BASIC PHILIPPINE LABOR LAWS • "Wage" paid to any employee shall mean the
remuneration or earnings:
Knowledge is Power
• Ignorance of the law does not excuse anyone
from complying with it.
• Knowing laws on labor and employment is vital
because a minor violation could lead to big
trouble.
• Companies have closed shop after employees
sued which ended up with paying huge amounts
of money representing damages.
REPUBLIC ACT No. 602
• April 6, 1951
• AN ACT TO ESTABLISH A MINIMUM WAGE LAW,
AND FOR OTHER PURPOSES
• (REPEALED BY PRESIDENTIAL DECREE NO. 442)
BASIC TERMINOLOGIES
• "Person" means an individual, partnership,
association, corporation, business trust, legal
representative, or any organized group of
persons.
• "Employer" includes any person acting directly
or indirectly in the interest of an employer in
relation to an employee and shall include the
Government, and the government corporations.
• "Employee" includes any individual employed
by an employer.
• "Agriculture" includes farming in all its
branches and among other things includes the:
o the cultivation and tillage of the soil,
o dairying,
o the production,
o cultivation,
o growing, and
o harvesting of any agricultural or
o horticultural commodities,
o the raising of livestock or poultry,
• "Agriculture" and any practices performed by a
farmer or on a farm as an incident to or in
conjunction with such farming operations but
does not include the manufacturing or
processing of sugar, coconuts, abaca, tobacco,
pineapple or other farm products.
• "Industry" means a trade, business, industry or
branch thereof, or group of industries, in which
individuals are gainfully employed.
• “Employ" " includes to suffer or permit to work.
o however designated,
o capable of being expressed in terms of
money,
o whether fixed or ascertained on a time,
task, piece, commission basis, or
o other method of calculating the same,
• "Wage" paid to any employee shall mean the
remuneration or earnings:
o which is payable by an employer to an
employee under a written or unwritten
contract of employment for work done
or to be done or for services rendered
or to be rendered, and
o includes the fair and reasonable value,
as determined by the Secretary of
Labor, of board, lodging, or other
facilities customarily furnished by the
employer to the employee.
• "Facilities" shall include articles or services of
benefit to the employee or his family but shall
not include tools of the trade or articles or
services primarily for the benefit of the
employer or necessary to the conduct of the
employer's business.
• "Hired farm labor" includes the labor of any
person employed on a farm, except the labor of
the operator and that of his parents, spouse
and children.
NOTE: Operator is the owner or lessee
• "Farm enterprise" comprises all tracts of land,
whether contiguous or not, under one
management, located in a province and
immediately adjacent provinces, on which any of
the operations enumerated in section two (d) are
carried on.
TYPES OF EMPLOYMENT
Article 280 of the Labor Code of the Philippines (LCP)
describes different types of employment namely:
• regular
• casual
• project
• seasonal
These distinctions are important because some rights
and benefits attach only to regular employees,
especially the right to security of tenure.
Regular and Casual Employment
“ARTICLE 280. Regular and casual employment. —
 The provisions of written agreement to the
contrary notwithstanding and regardless of the oral
agreement of the parties, an employment shall be
deemed to be regular where the employee has
been engaged to perform activities which are
usually necessary or desirable in the usual
business or trade of the employer except 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 or where
the work or service to be performed is seasonal in
nature and the employment is for the duration of
the season.
• An employment shall be deemed to be casual if it is
not covered by the preceding paragraph: Provided,
that any employee who has rendered at least one
