End Of Temporary Employment Letter Template for the Philippines

When temporary employment relationships come to an end in the Philippines, you need proper documentation to ensure legal compliance and protect both parties' interests. An End Of Temporary Employment Letter serves as the official notice confirming the conclusion of fixed-term contracts, project-based work, or seasonal employment arrangements under Philippine labor law.

When do you need this document?

You'll require an End Of Temporary Employment Letter when a fixed-term employment contract reaches its predetermined expiration date, such as a six-month seasonal worker contract or a one-year project assignment. This document is also necessary when project-based employment concludes upon completion of specific tasks, like construction projects or event management roles. Additionally, you need this letter when temporary positions created for peak business periods end, such as holiday retail staff or harvest workers. The letter is essential for casual employment arrangements that have reached their natural conclusion and for replacement workers whose temporary assignments have finished.

Key legal considerations

Your End Of Temporary Employment Letter must clearly reference the original employment contract and its specified term to demonstrate that the termination aligns with the agreed-upon duration. Include comprehensive details about final compensation, including any unpaid wages, pro-rated 13th month pay, unused leave credits, and other statutory benefits due under the Labor Code. The document should outline clearance procedures, specifying which company property must be returned and which departments require sign-off. Address any post-employment obligations such as confidentiality agreements or non-compete clauses that remain in effect. Ensure the letter provides adequate notice period as specified in the original contract, even though the end date was predetermined.

Legal requirements in Philippines

Under Presidential Decree No. 442 (Labor Code of the Philippines), temporary employment termination must comply with specific procedural requirements to avoid claims of illegal dismissal. DOLE Department Order No. 147-15 mandates that fixed-term contracts must have legitimate business reasons and predetermined end dates, which your letter should reference. The document must calculate final pay according to Article 83 of the Labor Code, including proportionate 13th month pay under Presidential Decree No. 851. Republic Act No. 6715 requires that even temporary employees receive due process, so your letter should confirm that the termination follows the original contract terms rather than constituting premature dismissal. Civil Code provisions on contracts and obligations apply to ensure that both parties fulfill their remaining contractual duties. The letter must also comply with DOLE Department Order No. 18-A regarding proper documentation of contract termination to prevent future labor disputes.