Legal Insights

Probationary Employment in the Philippines: Rules, Limits, and Regularization

Know your rights during probationary employment in the Philippines, including the legal limits on probation periods and the rules for regularization.

When Do Employees Become Regular in the Philippines? The 6-Month Rule Explained

Learn the 6-month regularization rule under the Labor Code of the Philippines, how probationary employment works, and when an employee becomes a regular employee.

Probationary Employment in the Philippines: Understanding Regularization Standards

The Supreme Court clarifies when probationary employees may be validly terminated for failing to meet regularization standards under Philippine law.

Regularization Case vs Illegal Dismissal: When Filing Both Is Not Forum Shopping

Workers can file illegal dismissal cases while regularization cases are pending—the Supreme Court clarifies the limits of forum shopping in labor disputes.

Regularization Standards Failure To Inform Converts Probationary Employee To Regular Status

Failure to inform probationary employees of regularization standards converts them to regular employees by operation of law, with full backwages.

Continuous Project Employment and Regularization: The Villarico Ruling

When repeated project hires become regular employment, and what the Villarico case means for Philippine workers and employers.

Unlocking the Right to Minimum Salary Upon Regularization: A Landmark Decision for Philippine Workers

The Supreme Court rules that company policies on minimum salary rates become binding once an employee is regularized, protecting workers from underpayment.

Floating Status Limits and Project Employee Regularization in Philippine Labor Law

Supreme Court clarifies six-month limit on floating status and when project employees become regular under Philippine labor law.

Probationary Employment: Standards for Regularization and Dismissal Explained

Learn the rules on probationary employment in the Philippines—what standards employers must set and when dismissal is valid.

Decoding Labor-Only Contracting: Adidas Employee Rights and Responsibilities

The Supreme Court clarifies labor-only contracting rules in Cusap v. Adidas Philippines, explaining employee rights, employer liability, and regularization.

Regularization vs Illegal Dismissal: What Employees Must Prove in Philippine Labor Law

Supreme Court clarifies that being a regular employee does not automatically mean illegal dismissal occurred; the fact of dismissal must still be proven.

Probationary Employment: When a Job Description Can Define Clear Regularization Standards

Philippine Supreme Court clarifies when a job description and duties suffice as reasonable standards for probationary employee regularization and dismissal.

Probationary Employment: Employers Must Disclose Regularization Standards

Employers must inform probationary employees of regularization standards at engagement or risk them being deemed regular employees from day one.

Probationary Employment: Employers Must Communicate Standards for Regularization

Philippine Supreme Court ruling on probationary employment: employers must inform workers of regularization standards at hiring or risk illegal dismissal liability.

Probationary Employment: Employers Must Inform Employees of Regularization Standards

Philippine Supreme Court ruling on probationary employment: employers must inform employees of regularization standards at the time of engagement.

Probationary Employment in the Philippines: Standards for Regularization and Illegal Dismissal

A general manager dismissed during probation won his illegal dismissal case because his employer failed to set reasonable standards for regularization.

Regularization Rights: Defining Labor-Only Contracting in Philippine Law

Supreme Court clarifies labor-only contracting vs. legitimate job contracting, affirming workers' right to regularization under Philippine law.

When a Request for a Raise Leads to a Lawsuit: Proving Abandonment in Illegal Dismissal Cases

A forklift operator's request for regularization and better pay led to termination, sparking a landmark case on fixed-term contracts and quitclaims.

Probationary Employment: Employers Must Inform Workers of Regularization Standards

Philippine Supreme Court ruling on probationary employment: employers must inform workers of regularization standards at the start of engagement.

Regular Employee Status: When a CBA Confers Tenure Beyond the Labor Code

A reliever stevedore denied regularization under the Labor Code was declared regular via the CBA's six-month accumulated service rule.

Regularization of Employees and Business Closure: Key Labor Law Lessons

Understand employee regularization rules, contractual obligations, and valid business closure under Philippine labor law.

Probationary Employment and Employer Prerogative: When Clearance Requirements Justify Non-Regularization

Philippine Supreme Court ruling on probationary employment, employer prerogative, and reasonable pre-employment requirements for regularization.

Probationary Period vs Regular Employment: What Happens When Probation Expires

When a probationary employee completes six months, regularization follows automatically. Mitsubishi Motors v. CPLU explains the rules.

Philippine Security of Tenure: Why Fixed-Term Employment Can't Sidestep Regularization

The Supreme Court strikes down a fixed-term contract scheme that blocked an employee's regularization, reaffirming constitutional security of tenure for Philippine workers.