These just causes are reasons directly related to an employee's conduct or performance and must be substantiated by the employer. 

Here are the main just causes recognized under Article 297 of the Labor Code of the Philippines:

1. Serious Misconduct or Willful Disobedience: This involves intentional disregard of lawful orders from an employer. Examples include acts of insubordination or refusal to follow company policies.
2. Gross and Habitual Neglect of Duties: This refers to a consistent failure to perform job responsibilities adequately. It can also include a single act of negligence that severely undermines trust in the employee.
3. Fraud or Willful Breach of Trust: Any dishonest act that compromises the employer's trust, such as theft or falsifying documents, falls under this category.
4. Commission of a Crime or Offense: If an employee commits a crime against their employer or related parties, this can justify termination.
5. Other Analogous Causes: This includes any actions similar to the above that significantly harm the employer's interests.

Due Process Requirements

Before terminating an employee for just cause, employers must adhere to specific due process requirements to avoid claims of illegal dismissal:

• Notice of Intent: The employer must provide a written notice specifying the grounds for termination and allow the employee at least five (5) days to respond.
• Hearing: A hearing or conference should be conducted where the employee can present their side and defend against the accusations.
• Final Notice: After considering all evidence and explanations, a second written notice should be issued if termination is still deemed justified.

Failure to follow these procedures can result in the termination being classified as illegal, leading to potential reinstatement and back wages for the employee.

Understanding just causes for termination is crucial for both employers and employees in the Philippines. Employers must ensure they have valid reasons supported by evidence and follow due process to avoid legal repercussions. Employees should be aware of their rights and the circumstances under which they can be legally terminated.

Disclaimer: This article is for informational purposes only and should not be considered legal advice. For specific guidance on employer-employee relations in the Philippines, consult with a legal professional or business advisor.

Padin & Partners Law Offices is a full-service law firm that caters to labor law concerns in Cebu City, Philippines. For consultations: book an appointment or reach us at  +63 (32) 316-1540 or +63 917 188 0361.

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