Retrenchment vs redundancy in PH corporate downsizing: legal standards, notice rules, and separation pay formulas under the Labor Code.
The Legal Differences Between Retrenchment and Redundancy in the Philippines Read More »
Employees terminated for redundancy or labor-saving devices receive separation pay of at least one month per year of service.
Redundancy strictly requires employers to pay one-month separation pay per year of service under the Labor Code.
How is separation pay calculated for redundancy? Read More »
This article discusses the Philippine government’s policy or DOLE’s regulations on suspension of work due to natural calamities and disasters.
A Guide to Dealing with Suspension of Work Due to Calamities Read More »
Dismissal of workers due to redundancy is a management prerogative governed by the Article 283 of the Labor Code. This is one of the authorized causes which an employer, in good faith, may utilize as a measure of efficiency in the company, or to prevent company losses. The pertinent portions of the law provide: Article
How to Implement a Redundancy Program in the Work Place Read More »
The right of management to dismiss workers on the ground of retrenchment to prevent serious losses is governed by Article 283 of the Labor Code. This is one of the authorized causes of termination of employment. However, before one can dismiss employees on the ground of retrenchment, four elements must be proven. Firstly, the losses
How to Terminate an Employee on the Ground of Retrenchment Read More »
