L'OIT est une institution spécialisée des Nations-Unies
ILO-fr-strap
Go to the home page
Site map | Contact us English | español
> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi > Philippines

Philippines - Conditions de forme / procédure du licenciement individuel


Conditions de forme / procédure du licenciement individuel - Philippines - 2013    

+ show references

Forme de la notification du licenciement au travailleur : écrite

Remarks:
  • Art. 277 b) LC. See aslo Omnibus Implementing Rules, Rule XIV, sec. 6.

Délai de préavis:
Remarks:
  • The LC establishes a distinction between a dismissal for a just cause and a dismissal for an authorized cause.
    - Authorized causes are of two types: business reasons and disease (art. 283 and 284 LC).
    - Just causes are blameworthy acts on the part of the employee such as serious misconduct, wilful disobedience, gross and habitual neglect of duties, fraud or wilful breach of trust, commission of a crime and other analogous causes (art. 282, LC).
    There is no notice period prior to a dismissal for a just cause or for health reasons.
    The employer is only required to give a one-month notice to the employee in the event of termination for business reasons (art. 283 LC).
    • ancienneté ≥ 6 mois
      • licenciement économique - 1 mois .
    • ancienneté ≥ 9 mois
      • licenciement économique - 1 mois .
    • ancienneté ≥ 2 ans
      • licenciement économique - 1 mois .
    • ancienneté ≥ 4 ans
      • licenciement économique - 1 mois .
    • ancienneté ≥ 5 ans
      • licenciement économique - 1 mois .
    • ancienneté ≥ 10 ans
      • licenciement économique - 1 mois .
    • ancienneté ≥ 20 ans
      • licenciement économique - 1 mois .

    Indemnité compensatrice de préavis : Non

    Notification à l'administration publique: Non

    Remarks:
    • No general obligation to notify the administration.
      - No notification required in the event of a dismissal for a just cause.
      ( Please not that, for dismissal based on the grounds of disease, there is no mandatory notification at the time of dismissal. However, before the employer can terminate on the ground of disease, he must obtain from a competent public health authority a certification that the employee¿s disease is of such a nature and at such a stage that it can no longer be cured within a period of six months even with medical attention (art. 284 LC; Implementing Rules of Book VI, LC)).
      - Notification is mandatory in cases of economic dismissals (closure if an establishment or reduction of the workforce and dismissal due to disease): art. 283 LC.

    Notification aux représentants des travailleurs: Non

    Remarks:
    • Art. 283 LC: Notice shall be served to the workers and the administration. No mention of worker's representatives.

    Autorisation de l'administration publique ou d'un organe judiciaire: Non

    Accord des représentants des travailleurs: Non