Certificate of Separation Template for United States

A Certificate of Separation is an official document that proves an employee has ended their employment with a company in the Philippines. It shows the dates of employment, reason for separation, and confirms all final payments and benefits have been properly settled.

Filipino employers must provide this certificate within 3 days after an employee's last day, as required by the Department of Labor and Employment. The document helps workers apply for new jobs, claim benefits, or process their SSS, PhilHealth, and Pag-IBIG requirements. It also protects employers by formally documenting that all obligations to the former employee have been fulfilled.

Get a Certificate of Separation ready when an employee leaves your Philippine company, either through resignation, retirement, or termination. This document becomes essential for processing final pay, transferring benefits, and completing government-mandated clearances with SSS, PhilHealth, and Pag-IBIG.

The timing matters - Philippine labor law requires employers to issue this certificate within 3 days after the employee's last day. Having it prepared helps your former employee transition smoothly to their next job while protecting your company from future claims about unresolved obligations. It's particularly important during company restructuring, mass layoffs, or when dealing with sensitive departures.

• Workplace Separation Certificate: Standard format for regular employees, covering basic employment details and separation terms
• Separation Certificate For Casuals: Modified version for temporary workers, highlighting project-based employment periods
• Employment Separation Certificate For Contractors: Specialized format for independent contractors, focusing on contract completion terms
• Separation Certificate For Subcontractors: Tailored for subcontracted workers, including principal employer references and project details

• HR Managers and Personnel Officers: Prepare and issue the Certificate of Separation, ensuring compliance with DOLE requirements
• Company Executives: Review and sign the certificate, officially authorizing the employee's separation from the organization
• Departing Employees: Receive and use the certificate for future employment, benefits claims, and government transactions
• Government Agencies: Process the certificate for SSS, PhilHealth, and Pag-IBIG requirements
• Future Employers: Review the certificate as part of employment verification and hiring processes
• Legal Officers: Ensure the certificate meets labor law requirements and protects company interests

• Employee Details: Gather complete name, position, department, and employment dates
• Separation Information: Document the exact reason for separation and last working day
• Compensation Records: Compile final salary details, benefits, and all monetary settlements
• Clearance Status: Confirm completion of clearance processes from all departments
• Company Information: Include official letterhead, TIN, and authorized signatory details
• Legal Requirements: Review DOLE guidelines to ensure all mandatory elements are included
• Document Format: Use our platform's template to generate a legally compliant certificate that meets Philippine standards

• Company Details: Full legal name, address, TIN, and authorized representative
• Employee Information: Complete name, position title, and employee identification number
• Employment Period: Precise start and end dates of employment relationship
• Separation Details: Clear statement of separation reason (resignation, termination, retirement)
• Financial Settlement: Confirmation of final pay, benefits, and clearance status
• Legal Compliance: Reference to relevant DOLE regulations and labor laws
• Authentication: Official company seal, authorized signatures, and date of issuance
• Document Control: Certificate number and copy designation for record-keeping

A Certificate of Separation differs significantly from a Separation Agreement in both purpose and scope. While both documents relate to employment termination, they serve distinct functions in Philippine labor law.

• Legal Nature: A Certificate of Separation is a formal acknowledgment of employment end, while a Separation Agreement outlines negotiated terms and conditions of the separation
• Timing: The Certificate must be issued within 3 days after the last working day; a Separation Agreement is typically negotiated before the departure
• Content Scope: Certificates focus on employment facts and clearance status; Agreements cover detailed terms like severance, non-compete clauses, and confidentiality
• Legal Requirements: Certificates are mandatory under DOLE regulations; Agreements are optional but recommended for complex separations
• Usage: Certificates help with government benefits and future employment; Agreements protect both parties' interests in potentially disputed separations