
Best Employment & Labor Lawyers in Pasig
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List of the best lawyers in Pasig, Philippines


OKL Law Offices

Paredes Law Group
Sallan & Jocson Law Offices

Tan Acut Lopez & Pison Law Offices
Tiongco Siao Bello & Associates Law Office

BATOCABE AND PARTNERS LAW OFFICES

Tancinco and Mangco

Magtibay Angeles & Alfelor Law Offices

Tan Hassani & Counsels
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Philippines Employment & Labor Legal Questions answered by Lawyers
Browse our 8 legal questions about Employment & Labor in Philippines and the lawyer answers, or ask your own questions for free.
- Agreement Contact
- Contact me via mail [email protected] or call/Whatsapp +2348089901606
- Is it legal for a company to suspend an employee during investigation of allegedly fraud case
- That's perfectly legal. It's called preventive suspension without pay for a maximum of 30 days.
- Tasks outsidr Job Description Contract
- yes, you are and can be declined. please message me if you need me. thank you
About Employment & Labor Law in Pasig, Philippines
Employment and labor law in Pasig, Philippines, is governed by a robust framework that aims to protect the rights and welfare of workers while maintaining harmonious employer-employee relations. The overarching legislation is the Philippine Labor Code, which sets out the basic rights and obligations of both employers and employees. Pasig, being a part of Metro Manila, adheres to the national laws but may have specific local stipulations or practices that are particularly pertinent to the region. Employment law covers various aspects such as working hours, wages, benefits, working conditions, termination, and dispute resolution.
Why You May Need a Lawyer
Individuals may require legal assistance in employment and labor matters for a multitude of reasons. Common situations include disputes over wages or benefits, wrongful termination, unsafe working conditions, and issues related to discrimination or harassment in the workplace. Employers may also seek legal counsel to ensure compliance with complex employment laws and to draft fair employment contracts or resolve disputes with employees effectively. Legal guidance can be crucial in navigating these often-complex issues to ensure rights and responsibilities are adequately upheld.
Local Laws Overview
Employment and labor laws in Pasig are primarily governed by the Philippine Labor Code. Key aspects include:
- Minimum Wage: Pasig follows the minimum wage laws set by the Regional Tripartite Wages and Productivity Board, with updates occurring periodically.
- Working Hours: Standard working hours are eight hours a day. Overtime pay is mandated for work beyond this.
- Termination of Employment: The law specifies grounds for both authorized causes (e.g., company downsizing) and just causes (e.g., employee misconduct).
- Employment Contracts: Written contracts are encouraged to clearly outline the terms of employment, though not always legally required.
Pasig may also have specific ordinances affecting workers, especially concerning local businesses and region-specific employment practices.
Frequently Asked Questions
What is the minimum wage in Pasig?
The minimum wage in Pasig is determined by the Regional Tripartite Wages and Productivity Board for the National Capital Region (NCR). Rates are subject to change, so it is advisable to check the latest updates from official sources.
How many hours constitute regular working time?
The regular working hours are eight hours a day, as specified by the Labor Code of the Philippines. Any work beyond this qualifies for overtime pay.
What benefits are employees entitled to?
Employees are entitled to various statutory benefits such as 13th-month pay, maternity or paternity leave, and other benefits stipulated in the Labor Code.
Are verbal contracts valid in employment?
While verbal contracts may be recognized, it is strongly recommended to have a written contract to avoid misunderstandings and to have a tangible reference for agreed terms and conditions.
What constitutes legal termination of employment?
The law provides specific grounds for termination including just causes (e.g., serious misconduct) and authorized causes (e.g., redundancy, business closure). Due process must be followed in all cases.
Can an employee claim compensation for unfair dismissal?
Yes, an employee may file a complaint and seek compensation if the dismissal is deemed unfair or if due process is not followed.
What should I do if I experience workplace harassment?
It’s important to report the harassment to your employer or HR department immediately. If unresolved, legal action can be pursued, and a lawyer may assist in navigating the complaints process.
Is it legal for employers to not provide rest days?
No, the Labor Code mandates that employees must receive at least one rest day per week.
How are disputes between employers and employees handled?
Disputes can be addressed through mediation and conciliation, often initiated at the National Labor Relations Commission or with the assistance of a legal counselor.
How do I know if my workplace complies with safety standards?
The Department of Labor and Employment (DOLE) sets safety standards, and employers are required to comply with these regulations. You may report any non-compliance to DOLE for investigation.
Additional Resources
For further information and assistance, consider reaching out to the following resources:
- Department of Labor and Employment (DOLE): Advocate and enforces labor laws and standards.
- National Labor Relations Commission (NLRC): Handles disputes, complaints, and provides mediation services.
- Philippine Overseas Employment Administration (POEA): Regulates overseas employment and protects the rights of overseas Filipino workers.
Next Steps
If you need legal assistance in employment and labor matters, consider consulting with a local attorney specializing in labor law. They can provide personalized advice and representation based on your specific circumstances. It’s advisable to gather all pertinent documents and evidence related to your case before consultation to facilitate a comprehensive assessment of your issues and potential solutions.
Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation. We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please contact us, and we will review and update it where appropriate.