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PHILIPPINES
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In the Philippines, the following are the recognized types of employment: (1)
regular; (2) casual; (3) project; (4) seasonal; (5) fixed-term; and (6)
probationary.
Pursuant to Article 280 of the Labor Code of the Philippines (Labor Code),
the primary standard that determines regular employment is the reasonable
connection between the particular activity performed by the employee and
the usual business or trade of the employer; the emphasis is on the
necessity or desirability of the employees activity. Thus, when the employee
performs activities considered necessary and desirable to the overall
business scheme of the employer, the law regards the employee as regular.
Project Employment
Project employment contemplates an arrangement whereby the
employment has been fixed for a specific project or undertaking whose
completion or termination has been determined at the time of the
engagement of the employee. (Article 280, Labor Code of the Philippines)
Seasonal Employment
Probationary Employment
Probationary employment exists when the employee, upon his engagement
is made to undergo a trial period where the employee determines his fitness
to qualify for regular employment, based on reasonable standards made
known to him at the time of engagement. The employer shall make known to
the employee the standards under which he will qualify as a regular
employee at the time of his engagement. Where no standards are made
Generally, probationary employment shall not exceed six (6) months from the
date the employee started working. (See Article 281, Labor Code)
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