What notice and pay apply if your employment ends during probation in the Philippines â per the Labor Code, Article 296 (formerly Article 281).
Figures in PHP.
| Service | Entitlement |
|---|---|
| Maximum probation length | 6 months from your start date (unless a longer apprenticeship agreement applies) |
| Valid grounds to end probation early | (a) Just cause, or (b) failure to meet reasonable standards made known to you at hiring |
| Notice â failure to meet standards | No fixed number of days; written notice within a reasonable time, no hearing required |
| Notice â just cause | Standard twin-notice + hearing (same due process as regular employees) |
| Separation pay â standards/just cause | Not owed |
| Separation pay â authorized cause (redundancy, closure, etc.) | Owed â same formula as regular employees, even during probation |
If you work beyond 6 months without being told you failed to qualify, you generally become a regular employee by operation of law. Source: Philippine Labor Code, Article 296 (formerly 281).
A maximum of 6 months from your start date, under Labor Code Article 296 (formerly Article 281), unless you're covered by a longer apprenticeship agreement.
Not quite â for failure to meet standards, written notice of which standard you failed must be given within a reasonable time before the effective date (no fixed number of days, and no hearing is required by law). For just-cause termination, the standard twin-notice-and-hearing due process applies, same as for regular employees.
Generally no, if it's for just cause or for failing to meet standards. You DO get separation pay if the reason is an authorized cause â redundancy, retrenchment, closure, or disease â using the same formula as a regular employee, even though you're still on probation.
If you continue working past 6 months without your employer telling you that you failed to qualify as a regular employee, you generally become a regular employee by operation of law.