The Philippines has three distinct notice-period regimes under the Labor Code depending on why the job is ending — this tool tells you which applies.
Figures in PHP. The Philippines has three different notice regimes — pick which applies.
| Service | Entitlement |
|---|---|
| Authorized-cause termination (redundancy, retrenchment, closure, labour-saving devices) | 30 days advance written notice to BOTH the employee and DOLE — mandatory (Art. 298) |
| Just-cause dismissal (misconduct, fraud, etc.) | No fixed advance-notice period — twin-notice due process instead (Art. 297) |
| Employee resignation | 30 days written notice, waivable at the employer's discretion (Art. 300) |
Article numbers use the Labor Code's renumbered scheme (formerly Articles 283, 282 and 285). These are three separate legal regimes — do not apply one figure to all termination types. Cross-checked against Respicio & Co.. Source: Labor Law PH.
It depends on why: 30 days advance written notice to both the employee and DOLE for an authorized-cause termination (redundancy, retrenchment, closure, labour-saving devices, Article 298); no fixed advance notice for a just-cause dismissal, but a twin-notice due-process procedure instead (Article 297).
At least 30 days written notice under Article 300, though your employer can choose to waive this.
No — the 30-day advance notice to you and DOLE is a mandatory procedural step for authorized-cause termination, not something that can simply be paid away. Skipping it can expose the employer to nominal-damages liability on top of your separation pay.
For a just-cause dismissal, the employer must give a written notice of the specific charge, a real opportunity to respond, and then a written notice of the decision — rather than a fixed advance-notice period.
No — they are different. See our Philippines Separation Pay Calculator for the redundancy/retrenchment payout; this tool covers the notice/procedural requirement only.