菲律賓勞動管理諮詢服務 mnl4tw

菲律賓僱傭合約:定期，不定期; 菲律賓員工福利:員工休假，病假，產假，陪產假，照顧假，育兒假，殤假，婚假:養卹金和社會保障: 意外補償;菲律賓資遣員工:預告期 ，遣散費，失業保險。
Email：mnl4ww@evershinecpa.com
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Philippines Hiring

20.10. 菲律賓僱傭合約Employment Contracts —

《勞動法》沒有包含對僱傭合同的具體要求。
員工可以試用一段時間。
最長試用期為六個月，除非工人參與學徒計劃並規定了更長的期限。
員工在聘用時必須被告知他或她，必須符合人力資源績效標準才能成為正式員工，並且只能因未能達到這些標准或出於正當理由而被解僱。
雇主可以在自願的基礎上為員工提供遠程辦公計劃。
該安排必須遵守《勞動法》的要求，包括與工作時間、加班、休息日和休假權利有關的要求。 雇主還必須確保對遠程辦公員工的公平待遇。

The Labor Code does not contain specific requirements for employment contracts.
Employees can be hired for a trial period.
The maximum trial period is six months unless a worker is involved in an apprenticeship program and a longer period is stipulated.
A worker must be informed at the time of hiring of the performance HUMAN RESOURCES standards he or she must meet to become a regular employee and can be dismissed only for failing to meet those standards or for just cause.
Employers can offer employees a telecommuting program on a voluntary basis.
The arrangement must abide by the requirements of the Labor Code, including those relating to work hours, overtime, rest days, and leave entitlements. Employers also must ensure fair treatment for telecommuting employees.

20.90. Reference Citations —

Employment Contracts: Labor Code, 1974 (as amended), art. 281
Restrictions on Hiring: Labor Code, 1974 (as amended), arts. 18, 40, 139
Record keeping: Labor Code, 1974 (as amended), art. 152
Background checks: Occupational Safety and Health Standards, 1989, § 1966.02

70.菲律賓福利Benefits

70.10. 菲律賓員工休假Vacation —

企業擁有 10 名或更多員工，並為其雇主工作至少一年的的每位員工，都有權享有五天按正常工資率帶薪的假期，稱為“服務獎勵假”。
未使用的服務獎勵假可在年底兌現

Every employee of a business with 10 or more employees who has worked for that employer for at least a year is entitled to five days of leave paid at his or her regular rate, known as “service incentive leave.” Unused service incentive leave may be cashed in at the end of the year.

70.20. 菲律賓假期Holidays —

員工有權休以下八個帶薪假期•1 月 1 日：元旦•濯足節•耶穌受難日 • 勇敢節•勞動節•獨立紀念日•聖誕節•黎剎節。
此外，政府每年都會宣布幾個特殊假期，是無薪休假，每年可能會發生變化。
包括：•中國新年•齋月結束•祭祀•離 8 月 21 日最近的星期一：尼諾阿基諾日•八月的最後一個星期一：民族英雄日•11 月 1-2 日：諸聖節•離 11 月最近的星期一30：博尼法西奧日•12 月 24 日：平安夜 • 12 月 31 日：一年中的最後一天

菲律賓承認各種假期，這些假期分為常規假期或特殊（非工作）日。
受《假日工資規則》保護的員工有權在不工作時享受固定假期並獲得固定報酬，如果工作則獲得固定報酬的 200%
如果員工在休息日的假期工作，他們有權獲得正常工資的 230%。
在特殊日子不工作的員工無權獲得任何報酬。
但是，如果員工在特殊日子工作，如果工作日是工作日，他們有權獲得 30% 的額外工資，如果特殊日子是休息日，他們有權獲得 50% 的額外工資。
週末的假期將移至下一個正常工作日。

Employees are entitled to the following eight paid holidays: • Jan. 1: New Year’s Day • Maundy Thursday • Good Friday • Bravery Day • Labor Day • Independence Day • Christmas Day • Rizal Day In addition, the government each year announces several special holidays, which are unpaid days off and may change from year to year.
These have included: • Chinese New Year • End of Ramadan • Festival of Sacrifice • Monday nearest Aug. 21: Ninoy Aquino Day • Last Monday in August: National Heroes Day • Nov. 1-2: All Saints Day • Monday nearest Nov. 30: Bonifacio Day • Dec. 24: Christmas Eve • Dec. 31: Last Day of the Year The Philippines recognizes various holidays that are categorized as either regular holidays or special (nonworking) days.

