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Browse our 1 legal question about Employer in Philippines and the lawyer answers, or ask your own questions for free.
The laws that govern the employer-employee relationship in Bulacan, and the Philippines as a whole, are complex and encompass diverse areas such as employee rights, labor conditions, wages, benefits and their employment termination. In general, these laws were established to protect both the interests of the employer and the rights of the employee, aiming to achieve a balanced and harmonious working relationship.
Legal advice may be required for employers facing issues such as wrongful termination claims, sexual harassment allegations, disputes about wages or overtime, understanding employment law changes, and drafting or reviewing employment contracts and non-disclosure agreements. Employees may also require legal assistance for grievances such as contract violations, unfair treatment, workplace discrimination, or issues pertaining to their salary and benefits. Both parties can significantly benefit from the advice of a specialized lawyer in these situations.
The Philippines’ employer law is primarily governed by the Labor Code, which outlines all aspects of labor standards, employment conditions, and employee benefits. Relevant to employers in Bulacan are regulations pertaining to minimum wage (which may vary across regions), regular and special non-working holidays, overtime pay, night shift differential, service incentive leave, and 13th month pay. It is also important to note that particular industries may have specific codes or laws that apply.
Employees in the Philippines have numerous protections under the Labor Code, such as prohibitions against unlawful termination, the right to a safe and healthy work environment, entitlement to rest days and paid holidays, the right to a minimum wage, and the receipt of 13th month pay.
Employment termination without just cause or due process is generally considered unlawful in the Philippines. There are outlined grounds and due process requirements that must be met for lawful termination.
The minimum wage is subject to change and can vary based on the type of industry. It is recommended to refer to the latest wage order issued by the Regional Tripartite Wages and Productivity Board of Central Luzon.
Under Philippine law, an employer cannot reduce the wage rate of an employee without the latter's written consent. Furthermore, reduction should not be lower than the prescribed minimum wage.
The 13th month pay is a mandatory benefit given to employees in the Philippines, equivalent to one month’s salary. This is usually given in December, as per Presidential Decree No. 851.
For more detailed information, individuals or organizations can check the website of the Department of Labor and Employment (DOLE), Philippines. Local labor organizations and trade unions may also provide support and further information regarding employer and employee rights.
If legal advice is required, one may identify experienced lawyers specializing in labor and employment law. It’s important to provide your lawyer with all necessary documents and information for them to fully understand and assist with your situation. An open and ongoing communication with your legal counsel is highly recommended for the best possible outcome.