year of service, whether such service is continuous
or broken, shall be considered a regular employee
with respect to the activity in which he is employed,
and his employment shall continue while such
activity exists.
Probationary Employment
ARTICLE 281. Probationary employment. –
• Probationary employment shall not exceed six (6)
months from the date the employee started
working, unless it is covered by an apprenticeship
agreement stipulating a longer period.
• 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 by the employer to the employee at
the time of his engagement. An employee who is
allowed to work after a probationary period shall
be considered a regular employee.
• The period should not exceed six (6) months from
the date the employee started working, unless it is
covered by an apprenticeship agreement stipulating
a longer period. (Article 281)
• A probationary employee may be dismissed 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 he is hired.
• If he is not informed of these reasonable criteria,
he will be considered a regular employee.
• So, employers should watch out for this
requirement.
• a probationary employee may become regular if he
is allowed to work after the probationary period.
Project Employment
• 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 in the
Philippines.
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.
Casual Employment
• There is Casual Employment when an employee
performs work that is not usually necessary or
primarily related to the employer’s business or
trade.
• The definite period of employment should be made
known to the employee at the time they started
rendering service.
• If the employee has rendered service for at least
one (1) year in the same company, whether the
casual employment is continuous or not, they shall
be considered a regular employee with respect to
the activity they are employed and will continue
rendering service while such activity exists.
Contractual Employment
• Term or Fixed-Term Employment is when the
employee renders service for a definite period of
time and the employment contract must be
terminated after such period expires.
• This type of employment is determined not by the
activities that the employee is expected to perform
but by the commencement and termination of the
employment relationship.
Fixed-term employment is highly regulated and is Minimum Wage
subject to the following criteria:
• Minimum wages have been defined as “the
• be voluntarily and knowingly agreed upon by the minimum amount of remuneration that an
parties without any force, duress or improper employer is required to pay wage earners for the
pressure being brought to bear upon the employee work performed during a given period, which
and absent any vices of consent; or cannot be reduced by collective agreement or an
• it satisfactorily appears that the employer and the individual contract”.
employee dealt with each other on more or less
ILO: General Survey concerning the Minimum Wage
equal terms with no dominance exercised by the
Fixing Convention, 1970 (No. 131), and the Minimum
former over the latter.
Wage Fixing Recommendation, 1970 (No. 135)
Employment
• The purpose of minimum wages is to protect
• So, if you do not intend to consider the person hired workers against unduly low pay.
as a regular employee, you must inform him on the • They help ensure a just and equitable share of the
day he starts to work – that is, whether he is a fruits of progress to all, and a minimum living wage
casual, seasonal, project or a fixed term employee. to all who are employed and in need of such
protection.
Employee Benefits
Minimum wages can also be one element of a policy
Wage and Compensations Benefits
to:
1. Employee Minimum Wage
• overcome poverty
2. Overtime Pay
• reduce inequality, including those between men
3. Premium Pay
and women
4. Night Shift Differential
• promote the right to equal remuneration for work
5. 13th Month Pay
of equal value.
6. Separation Pay
7. Retirement Pay Overtime Pay