Employees covered under the Holiday Pay Rule are entitled to have regular holidays off with regular remuneration if they do not work and 200 percent of regular remuneration if they do work.
If employees work on a holiday that falls on a rest day, they are entitled to receive 230 percent of regular pay.
Employees who do not work on special days are not entitled to receive any pay.
However, if employees work on a special day, they are entitled to 30 percent extra pay if the day is a weekday and 50 percent extra pay if the special day falls on a rest day. Holidays that fall on a weekend are moved to the next regular workday.

70.30. 菲律賓產假Maternity Leave —

女性員工有權休105天的帶薪產假。
對於流產或緊急終止妊娠的情況，僱員有權休 60天帶薪休假（剖腹產為 78 天帶薪休假）。
單身母親有權額外休15天的帶薪產假，所有新工作的母親都可以額外休 30 天的無薪產假。
女性員工獲得相當於其平均日薪 100% 的福利。
雇主有責任支付僱員從社會保障中，獲得的福利與僱員工資之間的差額。
女性僱員必須在分娩前的 12 個月內按三個月繳付社會保障金，才有資格享受福利。
無論是否與女員工結婚，女員工都可以選擇為孩子的父親分配最多 7 天的假期。已
經有四個孩子的員工不能因進一步懷孕而休產假。

Female employees are entitled to 105 days of paid maternity leave.
For cases of miscarriage or emergency termination of pregnancy, the employee is entitled to 60 days paid leave (78 days paid leave for Cesarean delivery).
Single mothers are entitled to an additional 15 days of paid maternity leave, and all new working mothers can take an extra 30 days of unpaid leave.
Female employees receive benefits equivalent to 100 percent of their average daily salary.
Employers are responsible for paying difference between the benefit the employee receives from social security and the employee’s salary.
Female employees must have remitted to the Social Security System at three monthly contributions in the 12-month period prior to the childbirth to be entitled to benefits.
Female employees have the option to allocate up to seven days leave to the child’s father, regardless of whether or not the father is married to the female employee.
An employee who already has four children cannot get maternity leave for any further pregnancies.

70.40. 菲律賓陪產假Paternity Leave —

每個雇主都必須在孩子出生或妻子流產後，為所有已婚男性僱員提供 7 天的帶薪陪產假——無論就業狀況如何（例如，試用期、定期、合同、基於項目）。
雇主也可以允許僱員在分娩前或分娩期間休假，但不是必需的。
假期只能用於員工的前四個孩子。
此外，女性員工可以選擇最多分配 7 天的產假，供孩子的父親使用，無論是否與女性員工結婚。

Every employer must grant seven days of paid paternity leave to all married male employees—regardless of employment status (e.g., probationary, regular, contractual, project-based)—after the birth of a child or a wife’s miscarriage.
The employer may allow the employee to use the leave before or during delivery as well, but this is not required.
The leave can only be used for the employee’s first four children.
Additionally, female employees have the option to allocate up to seven days of their maternity leave to be used by the child’s father, regardless of whether or not the father is married to the female employee.

70.50. 菲律賓病假Sick Leave —

《勞動法》沒有規定病假，但雇主通常通過勞資協議提供。
已用完或沒有任何病假，但在過去 12 個月內至少向社會保障系統繳納了 3 個月的費用，且因受傷或疾病，導致他們至少 4 天無法工作的工人，有資格獲得社會保障疾病津貼。
疾病津貼在一個日曆年內，支付最多 120 天的平均工資的 90% 左右。

The Labor Code does not provide for sick leave, but employers usually provide this through collective bargaining agreements.
Workers who have used up or do not have any sick leave but have made at least three months of contributions into the Social Security System in the prior 12 months and whose injury or illness leaves them unable to work for at least four days are eligible for the social security sickness benefit.
The sickness benefit pays about 90 percent of average salary for up to 120 days in a calendar year.

