Dear Atty. Peachy,
I am writing to seek your expert opinion regarding a situation I recently encountered at my workplace. I have been employed as a sales associate at a corporation for over three years. I have consistently met and often exceeded my sales targets, which has earned me several commendations from management. However, last week, I was called into a meeting with my supervisor and the HR manager, where I was unexpectedly informed that my employment was being terminated effective immediately. They stated that the company was undergoing “staff restructuring.” No prior warnings or consultations had been communicated to me about any performance issues, nor was I included in any discussions regarding potential layoffs.
As someone who has always taken pride in my work, I was taken aback and felt that the decision was unfair and perhaps illegal. I am concerned that my termination might be classified as illegal dismissal under Philippine law.
Could you please clarify my rights in this situation and the potential legal remedies available to me?
Thank you for your time and assistance.
Sabine
***
Dear Sabine,
Thank you for reaching out and sharing your situation. I understand how distressing it can be to face sudden dismissal from work especially when you have been a committed employee.
Under the Labor Code of the Philippines, an employee can only be dismissed for just cause or authorized cause. “Just cause” includes serious misconduct or any actionable behavior that violates company policies, while “authorized cause” involves situations like redundancy or retrenchment for business reasons.
Based on your description, it seems your termination may lack the necessary just or authorized cause, especially if you were not given prior notice of the alleged staff restructuring nor an explanation for your dismissal. Article 297 (formerly Article 283) of the Labor Code stipulates that redundancy must be proven with substantial evidence and requires the employer to serve a 30-day notice to affected employees. If your termination was indeed sudden and without proper notice, you may have grounds to claim that you were illegally dismissed.
On the other hand, Article 282 of the Labor Code requires that an employee must be afforded due process before termination, which usually includes a notice detailing the grounds for dismissal and an opportunity to be heard. If you did not receive that, your termination could be considered illegal.
If you feel strongly that your rights were violated, you can file a complaint for illegal dismissal with the appropriate labor office. You may be entitled to reinstatement and back wages, should you win your case.
I hope this information helps shed light on your situation and empowers you to act in your best interest. Remember, you are entitled to fair treatment in the workplace.
Should you require further assistance, feel free to reach out.
Atty. Peachy Selda-Gregorio