So, you’ve just tossed your graduation cap or decided to pivot into a new career path—congratulations! But as you step into the Philippine job market, it’s crucial to arm yourself with knowledge about your rights and the realities of employment. Let’s break down what you need to know.
Understanding the Minimum Wage
As of July 17, 2024, under Wage Order No. NCR-25, the daily minimum wage in Metro Manila was increased by ₱35, setting the new rates at ₱645 for non-agricultural workers 와 ₱608 for those in agriculture and service/retail establishments with 15 or fewer employees. This adjustment is meant to keep pace with the ever-increasing cost of living, but for many jobseekers, especially fresh grads, it’s barely enough to cover rent and rice. Don’t let anyone pay you less under the guise of “training” or “internship” unless they have clear compliance with government-accredited programs. If you’re working full-time hours, you deserve full pay—no excuses.
Here’s how employers WILL try to screw you:
- “We’ll adjust your salary later” – Demand the new rate IMMEDIATELY. The wage hike took effect June 27—no excuses.
- “You’re probationary, so old rate muna” – This is ILLEGAL!. Even trainees must get the updated minimum wage.
- “May allowances naman eh” – Trick alert! Allowances (like transportation) do NOT count toward minimum wage. Your basic pay alone must meet ₱645, period!.
Working Hours and Overtime
The Labor Code of the Philippines strictly states that a regular workday should not exceed eight hours, excluding a one-hour unpaid break. Work beyond that qualifies as overtime and you should be paid an extra 25% of your hourly rate on regular days, or 30% on rest days and holidays. Don’t let anyone romanticize unpaid overtime with slogans like “we hustle harder”—your time has value. If your boss makes you clock in early or log out late without extra pay, they’re breaking the law, not just “maximizing productivity.”
Common scams to watch for:
- “No OT pay, family tayo dito!” – Family doesn’t pay your bills! Report employer to DOLE.
- “Flexi-time means no OT” – False. Even with flexible hours, work beyond 8/day or 48or40/week MUST be with OT pay!
- “Meeting after work? Hindi counted ‘yan.” – Counted ‘yan! Unpaid meetings are tantamount to wage theft.
Benefits You Should Receive
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Whether you’re on probation, contract-based, or regular status, you’re entitled to the basics: SSS, PhilHealth, Pag-IBIG and 13th-month pay. Once you’ve been employed for a year, you also qualify for at least five days of Service Incentive Leave. Ask for your payslip—every time. Cross-check deductions and make sure contributions are remitted (you can verify this through the SSS, PhilHealth and Pag-IBIG portals). If these aren’t being paid, your employer is either shady or negligent—and neither should be ignored.
By law, you MUST get:
- SSS, PhilHealth, Pag-IBIG – No registration? Your employer is STEALING your future.
- 13th Month Pay – Even if you quit in July, you’re owed a pro-rated amount.
- 5-Day Paid Leave (SIL) – After 1 year, this is yours by law—no begging needed.
Employer excuses to reject these benefits:
- “Probationary ka pa, wala ‘yan” – LIE. Benefits start Day 1.
- “Performance-based ang bonus” – 13th Month is NOT a bonus—it’s mandatory.
How To File A Complaint With DOLE
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If your employer is violating any of your rights—from underpayment to illegal dismissal—you can file a complaint at your nearest DOLE Regional Office 또는 DOLE Hotline 1349. Prepare the following: a written complaint, a copy of your contract (if available), payslips or proof of employment and any relevant communication or documentation. You may also file online via the DOLE website or through their official email or Facebook page for initial assistance. The process usually starts with a Single-Entry Approach (SEnA), where DOLE will mediate between you and your employer to seek resolution without going to court. If no settlement is reached, it may proceed to formal adjudication.
Termination and Resignation: Your Rights and the Process
If you’re planning to resign, remember: you are not a prisoner. The Labor Code only requires you to submit a 30-day notice unless otherwise agreed upon. No explanation is necessary beyond professional courtesy. On the other hand, termination must follow due process—this means written notice, a chance to explain your side and a valid reason supported by evidence. If you’re dismissed without any of this, that’s a classic case of illegal termination. File that complaint with DOLE, gather your documents and demand what is rightfully yours—final pay, leave conversions and pro-rated 13th month included. You’re not being “too sensitive.” You’re standing up for your future.
TERMINATION & RESIGNATION: HOW THEY FORCE YOU TO QUIT
Legal termination requires:
- 30-day notice
- Valid reason as per Labor Code (e.g., misconduct, redundancy, business closure)
- Separation Pay
Shady tactics to fire you for free:
- “Mag-resign ka na lang” – Translation: “We don’t want to pay separation pay.” Make them fire you properly.
- “AWOL ka na” – Did you formally resign? No? They can’t just label you AWOL which requires due process not immediate termination.
Know Your Worth, Own Your Path
Entering the workforce is a significant milestone and while it comes with challenges, being informed empowers you to navigate your career path confidently. Remember, knowing your rights isn’t just about protecting yourself—it’s about valuing your worth in the professional world. If something feels off at work, it probably is. Don’t stay silent out of fear or shame. Speak up, document everything and use the tools available to you—starting with DOLE. Your career journey should be one of growth, not exploitation. Know your worth, then demand it.
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