Best Employment Rights Lawyers in Cebu City
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List of the best lawyers in Cebu City, Philippines
Gulapa Law
OBO Law
Accralaw Tower
HYG Law Office & Notary Public
Free Consultation: 15 mins
Divina Law
Philippines Employment Rights Legal Questions answered by Lawyers
Browse our 2 legal questions about Employment Rights in Philippines and the lawyer answers, or ask your own questions for free.
- employer bounced check due to no fund; blames employee
- No. It is not right.
- Retrenchment vs Redundancy
- We would need more details of your case in order to make a proper assessment. You may reach out to us via our website or through email.
About Employment Rights Law in Cebu City, Philippines
Employment Rights Law in Cebu City, as in the rest of the Philippines, is governed by the Philippine Labor Code. This set of laws ensures and enforces the rights and welfare of all employees in the Republic of the Philippines. It covers a wide range of topics, such as conditions of employment, employee benefits, employment termination, health and safety, as well as rules and regulations on specific industries.
Why You May Need a Lawyer
You may require a lawyer when dealing with legal issues pertaining to your employment. If you are faced with issues like wrongful termination, harassment at the workplace, denied benefits, healthcare disputes, or any form of discrimination, a lawyer proficient in employment rights law can come in very handy. During complex situations such as reviewing job contracts, negotiation, and litigation processes, a lawyer can offer legally-aligned guidance.
Local Laws Overview
The Labor Code of the Philippines stipulates the following rights for employees in the country, including Cebu City: the right to safe and healthy working conditions; right to be paid a minimum wage; right to receive benefits such as holidays, service incentives, and 13th-month pay; right to security of tenure; and the right to self-organize or form unions. Under the law, both local and foreign employers are obligated to respect these rights and observe the regulations set out in the code.
Frequently Asked Questions
1. Does the employer have the right to terminate my contract without notice?
Under the Labor Code of Philippines, an employer is required to give a due notice to the employee prior to termination on the grounds of just or authorized causes.
2. Am I entitled to a 13th-month pay?
Yes, all rank-and-file employees who have worked for at least one month in a calendar year are entitled to a 13th-month pay, equivalent to a month's basic salary.
3. What if my employer is not observing the minimum wage law?
If your employer is not observing the minimum wage law, you have the right to file a complaint with the Regional Tripartite Wage and Productivity Board.
4. What benefits am I entitled to under the law if I get sick or go on maternity leave?
Under Philippine law, employers are mandated to provide social security for their employees that cover sickness, disability, maternity, and medical benefits.
5. Can I form or join a union?
Yes, the Philippine Labor Code ensures the rights of all employees to self-organize, form, or join labor unions.
Additional Resources
You might need to explore resources such as the Department of Labor and Employment (DOLE), the Workers' Assistance Center, or the local labor offices in Cebu. Also, the Philippine Social Security System (SSS) might be useful in gaining more insights and understanding of employee welfare and legal protections.
Next Steps
If you need legal assistance, the best step is to get in contact with a legal professional well-versed in employment rights law in the Philippines. Consider bringing to the meeting all the relevant documents and evidence related to your case. Furthermore, understand that each case may require a different approach and that there's no one-size-fits-all solution for each situation.
The information provided on this page is intended for informational purposes only and should not be construed as legal advice. While we strive to present accurate and up-to-date information, we cannot guarantee the accuracy, completeness, or currentness of the content. Laws and regulations can change frequently, and interpretations of the law can vary. Therefore, you should consult with qualified legal professionals for specific advice tailored to your situation. We disclaim all liability for actions you take or fail to take based on any content on this page. If you find any information to be incorrect or outdated, please contact us, and we will make efforts to rectify it.