30 Day Notice Of Termination Template for Philippines

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Key Requirements PROMPT example:

30 Day Notice Of Termination

"I need a 30 Day Notice of Termination for our Manila office, where we're eliminating 5 IT support positions due to department restructuring effective March 15, 2025; the document should include details about the severance package and transition plan."

Document background

The 30 Day Notice Of Termination is a crucial document required by Philippine labor law for employers initiating employment termination. This notice must be served to employees at least 30 days prior to the effective termination date, as mandated by Article 297 (formerly Art. 283) of the Labor Code of the Philippines. The document is used in various scenarios including redundancy, corporate restructuring, or performance-based termination, providing formal notification while ensuring compliance with legal requirements. It must include specific details such as the basis for termination, effective date, final pay computation, and transition arrangements. The notice also serves as evidence of proper procedure in case of future legal disputes and must be filed with the Department of Labor and Employment (DOLE) in certain cases, particularly for mass terminations.

Suggested Sections

1. Letter Header: Company letterhead, date, and formal business letter formatting

2. Recipient Details: Employee's full name, position, department, and complete business address

3. Subject Line: Clear indication that this is a Notice of Termination

4. Opening Statement: Formal notification of employment termination with reference to relevant employment contract or terms

5. Basis for Termination: Clear statement of the legal grounds for termination in accordance with Philippine Labor Code

6. Effective Date: Specific termination date (minimum 30 days from notice delivery) and last working day

7. Transition Requirements: Instructions regarding handover of work, projects, and company property

8. Final Pay Information: Overview of final settlement, including salary, benefits, and statutory payments

9. Closing Statement: Professional closing with information about next steps and point of contact for queries

10. Signature Block: Authorized signatory details with proper designation

Optional Sections

1. Performance History Summary: Include when termination is performance-related, summarizing previous warnings and improvement opportunities

2. Redundancy Details: Required when termination is due to redundancy, explaining business reasons and selection criteria

3. Non-Compete Reminder: Include if employee is bound by non-compete or confidentiality agreements

4. Retirement Benefits: Include for retirement-eligible employees, detailing available pension and benefits

5. Severance Package: Include when offering separation pay beyond statutory requirements

6. DOLE Notification: Required copy section when termination affects multiple employees or requires DOLE notification

Suggested Schedules

1. Clearance Checklist: List of items and procedures for employee clearance process

2. Final Pay Computation: Detailed breakdown of final pay including pro-rated benefits, deductions, and statutory payments

3. Certificate of Employment: Draft of employment certificate to be issued upon clearance

4. Company Property List: Inventory of company assets to be returned

5. Exit Interview Form: Standard form for exit interview process

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

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Manufacturing

Information Technology

Banking and Finance

Retail

Healthcare

Education

Business Process Outsourcing

Construction

Hospitality

Transportation and Logistics

Telecommunications

Professional Services

Real Estate

Energy and Utilities

Mining and Natural Resources

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Corporate Secretariat

Administration

Industrial Relations

Talent Management

Operations

Relevant Roles

Human Resources Manager

HR Director

Legal Counsel

Employment Law Specialist

HR Business Partner

HR Operations Manager

Compliance Officer

Employee Relations Manager

HR Administrator

Department Head

Line Manager

Chief Human Resources Officer

HR Specialist

Personnel Manager

Corporate Secretary

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Authors

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