The Layoff Letter To Employee is a crucial document used in the Philippine employment context when an organization needs to terminate employment relationships due to authorized causes as defined in Article 298 of the Labor Code of the Philippines. This document is required when implementing workforce reductions due to business circumstances such as installation of labor-saving devices, redundancy, retrenchment, or closure/cessation of operations. It must comply with strict procedural requirements including a 30-day advance notice to both the employee and the Department of Labor and Employment (DOLE). The letter encompasses essential information including the effective date of termination, specific authorized cause, separation benefits computation, and final employment arrangements. It serves as a legal document evidencing compliance with Philippine labor laws while providing clear information to the affected employee about their rights and benefits.
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1. Company Letterhead and Date: Official company letterhead with complete contact information and current date
2. Employee Information: Full name, position, department, and employee ID of the affected employee
3. Subject Line: Clear indication that this is a notice of termination due to layoff
4. Legal Basis: Citation of relevant provisions of the Labor Code (Article 298) and specific authorized cause for termination
5. Effective Date: Clear statement of the last day of employment, ensuring compliance with 30-day notice requirement
6. Reason for Layoff: Detailed explanation of the business circumstances necessitating the layoff (e.g., redundancy, retrenchment, reorganization)
7. Separation Benefits: Detailed breakdown of final pay, separation pay, and other statutory benefits
8. Return of Company Property: List of company properties to be returned and process for return
9. Final Requirements: Process for completing clearance and other exit requirements
10. Closing Statement: Expression of gratitude and regret, including contact information for questions
1. Outplacement Support: Details of any career transition assistance offered by the company
2. Healthcare Extension: Information about continuation of health benefits, if applicable
3. Rehire Eligibility: Statement about potential future employment opportunities with the company
4. Non-Compete/Confidentiality Reminder: Reminder of ongoing obligations regarding company confidentiality and trade secrets
5. Group Layoff Information: Additional information required for mass layoffs, including selection criteria
6. Certificate of Employment: Mention of availability and process for obtaining employment certification
1. Separation Pay Calculation: Detailed computation of separation pay and final benefits
2. Clearance Checklist: List of departments and requirements for clearance processing
3. Benefits Summary: Comprehensive list of benefits and entitlements upon separation
4. Exit Interview Form: Standard form for exit interview process
5. DOLE Requirements: Copies of mandatory government notifications and requirements
6. Company Property Checklist: Itemized list of company properties to be returned
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Technology
Financial Services
Retail
Healthcare
Education
Construction
Transportation
Hospitality
Professional Services
Telecommunications
Energy
Mining
Agriculture
Real Estate
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Administration
Industrial Relations
Corporate Secretariat
Relevant Roles
Human Resources Director
HR Manager
Legal Counsel
Department Head
HR Business Partner
Chief Executive Officer
Chief Operating Officer
HR Operations Manager
Compliance Officer
Employee Relations Manager
Industrial Relations Manager
HR Administrator
Corporate Secretary
Managing Director
General Manager
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