for at least one year, regardless of the engagement’s continuity.
The controlling test in this arrangement is the length of time during which the employee is engaged.