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A Notice Period Notice tells employees or employers how long they must work after giving or receiving resignation or termination news. In the Philippines, this formal document helps both parties follow the Labor Code's requirement for a 30-day minimum notice before ending employment relationships.

The notice protects both sides by creating a clear timeline for the transition. It gives employers time to find replacements and employees time to hand over their work properly. Many Filipino companies include these notice requirements in their employment contracts, though some roles might need longer periods, especially for senior positions.

Use a Notice Period Notice when an employee plans to resign or when your company needs to terminate someone's employment. The timing matters most - in the Philippines, you need to provide this notice at least 30 days before the intended last day of work, following Labor Code requirements.

This document becomes essential during leadership transitions, company restructuring, or when employees accept opportunities elsewhere. For senior roles or specialized positions, companies often extend notice periods beyond 30 days to ensure smooth handovers. It's particularly important during mass hiring periods or when dealing with key personnel whose departure might affect business operations.

• Immediate Notice: Used for terminations requiring instant effect, often in cases of serious misconduct. Still requires paying the 30-day notice period compensation.
• Standard 30-Day Notice: The most common type, following the basic Labor Code requirement for both resignations and terminations.
• Extended Notice Period: Typically for executive or specialized positions, with 60-90 day transition periods specified in employment contracts.
• Project Completion Notice: Common in construction and IT sectors, linking the notice period to specific project milestones or completion dates.
• Mutual Agreement Notice: Documents agreed-upon variations to standard notice periods, often used during amicable separations or restructuring.

• Employers/HR Departments: Draft and issue Notice Period Notices during terminations, ensuring compliance with Philippine Labor Code requirements
• Employees: Submit these notices when resigning, and must comply with notice periods specified in their contracts
• Legal Teams: Review and validate notice periods, ensuring they meet both statutory requirements and company policies
• Department Managers: Often involved in determining appropriate notice periods for their team members and managing transition plans
• DOLE Officials: May review these notices during labor disputes or compliance checks to ensure proper termination procedures

• Employment Contract Review: Check the original contract for specified notice period requirements and any special conditions
• Employee Details: Gather complete name, position, department, start date, and intended last day of work
• Reason Documentation: Prepare clear explanation for resignation or termination that aligns with Philippine labor laws
• Timeline Planning: Calculate the exact notice period dates, ensuring minimum 30-day requirement is met
• Handover Plan: List key responsibilities, ongoing projects, and important documents needing transition
• Compliance Check: Verify format meets company policy and Labor Code requirements before finalizing

• Employee Information: Full name, position title, department, and employee ID as registered with the company
• Effective Dates: Clear statement of notice submission date and intended last working day
• Notice Duration: Explicit mention of the notice period length, matching or exceeding the 30-day minimum
• Reason Statement: Brief explanation for resignation or termination that complies with Philippine Labor Code
• Transition Details: Outline of handover responsibilities and pending work commitments
• Acknowledgment Section: Spaces for employee and employer signatures, with date fields
• Company Details: Official company name, address, and relevant department information

A Notice Period Notice often gets confused with a Notice of Termination, but they serve distinct purposes in Philippine employment law. While both relate to ending employment relationships, their timing and function differ significantly.

• Purpose and Timing: A Notice Period Notice focuses on the transition period, typically 30 days or more, and outlines handover responsibilities. A Notice of Termination declares the actual end of employment and states specific grounds for termination.
• Legal Requirements: Notice Period Notices must comply with minimum notice period requirements under the Labor Code. Notice of Termination must detail valid causes for termination as per Article 297-299.
• Content Focus: Notice Period Notices emphasize transition plans and handover procedures. Notice of Termination concentrates on documenting cause, final settlements, and clearance requirements.
• Usage Sequence: The Notice Period Notice typically comes first, followed by the Notice of Termination at the end of the notice period.