Leave Benefits • The employee who renders service beyond the

schedule indicated in the contract will be given
1. Service Incentive Leave
additional compensation equivalent to his regular
2. Parental leaves
wage including at least 25% premium.
3. Special Leave Benefits for Women
4. Bereavement Leave Premium Pay
5. De Minimis Benefits
• A premium pay is an overtime pay for rest days and
Mandatory Government Contributions official holidays. Employee shall be paid an
additional compensation from the rate of the first
1. Social Security System
eight hours on a holiday or rest day plus at least
2. PhilHealth
30%.
3. Pag-IBIG
There are three types of Premium Pay
Wage and Compensations Benefits
Regular Holidays
1. Employee Minimum Wage
2. Overtime Pay • These refer to fixed dates like Christmas Day,
3. Premium Pay Independence Day, or New Year’s Day. However,
4. Night Shift Differential National Heroes Day and Holy Week are considered
5. 13th Month Pay regular holidays despite changing dates.
6. Separation Pay • For Regular Holidays, every employee covered by
7. Retirement Pay the Holiday Pay Rule is entitled to the minimum
wage rate (daily basic wage and COLA).
• This means that the employee is entitled to at least
100% of their minimum wage rate even if they did
not report for work, provided that they are present
13th Month Pay
or is on leave of absence with pay on the workday
immediately preceding the holiday.
• If your employer asks you to work on a regular
holiday, you will be paid 200 percent of your daily
rate and cost of living allowance
Special Holidays
• Also known as Special Non-Working Holidays, they
fall on flexible dates, depending on the
circumstance.
• For Special Holidays, the “No work, no pay”
principle applies and on such other Special Holidays
as may be proclaimed by the President or by
Congress.
• On the other hand, if your employer asks you to
work on a special non-working holiday, you will be
paid 130 percent of your daily rate and cost of living
allowance.
Example: Election Day
Double Holidays
• This is a rare occurrence wherein a regular holiday
and a special holiday fall on the same day.
Example: If Araw ng Kagitingan falls on the
same day as Maundy Thursday or Good Friday.
Labor Code of the Philippines, Article 94.
• An employee who does not work on a double
holiday shall be paid at the rate of 200% of their
daily wage.
• An employee who reports at work on a double
holiday shall be paid 300% of his/her regular wage.
• An employee who works overtime on a double
holiday shall be paid an additional 30% of his/her
daily rate of 300%.
Separation Pay
Premium Pay
• All employees are eligible for premium pay, but
normally, the slots for working on holidays or
rest days are scheduled in advance and
approved by authorized personnel.
Night Shift Differential
• Also known as night shift pay, it applies to
employees who work between 10:00 PM and
6:00 AM.
• An additional 10% premium is applied for every
hour at work.
• The 13-month pay is often mistaken as the
Christmas Bonus, but technically, it’s a
monetary bonus mandated by law.
• The Christmas bonus is only a voluntary gesture
from the employers.
• According to the law, the 13-month pay is given
either in 2 installments (May and December) or
in full before December 24.
• You can receive this pay if you are any private
employee with fixed or guaranteed salary who
have worked for at least one month.
• Resigned or terminated employees who left
their employers before the release of the 13-
month bonuses can also receive this.
• Take note that employees who quit the job
without going through the separation process
and workers who are paid purely on
commission are not entitled for 13-month pay.
• The 13th-month pay in the Philippines is
equivalent to 1/12 of the basic salary received
by an employee within the year.
• If a Filipino employee worked for less than a
year (regardless of the cause for the
termination of his employment), the amount
due to him is determined by dividing the total
salary he received by the number of months he
was employed.
• The Philippine government shares in it by way
of income tax.
• Under existing tax regulations, up to a
maximum of P90,000 of that additional income
is exempt from the income tax due from fixed
wage earners.
• Separation pay is also part of the Labor Code
and is given to employees terminated from the
company.
• The only exception is those terminated because
of misconduct or crime involvement.
There are two types:
1/2 Month Pay per Year of Service
• An employee is eligible for separation pay with
the value of one-half (1/2) month pay for every
year of service if the separation from the
service is because of retrenchment to save the
company from pitfalls, closure or termination of
the operations due to bankruptcy and other bad
instances, and grave illness incurable within 6
months or harmful for co-workers.
One-Month Pay per Year of Service
• An employee is eligible for a separation pay
worth of one month per year of service if the
termination of the contract is because of:
o installation of devices or machines that
reduce the number of labors,
o redundancy, or
o when there is excessive manpower,
impossible reinstatement to the former
position because of significant reasons.
Retirement Pay
• Upon the age of 60 years or more, an employee
who has served at the establishment for at least
five years may be granted a retirement pay
equivalent to at least one-half month of salary
for every year of service.
• A fraction of at least six months is considered as
