The 90 Day Notice Of Termination is a crucial document used in the Philippine business environment when an employer needs to terminate employment relationships for authorized causes under the Labor Code. This document is specifically required when implementing terminations due to installation of labor-saving devices, redundancy, retrenchment to prevent losses, or closure/cessation of business operations. It must be issued in compliance with Article 298 of the Philippine Labor Code, which mandates a minimum 30-day notice period, though companies often extend this to 90 days for more senior positions or to allow adequate transition time. The notice must include specific details about the termination cause, effective date, separation benefits, and transition arrangements. It serves both as a legal requirement and a professional courtesy, allowing sufficient time for both employer and employee to manage the transition effectively.
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1. Letter Header: Company letterhead with complete business details including registered address and contact information
2. Date: The official date when the notice is issued, starting the 90-day notice period
3. Employee Details: Full name, position, and department of the employee being terminated
4. Subject Line: Clear indication that this is a 90-day notice of termination
5. Notice of Termination Statement: Formal statement declaring the intention to terminate employment with the effective date (90 days from notice)
6. Reason for Termination: Clear explanation of the authorized cause for termination as per Philippine Labor Code
7. Transition Period Expectations: Overview of employee's duties and responsibilities during the 90-day notice period
8. Final Entitlements: Statement regarding separation pay, benefits, and other entitlements as per law
9. Acknowledgment Section: Space for employee signature acknowledging receipt of notice
10. Signatory Block: Authorized company representative's name, position, and signature
1. Assistance Offer: Optional section offering support in job transition or outplacement services
2. Project Handover Requirements: Include when employee is handling critical projects that need documented handover
3. Non-Compete Reminder: Include if employee is bound by existing non-compete agreements
4. Return of Company Property: Include if employee has significant company assets or confidential materials
5. Reference Provision: Optional section regarding the company's willingness to provide employment references
6. Continuation of Benefits: Include if there are specific arrangements for benefits continuation post-termination
1. Computation of Final Pay: Detailed breakdown of separation pay, pro-rated benefits, and other financial entitlements
2. Clearance Checklist: List of departments/units that need to clear the employee before final settlement
3. Property Return Form: Itemized list of company property to be returned before last day
4. Project Status Report Template: Template for documenting status of ongoing projects and handover notes
Relevant legal definitions
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Relevant Industries
Manufacturing
Business Process Outsourcing
Information Technology
Financial Services
Telecommunications
Professional Services
Real Estate
Construction
Retail
Healthcare
Education
Hospitality
Logistics
Energy
Mining
Relevant Teams
Human Resources
Legal
Employee Relations
Compliance
Corporate Secretariat
Executive Leadership
Operations Management
Industrial Relations
Relevant Roles
Human Resources Manager
Legal Counsel
HR Director
Company Secretary
Chief Human Resources Officer
HR Business Partner
Employee Relations Manager
HR Operations Manager
Department Head
Division Director
Chief Executive Officer
Managing Director
Chief Operating Officer
Regional Manager
Country Manager
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