Philippines Pre-Regularization Period/Probation Period
The Pre-Regularization Period, often known as the Probationary Period, 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 your 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 you have successfully met the required job expectations, your employment status in FiltaHR will be changed to "Regular"
- If you fail to meet the required job expectations, this means that you have two failed evaluations and will be issued 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!
Was this article helpful?
That’s Great!
Thank you for your feedback
Sorry! We couldn't be helpful
Thank you for your feedback
Feedback sent
We appreciate your effort and will try to fix the article
