A Termination Letter formally ends an employment relationship between a company and its worker in the Philippines. It states the employee's last day of work, explains the reasons for separation, and outlines any final pay, benefits, or clearance procedures that need to be completed.

Under Philippine labor laws, employers must provide this document with clear grounds for termination, following either due process for just causes or the required 30-day notice period for authorized causes. The letter protects both parties by documenting the separation details and helps ensure compliance with the Labor Code's requirements for lawful termination.

Use a Termination Letter when ending any employment relationship in the Philippines, from performance-based dismissals to redundancies. The timing matters - issue it immediately for serious misconduct requiring immediate termination, or 30 days before the separation date for authorized causes like downsizing or automation.

A properly timed Termination Letter helps avoid costly illegal dismissal claims and DOLE complaints. It's essential when documenting just causes like gross negligence or willful breach of trust, or authorized causes such as business losses or installation of labor-saving devices. Having clear documentation protects your company during mandatory DOLE exit interviews and potential labor disputes.

• End Of Employment Letter: A general-purpose termination document covering all separation types, including mutual agreement and retirement
• Notice Of Termination Of Contract: Specifically for ending fixed-term employment contracts before their natural expiration
• End Of Contract Letter To Employee: Confirms completion of fixed-term contracts at their scheduled end date
• Termination Of Employment By Notice: For authorized causes requiring 30-day notice periods like redundancy or automation
• Notice Of Termination Of Employment By Employee: Employee-initiated resignation documentation

• HR Managers: Draft and process Termination Letters, ensure compliance with Philippine labor laws, and maintain proper documentation
• Company Executives: Review and authorize terminations, especially for senior positions or mass layoffs
• Legal Department: Verify legal grounds for termination, review letter content, and ensure DOLE compliance
• Department Heads: Initiate termination requests and provide supporting documentation for performance-based dismissals
• Employees: Receive the letter, acknowledge its contents, and complete clearance procedures
• DOLE Representatives: May review termination documentation during mandatory exit interviews or dispute resolution

• Employee Details: Gather complete name, position, department, and date of hire from HR records
• Termination Grounds: Document specific reasons aligned with just or authorized causes under Philippine Labor Code
• Prior Notices: Compile previous warnings, performance reviews, or incident reports supporting the termination
• Separation Details: Calculate final pay, benefits, and other entitlements accurately
• Timeline Planning: Set appropriate notice period (30 days for authorized causes, immediate for serious misconduct)
• Document Review: Use our platform to generate a compliant letter, ensuring all mandatory elements are included
• Clearance Process: List specific requirements for company property return and final clearance

• Company Details: Full legal name, address, and authorized signatory's position
• Employee Information: Complete name, position, department, and employment start date
• Termination Grounds: Clear statement of just or authorized cause under Article 297-299 of the Labor Code
• Effective Date: Last day of employment and notice period compliance statement
• Final Pay Details: Breakdown of salary, benefits, and other monetary entitlements
• Clearance Requirements: List of company properties to return and exit procedures
• Legal References: Relevant Labor Code provisions and company policies cited
• Signature Block: Spaces for both employer and employee signatures with dates

A Termination Letter and a Disciplinary Letter serve different purposes in Philippine employment law, though they're often confused. While both deal with employee conduct, their timing and legal implications differ significantly.

• Purpose: Termination Letters end employment relationships permanently, while Disciplinary Letters aim to correct behavior and maintain employment
• Legal Requirements: Termination Letters must follow strict DOLE guidelines for just or authorized causes, whereas Disciplinary Letters focus on progressive discipline under company policies
• Timing: Disciplinary Letters typically come before termination as part of due process, serving as documented warnings
• Content Focus: Termination Letters detail separation terms and final benefits, while Disciplinary Letters outline specific infractions and required improvements
• Consequences: Termination Letters trigger clearance procedures and final settlements; Disciplinary Letters initiate corrective action plans