Legal Insights
Plain-language guides and case briefs on Philippine law — researched from the firm's law library of 184,000+ statutes, Supreme Court decisions, and agency issuances, and written so non-lawyers can understand and act on them.
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Poor Performance vs Neglect: Defining Just Cause for Employee Termination in the Philippines
Philippine Supreme Court clarifies when poor work performance justifies termination and when it does not, explaining the legal distinction.
Bank Employees, Breach of Trust, and Dismissal for Just Cause in the Philippines
The Supreme Court ruled that bank employees who divert depositor funds may be dismissed for loss of trust and confidence, even if the bank suffered no proven loss.
Attitude Problems and Employee Termination: Defining Just Cause in the Philippines
Philippine Supreme Court clarifies when "attitude problem" can justify employee termination and the required notices for valid dismissal.
Due Process in Labor Dismissals: The Two-Notice Rule and the Burden of Proving Just Cause
The Supreme Court reaffirms that dismissal without proper notice and hearing is illegal, and employers bear the burden of proving just cause.
Due Process in Termination: Employer's Duty to Give Notice and Hearing
Philippine Supreme Court clarifies that dismissal without notice and hearing, even with just cause, results in nominal damages.
Probationary Employment Termination Requires Just Cause AND Due Process
Probationary employees enjoy security of tenure. Employers must prove just cause and observe due process when terminating them.
Probationary Employment: Just Cause and Due Process in Termination
Philippine Supreme Court clarifies rules on terminating probationary employees—just cause and due process requirements explained.
Habitual Neglect of Duty as Just Cause for Termination in Philippine Labor Law
Explaining when habitual neglect of duty justifies dismissal under Philippine labor law, citing the Supreme Court's ruling in Chua v. NLRC.
The Compassionate Exception: When Can a Lawfully Dismissed Employee Receive Separation Pay
Philippine law generally denies separation pay to employees dismissed for just cause, but a compassionate exception exists. Learn the rules.
Separation Pay Despite Valid Dismissal: The Rule on Just Causes in Philippine Labor Law
Philippine Commercial International Bank v. Abad explains when a validly dismissed employee may still receive separation pay under social justice.
Breach of Trust as Just Cause for Employee Dismissal in the Philippines
Philippine Supreme Court explains when loss of trust and confidence justifies employee dismissal under Article 282 of the Labor Code.
Habitual Neglect of Duty Is Just Cause for Termination Despite Mitigating Factors
Philippine Supreme Court ruling on when habitual neglect of duty justifies dismissal, and when mitigating factors cannot save an employee.
Burden of Proof in Illegal Dismissal: Employers Must Substantiate Theft Allegations
In illegal dismissal cases, employers bear the burden of proving just cause with clear and convincing evidence, not relying on weak employee defenses.
Backwages Despite Just Cause Dismissal: When Procedure Matters in Labor Cases
Philippine Supreme Court ruling on backwages for employees dismissed for just cause but denied due process, and the limits of certiorari.
Illegal Dismissal: Employers Must Prove Just Cause AND Due Process Before Termination
Philippine Supreme Court ruling clarifies that employers must prove both just cause and procedural due process to avoid liability for illegal dismissal.
Upholding Employee Rights: Proving Just Cause for Termination in the Philippines
Philippine Supreme Court ruling on employer's burden of proof in dismissal cases, explaining just cause requirements and employee rights.
Breach of Trust in Employment: Just Cause for Dismissal in the Philippines
When can an employer validly dismiss an employee for breach of trust? Philippine labor law rules explained.
Just Cause vs Due Process in Employee Dismissal: The Rosario Ruling
Philippine Supreme Court clarifies that a valid dismissal cause without procedural due process makes termination ineffectual, not illegal, and orders backwages.
Protecting Seafarers: Illegal Dismissal and Due Process Rights in Maritime Employment
When can a shipowner dismiss a Filipino seafarer? The Supreme Court clarifies just cause and due process rules for maritime employment.
Security of Tenure and Due Process in Philippine Civil Service: Adiong v. Court of Appeals
Explaining the Supreme Court ruling that permanent civil service employees cannot be dismissed without just cause and due process.
Dismissal Dilemmas Proving Just Cause AND Ensuring DUE Process IN Labor Disputes
Redundancy vs Illegal Dismissal: Employer’s Burden to Prove Just Cause
Philippine Supreme Court clarifies that redundancy requires proof of good faith and fair process; employers must justify dismissals.
Unfounded Misconduct Claims: Protecting Public Servants From False Accusations
Learn how Philippine jurisprudence protects employees from baseless misconduct allegations and requires employers to prove just cause for dismissal.
When Nature Calls: Can Your Employer Fire You for Using the Restroom?
Supreme Court rules answering the call of nature is not a just cause for dismissal—know your rights under Philippine labor law.