[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":131,"in_subsite":56,"contact_page_url":7,"banner_message":136},550,"contracts-and-dismissals","Contracts and Dismissals",null,"","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals","labourlaw.labourlawpage","en_PH","2025-07-27T05:56:10.582335+00:00","2026-04-09T15:38:32.525486+00:00","\u002Fcms\u002Fpages\u002F550\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Philippines","en-ph",{"title":20,"slug":21},"Work in Philippines","work-in-philippines",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Employment Contract - Philippines","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals\u002F","index, follow","website","summary_large_image","2025-07-27T07:56:10.582335+02:00","2026-04-09T17:38:32.653580+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Contracts and Dismissals\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Written Employment Particulars\u003C\u002Fh2>\n          \u003Cp>The Labour Code provides for the following categories of employment:\u003C\u002Fp>\n\u003Cp>       i.          __Regular: __an employment where the employee has been engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer.\u003C\u002Fp>\n\u003Cp>      ii.          \u003Cstrong>Project:\u003C\u002Fstrong> where the employment has been fixed for a specific project or undertaking, the completion or termination of which has been determined at the time of the engagement of the employee;\u003C\u002Fp>\n\u003Cp>    iii.          \u003Cstrong>Seasonal:\u003C\u002Fstrong> where the work or services to be performed is seasonal in nature and the employment is for the duration of the season; and\u003C\u002Fp>\n\u003Cp>    iv.          \u003Cstrong>Casual:\u003C\u002Fstrong> where the employment is not covered by the above-mentioned types, provided that an employee who has rendered at least one year of service, whether continuous or not, shall be considered regular with respect to the activity in which he or she is employed and his or her employment shall continue while the activity exists.\u003C\u002Fp>\n\u003Cp>      v.          \u003Cstrong>Probationary\u003C\u002Fstrong> a contract which cannot exceed more than six months, after which the employer must either be regarded as permanent by their workplace, or be fired.\u003C\u002Fp>\n\u003Cp>Civil Code recognizes another category of employment, i.e., “term employment” or “fixed term employment”. Under the Civil Code, obligations with a fixed term take effect at once, but terminate on ending of the term. The decisive determinant in 'term employment' should not be the activities that the employee is called upon to perform, but the certain days agreed upon by the parties for the commencement and termination of the employment relationship. Stipulations in employment contracts providing for 'term employment' or 'fixed period employment' are valid when the period has been agreed upon knowingly and voluntarily by the parties, without force, duress or improper pressure exerted on the employee, and when such stipulations were not designed to circumvent the laws on security of tenure.\u003C\u002Fp>\n\u003Cp>For a contract to be regular, it must be written. The law does not contain any provisions that require the employer to provide the employee with the letter of appointment or written particulars with details about employment.\u003C\u002Fp>\n\u003Cp>Source: §295 & 296 of the Labour Code, as amended; §1193 of the Civil Code of the Philippines 1949\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Fixed Term Contracts\u003C\u002Fh2>\n          \u003Cp>Under the Civil Code, fixed-period or term employee is one whose employment is only for a particular duration which has already been conveyed to the employee at the time of his engagement. As explained above, a fixed term contract must fulfill the following criteria: (a) The term employment was agreed upon knowingly and voluntarily by the parties, without any force, duress or improper pressure on the employee and is not done in circumstances impairing worker’s consent; or (b) the parties dealt with each other on more or less equal terms.\u003C\u002Fp>\n\u003Cp>There are no clear provisions on the lengths of single fixed term contracts, the maximum renewals allowed and the maximum length of fixed term contracts including renewals.\u003C\u002Fp>\n\u003Cp>Source: §1193 of the Civil Code of the Philippines 1949\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Probation Period\u003C\u002Fh2>\n          \u003Cp>The legal provision on the Probation is contained within the Labour Code. Probationary employment cannot exceed six (6) months from the date of commencement of employment, unless it is covered by an apprenticeship agreement stipulating a longer period.\u003C\u002Fp>\n\u003Cp>Labour Code further stipulates that the purpose of the probationary period is for the employee “to undergo a trial period during which the employer determines his fitness to qualify for regular employment based on reasonable standards made known to him at the time of engagement.”\u003C\u002Fp>\n\u003Cp>The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known to him at the time of his engagement. An employee who is allowed to work after completion of probationary period is considered a regular employee.\u003C\u002Fp>\n\u003Cp>Labour Code does not require different probationary periods for different job types.\u003C\u002Fp>\n\u003Cp>Source: §295 of the Labour Code, as amended \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Employment Security\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            1987 Constitution of the Philippines\n          \u003C\u002Fli>\n          \u003Cli>\n            National Health Insurance Act of 1995 (Republic Act No. 7875)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_noticeseverance_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: employment contracts in Philippines – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Written Employment Particulars\u003C\u002Fh2>\n\u003Cp>The Labour Code provides for the following categories of employment:\u003C\u002Fp>\n\u003Cp>       i.          __Regular: __an employment where the employee has been engaged to perform activities which are usually necessary or desirable in the usual business or trade of the employer.\u003C\u002Fp>\n\u003Cp>      ii.          \u003Cstrong>Project:\u003C\u002Fstrong> where the employment has been fixed for a specific project or undertaking, the completion or termination of which has been determined at the time of the engagement of the employee;\u003C\u002Fp>\n\u003Cp>    iii.          \u003Cstrong>Seasonal:\u003C\u002Fstrong> where the work or services to be performed is seasonal in nature and the employment is for the duration of the season; and\u003C\u002Fp>\n\u003Cp>    iv.          \u003Cstrong>Casual:\u003C\u002Fstrong> where the employment is not covered by the above-mentioned types, provided that an employee who has rendered at least one year of service, whether continuous or not, shall be considered regular with respect to the activity in which he or she is employed and his or her employment shall continue while the activity exists.\u003C\u002Fp>\n\u003Cp>      v.          \u003Cstrong>Probationary\u003C\u002Fstrong> a contract which cannot exceed more than six months, after which the employer must either be regarded as permanent by their workplace, or be fired.\u003C\u002Fp>\n\u003Cp>Civil Code recognizes another category of employment, i.e., “term employment” or “fixed term employment”. Under the Civil Code, obligations with a fixed term take effect at once, but terminate on ending of the term. The decisive determinant in 'term employment' should not be the activities that the employee is called upon to perform, but the certain days agreed upon by the parties for the commencement and termination of the employment relationship. Stipulations in employment contracts providing for 'term employment' or 'fixed period employment' are valid when the period has been agreed upon knowingly and voluntarily by the parties, without force, duress or improper pressure exerted on the employee, and when such stipulations were not designed to circumvent the laws on security of tenure.\u003C\u002Fp>\n\u003Cp>For a contract to be regular, it must be written. The law does not contain any provisions that require the employer to provide the employee with the letter of appointment or written particulars with details about employment.\u003C\u002Fp>\n\u003Cp>Source: §295 & 296 of the Labour Code, as amended; §1193 of the Civil Code of the Philippines 1949\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Fixed Term Contracts\u003C\u002Fh2>\n\u003Cp>Under the Civil Code, fixed-period or term employee is one whose employment is only for a particular duration which has already been conveyed to the employee at the time of his engagement. As explained above, a fixed term contract must fulfill the following criteria: (a) The term employment was agreed upon knowingly and voluntarily by the parties, without any force, duress or improper pressure on the employee and is not done in circumstances impairing worker’s consent; or (b) the parties dealt with each other on more or less equal terms.\u003C\u002Fp>\n\u003Cp>There are no clear provisions on the lengths of single fixed term contracts, the maximum renewals allowed and the maximum length of fixed term contracts including renewals.\u003C\u002Fp>\n\u003Cp>Source: §1193 of the Civil Code of the Philippines 1949\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Probation Period\u003C\u002Fh2>\n\u003Cp>The legal provision on the Probation is contained within the Labour Code. Probationary employment cannot exceed six (6) months from the date of commencement of employment, unless it is covered by an apprenticeship agreement stipulating a longer period.\u003C\u002Fp>\n\u003Cp>Labour Code further stipulates that the purpose of the probationary period is for the employee “to undergo a trial period during which the employer determines his fitness to qualify for regular employment based on reasonable standards made known to him at the time of engagement.”\u003C\u002Fp>\n\u003Cp>The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known to him at the time of his engagement. An employee who is allowed to work after completion of probationary period is considered a regular employee.\u003C\u002Fp>\n\u003Cp>Labour Code does not require different probationary periods for different job types.\u003C\u002Fp>\n\u003Cp>Source: §295 of the Labour Code, as amended \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Employment Security\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            1987 Constitution of the Philippines\n          \u003C\u002Fli>\n\u003Cli>\n            National Health Insurance Act of 1995 (Republic Act No. 7875)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance'>Notice and Severance\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-philippines'>Minimum Wages Regulations - Philippines\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,71,75,79,83,87,91,95,99,103,107,111,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},547,"Work and Wages","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},548,"Compensation and Working Time","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},549,"Annual Leave and Holidays","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":4,"short_title":7,"title":6,"url":9},{"id":72,"short_title":7,"title":73,"url":74},551,"Notice and Severance","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":76,"short_title":7,"title":77,"url":78},552,"Family Responsibilities","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffamily-responsibilities",{"id":80,"short_title":7,"title":81,"url":82},553,"Maternity and Work","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work",{"id":84,"short_title":7,"title":85,"url":86},554,"Job Protection","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":88,"short_title":7,"title":89,"url":90},555,"Breastfeeding","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":92,"short_title":7,"title":93,"url":94},556,"Health and Safety","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fhealth-and-safety",{"id":96,"short_title":7,"title":97,"url":98},557,"Sick Leave","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave",{"id":100,"short_title":7,"title":101,"url":102},558,"Work Injury Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":104,"short_title":7,"title":105,"url":106},559,"Social Security","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security",{"id":108,"short_title":7,"title":109,"url":110},560,"Unemployment Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":112,"short_title":7,"title":113,"url":114},561,"Fair Treatment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment",{"id":116,"short_title":7,"title":117,"url":118},562,"Sexual Harassment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},563,"Minors and Youth","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},564,"Forced Labour","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},565,"Trade Unions","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ftrade-unions",[132],{"url_path":133,"title":134,"language_name_en":135,"language_name_local":135,"translated_language_name":135},"\u002Ffil-ph","Pilipinas","Filipino","\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]