Labor & Employment Law
Workforce counsel that protects the business and respects the workforce.
Philippine labor law strongly favors employees, and missteps in hiring, discipline, or termination can result in substantial back wages and reinstatement orders. We advise employers on the full employment lifecycle — from drafting contracts and policies to defending NLRC cases — with the discipline and documentation that wins disputes before they escalate.
Services
- Drafting employment contracts, handbooks, and codes of conduct
- Termination, due process, and twin-notice compliance
- NLRC and Court of Appeals labor litigation
- DOLE inspections, labor standards, and OSH compliance
- Retrenchment, redundancy, and closure programs
- Union relations and CBA negotiation
- Executive separation and quitclaim agreements
- Due diligence audit on labor standard compliance
- Due diligence audit on Department Order 174 compliance
How we work
1. Risk audit: We review contracts, policies, and recent terminations for exposure.
2. Documentation: We tighten the paper trail your business needs to defend itself.
3. Action: We guide every disciplinary process and represent you in NLRC cases.
4. Prevention: We train HR and managers to apply the rules consistently.
Frequently asked questions
What are the just causes for termination in the Philippines?
The just causes under Article 297 of the Labor Code are serious misconduct, willful disobedience, gross and habitual neglect, fraud or breach of trust, commission of a crime against the employer, and analogous causes. Each still requires proof and compliance with the twin-notice rule, which we guide employers through step by step.
Can probationary employees be dismissed easily?
No — probationary employees may be dismissed only for just cause, authorized cause, or failure to meet reasonable standards made known at the time of engagement. Those standards must be in writing. We help employers document standards that hold up at the NLRC.
How long do labor cases take at the NLRC?
A formal NLRC case usually resolves at the Labor Arbiter level within 6 to 12 months, after a 30-day mandatory SEnA conciliation. Appeals add further time. We manage the process and keep employers briefed at each stage.
Contact Eleazar Bangi & Associates Law Firm
Office: 511 Bell Mansion, Bagong Pag-asa, Quezon City, Metro Manila 1105, Philippines. Hours: Monday to Friday, 9:00 AM to 6:00 PM. Email: rjbangi@reblegal.com. WhatsApp and Viber available. Contact us.