1. What is required notice period for resignation? The Labor Code of the Philippines requires a 30-day notice period for employee resignation. This notice allows the employer to prepare for the employee's departure and ensure a smooth transition. However, management has the discretion to allow the employee to render shorter notice period provided that the employee has fully completed the turnover requirements or if business operations can accommodate the adjustment. This is subject to mutual agreement between the employer and the employee.
2. What happens when the employee does not want to render 30-day notice? The employer may hold the employee liable for damages resulting from the abrupt resignation, such as costs for finding a replacement or disruptions to operations.
As stated in the employee's contract: "Failure to observe the notice requirement shall entitle the EMPLOYER to claim as damages an amount equivalent to the EMPLOYEE’s 1-month salary."
3. What is the next step after receiving the resignation letter from the employee? The resignation letter should be forwarded to the assigned HRBP for processing and documentation, ensuring that any necessary approvals or endorsements are also completed as per company policy.
4. As the immediate manager, do I need to sign the clearance? Yes, as the immediate manager, you are typically required to sign the clearance to confirm that the employee has returned all client property, settled any outstanding obligations, and completed necessary tasks before leaving. This ensures that all the requirements for the employee's exit are met from a client standpoint.
