Philippines Pre-Regularization Period/Probation Period
The Pre-Regularization Period, often known as the Probationary Period, in the Philippines is a 180-day trial phase starting from the employee's first day at work. During this time, both the employer and employee evaluate suitability for the role.
Evaluation Procedure
Throughout the probationary period, performance is assessed regularly by a supervisor, manager, or appointed representative. The review covers areas like job knowledge, skills, attitude, compliance, and overall performance. Feedback is given at the 1st, 3rd, and 5th month of employment via FiltaHR, identifying strengths and areas for improvement.
- If the employee successfully meets the required job expectations, please inform the HR Team to update the employee’s status to "Regular."
- If the employee fails to meet the required job expectations, they should have two failed evaluations (notably in the 3rd and 5th month) and must be uploaded to FiltaHR and acknowledged by the employee. Following this, notify the HR Team for issuance of a non-regularization notice.
Employment Sanction and Termination
According to Article 297 of the Philippine Labor Code, a manager may terminate employment during the probationary period for:
- Just causes outlined in the Employee Handbook and Philippine Labor Code.
- Authorized cases as defined by the Labor Code.
- Failure to meet behavioral or performance standards.
- Unfavorable background check results.
- Undisclosed medical conditions affecting workplace safety.
If you have any questions or clarifications, let us know!
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