其他假期Other Leave —

單親父母——定義為單親父母，或者因配偶殘疾，監禁，或被單獨承擔照顧孩子責任的配偶，或其他家庭成員遺棄而獨自承擔責任的父母，在為雇主服務的第一之後，有權享有 7 天的帶薪休假。
雇主還必須通過靈活的工作時間等措施來容納單親父母，不能歧視他們。

Solo parents—defined as single parents, parents otherwise left alone with the responsibility of parenthood because of the disability or imprisonment of a spouse or abandonment by a spouse or another family member who alone assumes responsibility for the care of a child—are entitled to seven days of paid leave a year after their first year of service with an employer.
Employers must also accommodate solo parents through such measures as flexible work schedules and cannot discriminate against them.

70.60. 菲律賓養老金和社會保障Pensions and Social Security —

退休福利有多種形式，包括雇主在勞資談判協議中提供的福利、《勞動法》規定的福利以及根據社會保障體系支付的福利。
必須在 65 歲退休。60 歲或以上的僱員如果已繳費至少 120 個月，也可以退休並領取福利。根據《勞動法》，僱員應支付的最低退休金為每服務一年半個月的工資。
勞資談判協議中的退休條款，必須至少提供這種水平的福利。此外，退休人員還可從社會保障體系中獲得福利。
那些每月至少向系統繳納 120 次供款的人將獲得每月養老金，金額取決於他們繳納了多少供款、他們在系統中工作了多少年，以及他們有多少受撫養子女。
未繳納 120 筆供款的退休人員，一次性領取相當於他們及其雇主繳納的供款加上利息。

There are several forms of retirement benefits, including those provided by employers in collective bargaining agreements, those required under the Labor Code and those paid under the Social Security System. Retirement is compulsory at age 65.
Employees age 60 or older who have made contributions for at least 120 months can also retire with benefits.
The minimum retirement pay due employees under the Labor Code is one half month’s salary for every year of service.
Retirement provisions in collective bargaining agreements must at a minimum provide this level of benefits.
In addition, retirees receive benefits from the Social Security System.
Those who have made at least 120 monthly contributions into the system receive a monthly pension, the amount depending on how many contributions they have made, how many years they have been in the system and how many dependent children they have.
Retirees who have not made 120 contributions receive a lump sum equivalent to the contributions made by them and their employer plus interest.

70.70. 菲律賓勞動賠償金Workers’ Compensation —

所有雇主及其年齡不超過 60 歲的僱員，都必須參加國家保險基金。
年滿 60 歲並繳納供款，以符合社會保障系統管理的退休或人壽保險福利的僱員，也必須參加強制保險。
生病或受傷的員工獲得所需的醫療服務、設備和用品。
暫時性完全殘疾：任何因工傷或疾病導致暫時性完全殘疾的員工，都有資格獲得相當於其平均日薪 90% 的福利，最長可達 120 天，期限可延長至 240 天如果病情需要更多治療。
如果病情持續超過 240 天，則被視為永久性完全殘疾。
永久完全殘疾：永久和完全殘疾的僱員，有資格獲得相當於養老金福利的每月福利——其金額取決於此人在社會保障系統中的供款數量，和他或她的會員年數。
如果僱員有報酬地受僱、從完全殘疾中恢復或每年至少沒有接受一次體檢，則每月福利暫停。
永久性部分殘疾：遭受永久性部分殘疾的員工，有資格獲得與永久性完全殘疾的員工相同的福利，但時間限制因殘疾類型而異。
如果工人受傷的期限少於一年，工人將收到一次性付款。
死亡：如果工傷或疾病導致工人死亡，則死者的主要受益人，有資格獲得其每月退休金的金額，外加每個受撫養子女最多 5 人的 10%。
支付葬禮費用的人將獲得 10,000 比索的喪葬補助金。

Coverage in the State Insurance Fund is compulsory for all employers and their employees not over 60 years of age.
An employee who is over 60 years of age and paying contributions to qualify for the retirement or life insurance benefits administered by the Social Security System is also subject to compulsory coverage.
Sick or injured employees receive needed medical services, equipment and supplies.

Temporary total disability: Any employee who sustains a work-related injury or illness resulting in temporary total disability qualifies for a benefit equal to 90 percent of his or her average daily salary for up to 120 days, a period that may be extended to 240 days if the condition requires more treatment.
If the condition persists beyond 240 days, it is considered a permanent total disability.
Permanent total disability: An employee who is permanently and totally disabled qualifies for a monthly benefit equivalent to the old-age pension benefit—the amount of which depends on the number of contributions the person made into the Social Security System and his or her years of membership.
The monthly benefit is suspended if the employee is gainfully employed, recovers from the total disability or fails to undergo a medical examination at least once a year.

