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The Written Notice of Termination is a mandatory document under Philippine employment law that must be issued when ending an employment relationship. This document is required whether the termination is for just cause (such as serious misconduct or willful disobedience), authorized cause (such as business necessity or redundancy), or other valid grounds specified in the Labor Code. The notice must fulfill the requirements of procedural due process, including clear articulation of the grounds for termination, sufficient details of the basis for the decision, and proper timing in accordance with the required notice periods. It forms part of the documentary evidence of proper termination procedures and may be crucial in defending against potential illegal dismissal claims. The document's format and content must strictly comply with Philippine Labor Code provisions and relevant jurisprudence to ensure its legal validity.

1. Letterhead and Date: Company letterhead with complete contact information and the current date

2. Employee Information: Complete name, position, and department of the employee

3. Subject Line: Clear indication that this is a Notice of Termination

4. Opening Statement: Direct statement of the purpose of the letter and reference to any previous communications or warnings

5. Grounds for Termination: Specific and detailed explanation of the cause(s) for termination, citing relevant provisions of the Labor Code or company policies

6. Facts and Evidence: Detailed account of the incidents or circumstances leading to termination, including dates and specific violations

7. Legal Basis: Citation of relevant provisions from the Labor Code, company policies, or employment contract that justify the termination

8. Effective Date: Clear statement of when the termination takes effect, considering the required notice period

9. Final Instructions: Instructions regarding the return of company property, final clearance procedures, and collection of final pay