one whole year.
• As stipulated by the DOLE National Wages and
Productivity Commission,
“The minimum retirement pay shall be equivalent to
one-half (1/2) month salary for every year of service, a
fraction of at least six (6) months being considered as
one (1) whole year.”
• Included in the one-half pay are 15 days salary
based on the latest salary rate, cash equivalent
of 5 days of service incentive leave, one-twelfth
(1/12) of the 13th month pay.
Leave Benefits
1. Service Incentive Leave
2. Parental leaves
3. Special Leave Benefits for Women
4. Bereavement Leave
5. De Minimis Benefits
Service Incentive Leave
• Article 95 of the Labor Code says that an
employee who has worked for a year is entitled
to five (5) Service Incentive Leaves with full pay.
• These can be used for vacation leave or sick
leave.
PARENTAL LEAVES
There are 3 types of parental leaves:
1. Maternal
• any pregnant woman employee who has
worked with the company for at least six
months will be granted a maternity leave of at
least two weeks prior to her due date (expected
date of delivery) and four weeks after normal
delivery or miscarriage with full pay based on
her regular salary.
• As of February 21, 2019, the Expanded
Maternity Leave (EML) Bill has been signed into
law.
• This law grants 105 days of paid maternity leave
credits. The law also allows new mothers to
extend this leave for an additional 30 days, but
this will be unpaid.
• The EML is applicable to all a woman’s
pregnancies.
2. Parental
• The R.A No. 8187, or Paternity Leave Act of
1996, grants seven (7) days of fully paid leave to
married fathers.
• This is effective up to the first four deliveries of
the legitimate spouse.
• Under the EML, seven days of a woman’s paid
maternity leave credits can be transferred to
fathers, extending the allowed seven-day
paternity to be extended to 14.
3. Solo Parent
• Solo or single mothers and fathers have seven
days leave with pay for every year of service, on
top of other leave privileges, e.g. Maternity or
• Solo mothers are covered by the EML, so they
also get 105 days of paid maternity leave
credits.
• However, solo mothers can extend their leave
for 15 days and these should be paid leaves.
Special Leave Benefits for Women
There are two types:
a. Magna Carta for Women
• This entitles women who underwent surgery
due to gynecological disorders to two months’
leave with full pay, as stipulated in R.A. 9710 or
the Magna Carta of Women.
• This applies to employees who have rendered
at least six months of service with the company.
b. Leave for women and their children who are victims
of violence
• Victims of violence against women, as
stipulated in R.A. 9262 or the Anti-Violence
Against Women and Their Children Act of 2004,
are entitled to 10 days leave with full pay.
Bereavement Leave
• This is a 3-day additional time off from work to
mourn for the death of immediate family
members such as mother, father, siblings, and
children.
• It must be noted that this is not a paid leave.
De Minimis Benefits
• These are either relatively small amounts of
money or leave credits that are optional for
employers to grant.
• Examples are:
o calamity leave,
o rice subsidy,
o transportation/clothing/laundry
allowance,
o daily meal allowance,
o other goods that are not monetary.
Mandatory Government Contributions
1. Social Security System
2. PhilHealth
3. Pag-IBIG
Social Security System
• The Social Security System (SSS) serves as an
insurance program set by the government for
all wage earners from the private institutions
• The counterpart for government employees is,
Government Service Insurance System (GSIS) in
the country.
• Members are required to contribute a certain
amount depending on their salary bracket.
Coverage in the Philippines
• All persons under the age of 60 who earn
income from employment is required to
contribute to the SSS.
• Government employees are required to
contribute to the equivalent GSIS.
PhilHealth
• This serves as a health insurance program for
private employees providing financial aid and
service privileges for health care.
• PhilHealth has removed the previous salary
brackets, creating a new condensed
contribution table with P10,000 as the salary
floor and P40,000 as the ceiling.
• The computation starts at 2.75% of the basic
salary per month, and the payment is shared by
employer and employee.
The PhilHealth benefits include:
• Inpatient benefits (hospitalization, facility fees,
and physician/surgeon fees)
• Outpatient benefits (day surgeries,
radiotherapy, hemodialysis, outpatient blood
transfusion, primary care benefits)
• Z benefits (financial/medical aid for the patients
with cancer and in need of surgeries)
• SDG related (Malaria package, HIV-AIDS
package, antituberculosis treatment, voluntary
surgical contraception procedures, and animal
bites treatment)
Coverage in the Philippines
• Employees are also required to contribute to
the HDMF and PhilHealth.
• Membership is optional for self-employed
persons.
• Foreign personnel are also required to make
contributions.
Pag-IBIG
• Also known as the Home Development Mutual
Fund (HDMF), Pag-IBIG is another form of
 national savings’ program and the financing
office for affordable shelter.
• The total contribution is shared between you
and the employer.
• The highest compensation per month subjected
to Pag-IBIG contribution is P5,000 and it means
that the employer and employee will pay P100
each as the maximum contribution.
• Pag-IBIG lets you have the following benefits:
housing loan, multi-purpose loan, calamity loan,