Permanent partial disability: Employees who suffer a permanent partial disability qualify for the same benefits available to those who suffer a permanent total disability, but with time limits that vary depending on the type of disability.
If the time limit for a worker’s injuries is less than a year, the worker receives a lump-sum payment.
Death: If a workplace injury or illness results in a worker’s death, the deceased’s primary beneficiaries qualify to receive the amount of his or her monthly pension plus 10 percent for each dependent child up to five. A funeral benefit of 10,000 pesos is paid to the person who paid for the funeral.

70.90. Reference Citations —

Vacation: Labor Code, 1974 (as amended), art. 95
Holidays: Labor Code, 1974 (as amended), arts. 93-94
Maternity Leave: Act Increasing Maternity Benefits, No. 7322;
An Act Increasing Maternity Leave to 105 Days, Republic Act No. 11210, 2019 §§ 3-6
Paternity Leave: Republic Act, No. 8187, 1996, § 2
Sick Leave: Republic Act, No. 8282, 1997, § 14
Other Leave: Republic Act, No. 8972, 2000, §§ 6-8
Pensions and Social Security: Social Security Law, Republic Act, No. 8282, 1997, § 12-B
Workers’ Compensation: Social Security Law, Republic Act, No. 8282, 1997, §§ 13-14

菲律賓終止僱用Termination

100.10. 菲律賓雇主終止僱用 Termination by Employer —

雇主終止通常需要正當理由和正當程序。出於以下任何原因終止是合理的：

• 與工作職責相關的嚴重不當行為或故意不服從；
• 嚴重和習慣性地疏忽工作職責；
• 欺詐或故意違背信任；
• 對雇主、雇主的直系親屬或雇主代表實施犯罪或違法行為，以及
• 相似類型的行為。員工有權在預定的解僱日期之前，獲得一個月的通知和解釋，並有機會在代表的陪同下為自己辯護。

因解除勞動關係發生糾紛，經調解或調解無法解決的，可向國家勞動關係委員會提出勞動仲裁。
如果員工勝訴——即使在上訴期間——他或她必須返回到相同的職位，獲得與事件發生前相同的福利、特權和地位，以及任何工資損失的全額補償。
如果由於惡劣的工作條件而無法復職，則必須進行某種形式的補償。
除了正當理由和終止試用期的工人外，《勞動法》還允許在裁員、企業關閉或雇主得知僱員患有某種疾病而使他或她的繼續就業成為非法或有害於員工自身的健康或同事的健康。

Termination by an employer generally requires just cause and due process.
Termination is justified for any of the following causes:

• • serious misconduct or willful disobedience connected to work-related duties;
  • gross and habitual neglect of work duties;
  • fraud or willful breach of trust;
  • commission of a crime or offense against the employer, an immediate member of the employer’s family or employer representatives and
  • similar types of behavior.

Employees are entitled to one month’s notification with an explanation prior to the intended date of dismissal and to a chance—accompanied by representatives—to defend themselves.
If a conflict over termination occurs and the dispute cannot be resolved by conciliation or mediation, it can be taken to labor arbiters with the National Labor Relations Commission.
If the employee prevails—even pending appeal—he or she must be returned to the same position, receiving the same benefits, privileges, and status as prior to the incident, as well as full back pay for any lost wages.
If reinstatement is impossible due to hostile working conditions, some form of compensation must be made.
In addition to just cause and termination of workers on probation, the Labor Code allows for dismissal in cases of redundancy, the closure of a business or if an employer learns that an employee has a disease that makes his or her continued employment unlawful or harmful to the worker’s own health or the health of coworkers.

