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Project/Temporary Employment - One who is engaged for a specific undertaking or project whose completion has been predetermined. Employment is co-terminus with the conclusion of the project or undertaking and thus ipso facto terminates without entitling the employee to separation pay. However, if the employee is terminated before the completion of the project and is removed without a valid cause, he/she is entitled to a separation pay. The separation pay shall be computed at the rate of one month’s pay for every year of service up to the project’s completion. 2. Casual Employment - An employee who is engaged to perform an activity not usually necessary or desirable to the course of business of the employer is hired under the terms of casual employment. For example, a mechanic hired to fix an engine or workers hired to renovate a building are considered casuals. However, as provided by paragraph 2, Article 280 of the Labor Code, a casual employee who has rendered at least one year of service (whether such service is continuous or

“ Effective school year 2004-2005. 3. Probationary Employment – One who is on trial by an employer during which the employer determines whether or not he/she is qualified for permanent employment is hired under the terms of probationary employment. specifically Article 281. which states: “Probationary employment shall not exceed six (6) months from the date the employee started working. He/She cannot be terminated while such activity exists. probationary period of non-teaching personnel will be six months with the following provision: . The word “probationary” as used to describe the period of employment implies the purpose of the term or period. but not its length. unless covered by an apprenticeship agreement stipulating a longer period. The probationary period of non-academic personnel is not covered by the Manual of regulations of Private Schools but by the Labor Code.intermittent) shall be considered a regular with respect to the activity for which he/she was employed.

which should be bound by a contract signed by both the employer and employee. but terminate upon arrival of the day certain . 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. The decisive determinant in "term employment" should not be the activities that the employee is called upon to perform. 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. and when such stipulations were not designed to circumvent the laws on security of tenure. 281 of the LC." This is based on art. provided that an employee who has rendered at least one year of service. competence and attitude of the employee while the latter seeks to prove to the employer that he or she has the qualifications to meet the reasonable standards for permanent employment.understood to be a day that must necessarily come. the employer is given the opportunity to observe the skills. but the day certain agreed upon by the parties for the commencement and termination of the employment relationship. the completion or termination of which has been determined at the time of the engagement of the employee in the Philippines. Probationary Employment Probationary employment is not necessarily a category of employment in the Philippines. It pertains to a period of time in which the employee is being observed and evaluated to determine whether or not he is qualified for permanent employment. duress or improper pressure exerted on the employee. Term or Fixed Employment Another category of employment in the Philippines recognized in jurisprudence is "term" or "fixed-period employment. probationary employment shall not exceed six months. without force. A probationary employee is. An employee who is allowed to work after a probationary period shall be considered a regular employee. whether continuous or broken. for a given period of time. Under art. . Project Employment Where the employment has been fixed for a specific project or undertaking. 1193 of the CC. Seasonal Employment Where the work or services to be performed is seasonal in nature and the employment is for the duration of the season in the Philippines. which states that obligations with a resolutory period take effect at once. During the probationary period. This essentially comes down to how the employer wants the employee's employment to be structured. under observation and evaluation to determine whether or not he or she is qualified for permanent employment. Casual Employment Where the employment is not covered by the foregoing.Types of Employment in the Philippines Employment in the Philippines Overview Depending on the company and or industry there are various types or categories of employment in the Philippines.