secured savings.
WORK HOURS AND REST PERIOD
Hours of Work in the Philippines
Normal hours of work in the Philippines
• The normal hours of work of any employee shall
not exceed eight hours a day.
• Hours worked shall include all time during
which an employee is required to be on duty or
to be at a prescribed workplace and all time
during which an employee is suffered or
permitted to work.
• Rest periods of short duration during working
hours shall be counted as hours worked.
Weekly Rest Periods
Right to weekly rest day
• It shall be the duty of every employer, whether
operating for profit or not, to provide each of
his employees a rest period of not less than 24
consecutive hours after every six consecutive
normal workdays.
Holidays, Service Incentive Leaves and Service Charges
Right to holiday pay
• Every worker shall be paid his regular daily
wage during regular holidays, except in retail
and service establishments regularly employing
less than 10 workers.
• The employer may require an employee to work
on any holiday, but such employee shall be paid
a compensation equivalent to twice his regular
rate
• As used in this Article, "holiday" includes:
o January 1 > Maundy Thursday
o Good Friday > April 9
o May 1 > June 12
o Last Monday of August > November 30
o December 25, > December 30
o the day designated by law for holding a
general election.
Other Laws
• Occupational Safety and Health Standards Law
(OSH)
• Sexual Harassment Law
• Minimum Employable Age
OSH Law RA11058
• The OSH law provides that each Filipino worker
is protected against
o Injury
o sickness or death
through safe and healthful working conditions
• That employers must promote strict but:
• dynamic
• Inclusive
• gender-sensitive
measures in the formulation and implementation of
policies and programs related to occupational safety
and health.
• It applies to all establishments, projects, sites,
including Philippine Economic Zone Authority
(PEZA) establishments, and all other
workplaces.
• The exposure to safety and health hazards is the
basis for having High Risk Establishments,
Medium Risk Establishments, and Low Risk
Establishments.
• With the RA 11058, employers are now
required to comply with occupational safety
and health standards including
o informing workers on all types of
hazards in the workplace and
o having the right to refuse unsafe work,
as well as
o providing facilities and personal
protective equipment for the workers,
among others.
Anti-sexual Harassment law
• An employer commits sexual harassment when
a sexual favor is made as a condition for hiring
 and for continued employment or
reemployment. (Section 3, RA 7877)
Minimum Employable Age
The minimum employable age in the Philippines is
fifteen years, with the exception of some instances
when a child below 15 may be hired after complying
with certain conditions. (See RA 7610, Sec 12, as
amended by RA 7658 and RA 9231; see also DOLE
Department Order No. 65-04).
Employee’s Right
• Self-organization and Collective Bargaining
Agreement
• Security of tenure and humane conditions
• Workdays, work hours, rest days
• Wage and other related benefits
• Payment of wages
Employees' Right to Self-Organization RA 875
Employees shall have the right to self-organization and
• to form, join or assist labor organizations of
their own choosing
• for the purpose collective bargaining through
representatives of their own choosing and
• to engage in concerted activities for the
purpose of collective bargaining and other
mutual aid or protection.
• Individuals employed as supervisors shall not be
eligible for membership in a labor organization
of employees under their supervision but may
form separate organizations of their own.
• Unfair labor practices may be committed by
employers (Art 248, LCP) and by labor
organizations or unions (Art 249, LCP).
• These rights are expressly provided by the 1987
Constitution and the Labor Code.
Collective Bargaining Agreement
A CBA is a contract executed upon incorporating the
agreements reached after negotiations
• with the employer and
• the exclusive bargaining representative of the
employees with respect to
o wages,
o hours or work and
o all other terms and conditions of
employment
o including proposals for adjusting any
grievances or questions under such
agreement.
Collective Bargaining Agreement
• As such, a CBA includes economic provisions
and noneconomic provisions.
• Economic provisions include monetary value of
wage increases, loan benefits, bonuses,
allowances, retirement plans, and other fringe
benefits.
• On the other hand, non-economic clauses
include
o union security clauses,
o grievance procedures,
o labor-management cooperation
schemes, and
o other provisions without monetary
value.
Security of Tenure and Humane Conditions
• Every employee shall be assured security of
tenure.
• No employee can be dismissed from work
except for a just or authorized cause, and only
after due process.
• Just cause refers to any wrongdoing committed
by an employee; authorized cause refers to
economic circumstances that are not the
employee’s fault.
• Employers must provide workers with every
kind of on-the job protection against injury,
sickness or death through safe and healthful
working conditions.
Payment of Wages
• Wages should be paid directly to the employee
in cash, legal tender, or through a bank.
• Wages shall be given not less than once every
two weeks or twice within a month at intervals
not exceeding 16 days.
Valid Termination of Employment
• If you want to dismiss an employee from his