員工終止雇用Termination by Employee —

僱員必須提前一個月，以書面形式發出無正當理由終止僱傭通知。
若勞動者不通知，用人單位可以追究勞動者的損害賠償責任。
僱員可以在沒有通知的情況下以正當理由終止僱傭，其中包括：

• 雇主或其代表嚴重侮辱僱員的榮譽或人格，
• 雇主的不人道和難以忍受的待遇和
• 雇主對僱員或僱員的任何直系親屬實施犯罪或違法行為。

An employee is required to give one month’s advance notice in writing to terminate employment without just cause.
If the employee fails to provide notice, the employer may hold the employee liable for damages.
An employee may terminate employment without notice with just cause, which includes: • serious insult by the employer or its representative to the honor or person of the employee, • inhuman and unbearable treatment by the employer and • commission of a crime or offense by the employer against the employee or any of the immediate members of the employee’s family.

100.20. 菲律賓工廠關閉和大規模裁員Plant Closings and Mass Layoffs —

《勞動法》要求雇主提供一個月的書面終止通知，通知因安裝節省勞動力的設備、裁員、裁員以防止損失或關閉企業。
受影響的員工有權獲得離職補償；此類薪酬的數額由終止原因決定。
The Labor Code requires an employer to provide one month’s written notification of termination due to installation of labor-saving devices, redundancy, retrenchment to prevent losses or the closing of a business.
Affected employees are entitled to separation pay; the amount of such pay is determined by the reason for termination.

100.30. 菲律賓終止僱用合約資遣Payment on Termination —

根據《勞動法》，只有在因疾病而被裁員、企業關閉或終止的情況下才需要支付離職金。
因裁員而被解僱的員工，每服務一年有權獲得一個月的工資。
如果雇主正在重組以防止損失或關閉企業，被解僱的員工有權獲得一個月的工資或每服務一年的半個月工資，以較高者為準。
用人單位因病辭退員工的，員工每服務一年可領取一個月工資或半個月工資，以較高者為準。

Under the Labor Code, separation pay is required only in cases of layoffs, business closure or termination because of a disease.
Employees terminated because of redundancy are entitled to one month’s pay for every year of service.
If an employer is restructuring to prevent losses or is closing a business, terminated employees are entitled to one month’s pay or one-half month’s pay for every year of service, whichever is higher.
If an employer terminates an employee for reason of disease, the employee is entitled to one month’s pay or one half month’s pay for every year of service, whichever is higher.

100.40. 菲律賓失業保險Unemployment Insurance —

菲律賓沒有私營部門的失業保險計劃。There is no private-sector unemployment insurance program in the Philippines.

100.90. Reference Citations —

Termination by Employer: Labor Code, 1974 (as amended), arts. 279-282
Termination by Employee: Labor Code, 1974 (as amended), art. 285
Plant Closings and Mass Layoffs: Labor Code, 1974 (as amended), art. 283
Payment on Termination: Labor Code, 1974 (as amended), art. 283-284

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連繫人:
Email：mnl4ww@evershinecpa.com
或
菲律賓永輝BPO有限公司
聯絡人：蘇 玉 燕  副總經理
手機：+886-928-486-835
skype: rachelsu8
wechat: r0928486835
電話：+886-2-2717-0515 分機:104

全球永輝服務據點參考資料:
永輝100%關係企業
永輝總部、臺北永輝、廈門永輝、北京永輝、上海那靈、深圳常新、紐約永輝、加州永輝、德州永輝、鳳凰城永輝、東京永輝、首爾永輝、河內永輝、越南胡志明、曼谷永輝、新加坡永輝、吉隆玻永輝、雅加達永輝、馬尼拉永輝、墨爾本永輝、澳洲雪梨、孟加拉永輝、新德里永輝、印度孟買、杜拜永輝、法蘭克福永輝、巴黎永輝、倫敦永輝、荷蘭永輝、西班牙永輝、義大利永輝、羅馬尼亞永輝、多倫多永輝、墨西哥永輝。
其他已提供中文化服務城市：
邁阿密、亞特蘭大、俄克拉荷馬、密歇根、西雅圖、特拉華；
柏林; 斯圖加特;布拉格；布加勒斯特；班加羅爾；泗水；
高雄、香港、深圳、東關、廣州、清遠、永康、杭州、蘇州、崑山、南京、重慶、許昌、青島、天津。
永輝潛在可服務城市 (2個月籌備期)：
我們為IAPA會員所,總部在倫敦，全球300個會員所，員工約1萬人。
我們為LEA會員所,總部在美國芝加哥，全球600個會員所，員工約2萬8千人。
Evershine is local Partner of ADP Streamline® in Taiwan.
(版本:2022/03)
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