Employee Onboarding and

Orientation in the Philippines

Onboarding Status
Training Probationary Regular

This is the period during which

This is the period during which
the new employee is being
the new employee is being Once the new employee has
trained on the company's
evaluated to see if they are a successfully completed their
policies, procedures, and
good fit for the company and the probationary period, they
systems. They may also be
position. They are expected to become a regular employee. This
shadowing other employees or
meet the job requirements and means that they have secured
working on simple tasks to get a
perform at a satisfactory level. permanent employment with
feel for the job. The training
The probationary period the company and are entitled to
period can last anywhere from a
typically lasts for 6 months, but all of the benefits and privileges
few weeks to a few months,
it can be extended by up to 12 of regular employees.
depending on the company and
months.
the position.
Compliance with Philippine Labor Laws
It is important to note that all employees in the Philippines, regardless
of their onboarding status, are entitled to certain rights and benefits
under Philippine labor laws. These include the right to a minimum
wage, the right to overtime pay, the right to paid sick leave and
vacation leave, and the right to social security benefits.
Employers should also be aware of the following requirements under
Philippine labor laws:
Training employees must be paid at least the minimum wage.
Probationary employees must be paid at least 75% of the regular
salary for their position.
Regular employees must be paid the full salary and benefits for
their position.
Employers cannot terminate training employees or probationary
employees without cause. Regular employees can only be
terminated for cause.
Personnel status
1. Full-Time Employee
2. Part-Time Employee
3. Temporary/Contract Employee
4. Intern/Apprentice
5. Contractor/Freelancer
Personnel status
Full-Time Employee
A full-time employee is an employee who is regularly
employed by a company for a minimum of 40 hours
per week. Full-time employees are entitled to all of the
benefits and privileges of regular employees,
including the minimum wage, overtime pay, paid sick
leave and vacation leave, and social security benefits.
Compliance with Philippine Labor Laws
Employers must comply with all Philippine labor laws
and regulations for full-time employees.
Personnel status
Part-Time Employee
A part-time employee is an employee who is regularly
employed by a company for less than 40 hours per
week. Part-time employees are entitled to the
minimum wage and overtime pay, but they may not be
entitled to all of the benefits and privileges of regular
employees, such as paid sick leave and vacation leave.
Compliance with Philippine Labor Laws
Employers must comply with all Philippine labor laws
and regulations for part-time employees, including the
minimum wage and overtime pay.
Personnel status
Temporary/Contract Employee
A temporary/contract employee is an employee who is
hired by a company for a specific period of time or for
a specific project. Temporary/contract employees are
entitled to the minimum wage and overtime pay, but
they may not be entitled to all of the benefits and
privileges of regular employees, such as paid sick
leave and vacation leave.
Compliance with Philippine Labor Laws
Employers must comply with all Philippine labor laws
and regulations for temporary/contract employees,
including the minimum wage and overtime pay.
However, employers are not required to provide
temporary/contract employees with all of the same
benefits and privileges as regular employees.
Personnel status
Intern/Apprentice
An intern/apprentice is a student who is working for a
company to gain experience and training in a
particular field. Interns/apprentices are typically paid
a stipend or allowance, but they may not be entitled to
all of the benefits and privileges of regular employees,
such as the minimum wage and overtime pay.
Compliance with Philippine Labor Laws
Employers must comply with all Philippine labor laws
and regulations for interns/apprentices, including the
minimum wage and overtime pay if they are working
for more than 40 hours per week. Employers must also
provide interns/apprentices with a safe and healthy
work environment.
Personnel status
Contractor/Freelancer
A contractor/freelancer is an independent individual
or business who provides services to a company on a
contract basis. Contractors/freelancers are not
employees of the company and are not entitled to the
same benefits and privileges as regular employees,
such as the minimum wage, overtime pay, paid sick
leave and vacation leave, and social security benefits.
Compliance with Philippine Labor Laws
Employers are not required to comply with all
Philippine labor laws and regulations for
contractors/freelancers. However, employers must
still provide contractors/freelancers with a safe and
healthy work environment.
Employment Level
1. Entry Level
2. Junior/Associate Level
3. Mid-Level Positions
4. Senior Level/Management
5. Director Level
6. Executive/Top-Level Management
7. Ownership/Partner/Board Member
Consultants/Advisors/Experts
Employee classification
1. Employed
2. Affiliated
3. Suspended
4. Resigned Employee
5. Laid-off employee
6. Terminated Employee
7. Retired Employee
Employee classification
Employed
An employee who is actively
working for a company and is
receiving a salary or wage.
Benefits
Entitled to all benefits by the government.
Employee classification
Affiliated Employee
An employee who is not directly employed
by a company but is still associated with the
company in some way.
Benefits
May or may not be entitled to benefits,
depending on the company's policies.
Employee classification
Suspended Employee
An employee who has been temporarily
suspended from work by their employer.
Benefits
May or may not be entitled to benefits,
depending on the company's policies and
the reason for the suspension.
Employee classification
Resigned Employee
An employee who has voluntarily
terminated their employment with a
company.
Benefits
Typically not entitled to any benefits from
their former employer.
Employee classification
Laid-off Employee
An employee who has been involuntarily
terminated from their employment by their
employer due to economic reasons or other
factors beyond the employee's control.
Benefits
May be entitled to severance pay and other
benefits from their former employer,
depending on the company's policies and
the laws of the jurisdiction where the
employee is employed.
Employee classification
Terminated Employee
An employee who has been involuntarily
terminated from their employment by their
employer for cause, such as poor
performance, disciplinary issues, or
misconduct.
Benefits
Typically not entitled to any severance pay
or other benefits from their former
employer.
Employee classification
Retired Employee
An employee who has ceased working and
is receiving retirement benefits.
Benefits
Entitled to retirement benefits, such as a
pension, health insurance coverage, and
other benefits, depending on the company's
policies.
Employee
Placement
Transfer
Employee transfer refers to moving an employee to another
position or department in an organization without significant
changes in job title, responsibilities, or compensation. Reasons
for transfers include improving performance, accommodating
personal needs or preferences, addressing staffing
requirements, or optimizing organizational efficiency. Transfers
can be lateral or involve changes in job level and may be
considered a promotion or demotion.
Promotion
Promotion is an advancement of an employee within an
organization to a higher job position, often accompanied by an
increase in job responsibilities, authority, and compensation.
Promotions are typically given to employees who have
demonstrated their skills, competency, and potential for growth
within the company. They are a way to recognize and reward an
employee's achievements and contributions to the organization.
Demotion
Demotion is the opposite of a promotion, involving the
reassignment of an employee to a lower job position or role
within the organization. This change in status typically results in
a reduction in job responsibilities, authority, and sometimes
compensation. Demotions may be initiated for various reasons,
such as poor performance, disciplinary issues, organizational
restructuring, or the employee's request for a less demanding
role. They are often used as a corrective action when an
employee is not meeting the required standards for their current
position.
Employee Separation
Employee separation refers to the process by which an
employee's relationship with an organization comes to an end.
This can happen for various reasons, including resignation,
retirement, termination, layoff, or completion of a fixed-term
contract. Employee separation can be voluntary or involuntary,
and it involves various administrative and legal procedures to
ensure that the employee's departure is handled appropriately,
including the settlement of any outstanding obligations, the
return of company property, and the cessation of employee
benefits. Properly managing employee separation is essential to
maintain a positive employer-employee relationship and to
comply with labor laws and regulations.