job, it should be for a cause provided by law,
and you must comply with procedural
requirements.
• Just causes which are voluntary acts of the
employee are enumerated in Article 282 (LCP)
 while authorized causes, which are attributed to
the employer, are provided by Article 283 and
284.
• For a valid dismissal, substantive (Art. 282, 283,
284) and procedural requirements (Article
277b; also, Department Order No. 9, June 21,
1997) must be complied with.
An employer may dismiss an employee on the following
Just Causes:
• serious misconduct.
• willful disobedience.
• gross and habitual neglect of duty.
• fraud or breach of trust.
• commission of a crime or offense against the
employer, his family or representative.
• other similar causes.
The other grounds are Authorized Causes:
• installation of labor-saving devices.
• redundancy.
• retrenchment to prevent losses.
• closure and cessation of business; and
• disease / illness.
Just Causes
a) Serious misconduct or willful disobedience by the
employee of the lawful orders of his employer or
representative in connection with his work;
b) Gross and habitual neglect by the employee of his
duties.
c) Fraud or willful breach by the employee of the
trust reposed in him by his employer or duly
authorized representative.
d) Commission of a crime or offense by the employee
against the person of his employer or any
immediate member of his family or his duly
authorized representatives; and
e) Analogous or similar causes
Procedure for termination due to just causes:
Twin Notice Rule
1. Serve the first written notice on the employees
containing the specific ground/s for termination
and a directive that they are given the
opportunity to submit their written explanation
within a reasonable period.
2. After serving the first notice, the employers
should schedule and conduct a hearing or
conference wherein the employees will be given
the opportunity to:
a. explain and clarify their defenses to the
charge against them.
b. present evidence in support of their
defenses; and
c. rebut the evidence presented against
them by the management.
3. After determining that termination of
employment is justified, the employers shall
serve the employees a written notice of
termination indicating that:
a. all circumstances involving the charge
against the employees have been
considered; and
b. grounds have been established to
justify the severance of their
employment
Authorized causes
1. Installation of labor-saving device
2. Redundancy
3. Retrenchment to prevent losses
4. Closure due to serious business losses
5. Disease
Installation of labor-saving device
• The installation of these devices is a
management prerogative, and the courts will
not interfere with its exercise in the absence of
abuse of discretion, arbitrariness, or malice on
the part of management.
• Installation of labor-saving device will result in
making positions being held by employees who
will be adversely affected thereby redundant
and unnecessary.
Redundancy
• Redundancy exists when the services of an
employee are in excess of what is reasonably
demanded by the actual requirements of an
enterprise.
• This happens when the position is superfluous
because of a number of factors such as over-
hiring of workers, decreased volume of
business, dropping of a particular product line
or service activity previously manufactured or
 undertaken by the enterprise or phasing out of • by being a good employer – that is, giving your
service activity priorly undertaken by the employees at least the minimum benefits and
business. standard working conditions provided by law,
• by allowing them to reasonably exercise their
Retrenchment to prevent losses
rights as workers, especially the right to self-
• Retrenchment has been defined as “the organize and
termination of employment initiated by the • by always exercising good faith and fairness in
employer through no fault of the employees dealing with them.
and without prejudice to the latter, resorted to • As employer, you must not only think of the
by management during periods of business profit you can earn from your business, but also
recession, industrial depression, or seasonal the human factor in every employment
fluctuations. relationship.
• or during lulls occasioned by lack of work or
orders, shortage of materials, or considerable
reduction in the volume of employer’s business,
conversion of the plant for a new production
program or the introduction of new methods or
more efficient machinery, or of automation.
• Proof of losses or possible imminent losses is
the distinctive requisite of retrenchment.

Closure due to serious business losses

• Closure or cessation of business is the complete

or partial cessation of the operations or
shutdown of the establishment of the
employer.
• It is carried out to stave off the financial ruin or
promote the business interest of the employer.

Disease

• Disease is also of one the authorized causes to

terminate employment.
• However, not all kinds of disease may be
considered as a valid ground to terminate
employment.
• It must be proven that an employee’s continued
employment is prohibited by law or prejudicial
to his health as well as to the health of his co-
employees.
• Further, a competent public health authority
must issue a medical certificate that the disease
is of such nature or at such a stage that it
cannot be cured within a period of six (6)
months even with proper medical treatment.

Conclusion

The key to avoiding violations of labor and employment

laws is: