Under what specific circumstances or causes is an employer legally permitted to terminate the services of an employee?

An employer has the right to terminate an employee’s services based on several just causes defined by law. These causes include serious misconduct, willful disobedience of lawful orders, and gross and habitual neglect of duties by the employee. Furthermore, an employer can dismiss an employee for fraud, willful breach of trust, or the commission of a crime against the employer or their immediate family. Any other causes that are analogous to these specified grounds may also justify termination. These grounds are expressly provided under Article 297 Labor Code of the Philippines. “ART. 297. Termination by Employer.253 – An employer may terminate an employment for any of the following causes: (a) Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work; (b) Gross and habitual neglect by the employee of his duties; (c) Fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative; (d) Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives; and (e) Other causes analogous to the foregoing.” 02-Jun-26

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