The Termination Of Employment Letter Within Probationary Period is a crucial document used in Philippine employment relations when an employer decides to end an employment relationship during the legally mandated probationary period (maximum 6 months under Philippine Labor Code). This document is essential when an employee has not met the prescribed performance standards, which must have been communicated at the start of employment, or when other valid grounds for termination exist. The letter must comply with Philippine labor laws, particularly PD 442 (Labor Code) and relevant Department of Labor and Employment (DOLE) guidelines. It should clearly state the grounds for termination, effective date, final pay arrangements, and other pertinent details. This document serves both as a legal record and formal communication tool, protecting the interests of both employer and employee while ensuring compliance with local employment regulations.
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1. Letter Date and Address Block: Complete contact information of both employer and employee, including company letterhead and date
2. Subject Line: Clear indication that this is a termination of employment during probationary period
3. Employee Information: Employee's name, position, department, and start date of employment
4. Notice of Termination: Clear statement of employment termination and effective date
5. Legal Basis: Reference to probationary status and relevant provisions of the Labor Code
6. Reason for Termination: Specific, documented reasons for termination related to performance standards or other valid grounds
7. Final Pay Information: Details of final salary, benefits, and other entitlements
8. Company Property Return: List of company properties to be returned and process for return
9. Closing and Signatures: Professional closing, space for signatures of authorized company representative and acknowledgment by employee
1. Performance Standards Reference: Include when termination is based on failure to meet performance standards, referencing the standards communicated at the start of employment
2. Certificate of Employment: Offer to provide a certificate of employment upon request
3. Confidentiality Reminder: Include when employee had access to confidential information
4. Transition Instructions: Include when handover of work is necessary
5. Clearance Process: Include when company has specific clearance procedures
6. Reference Policy: Include company's policy on providing references for future employment
1. Performance Evaluation Records: Copies of relevant performance evaluations or warnings issued during probationary period
2. Final Pay Computation: Detailed breakdown of final pay, including pro-rated salary, unused leave credits, and other benefits
3. Company Property Checklist: Itemized list of company properties to be returned
4. Clearance Form: Standard company clearance form to be completed before final pay release
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Manufacturing
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Financial Services
Healthcare
Education
Hospitality
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Business Process Outsourcing
Professional Services
Telecommunications
Energy
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Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Management
Administration
Operations
Executive Leadership
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HR Manager
HR Director
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Department Manager
Line Manager
Supervisor
HR Business Partner
HR Specialist
Compliance Officer
Employee Relations Manager
HR Operations Manager
General Manager
Managing Director
Chief Human Resources Officer
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