Philippine Legal Guide
Authorized-cause termination has its own rules and documentation issues. This guide explains the general legal questions people usually review when a job loss is based on business, redundancy, retrenchment, closure, or health-related grounds.
What Authorized Causes Usually Involve
Authorized causes are different from termination based on employee misconduct. They usually focus on business or operational reasons, or on situations recognized by labor law where continued employment is no longer feasible under the law.
Documents Commonly Reviewed
- written notices and company memoranda
- employment contract and policies
- pay records and separation pay computation
- documents explaining the business reason or health issue
Practical Issues People Check
- Was proper written notice given?
- Was the stated reason supported by real records?
- Was separation pay computed and documented properly?
- Was the employee selected fairly if more than one worker was affected?
Why Document Review Matters
A label like redundancy or retrenchment is not enough by itself. The surrounding papers and the actual workplace facts are important when evaluating whether the termination was lawful.
Related Guides
Need a Termination Document Review?
If you received a notice based on redundancy, retrenchment, or a similar ground, the office can help review the papers and the practical next steps.
The information on this website is for general legal information only and does not create an attorney-client relationship. For advice specific to your situation, consult a lawyer.
Related practice area: Labor Law in the Philippines — Browse more guides, FAQs, and legal forms for this topic.
Legal Disclaimer
The information on this page is for general legal information only and does not create an attorney-client relationship. Laws, rules, fees, procedures, and office requirements may change. For advice specific to your situation, consult a qualified Philippine lawyer. AttyKalibre Legal Center provides free legal information and general legal guidance. Reading this page does not constitute legal advice or establish a lawyer-client relationship.
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Decision was out 2919 ( NLRC Arbiter )
Employer is not communicating or paying me yet!
What is my next step to be able to collect & make the decision effective!
Can I file a new case to my employer for not complying w/ the NLRC ruling?
Thank you.
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