AI Generated Filipino Employment Contract - 2026 Updated
Employment Contract
1. Parties to the Agreement
Identifies the employer and the employee, their legal names, addresses, and basic corporate or personal details.
2. Position and Job Title
States the employee’s official job title, classification, and rank within the organization.
3. Commencement and Duration of Employment
Specifies the employment start date, expected duration, and whether the engagement is fixed-term or regular.
4. Probationary Period
Outlines the length of the probationary period, performance standards, and criteria for regularization.
5. Place of Work
Indicates the primary workplace, possible transfers, remote work arrangements, and mobility requirements.
6. Job Duties and Responsibilities
Describes the employee’s principal functions and the employer’s right to assign additional tasks consistent with business needs.
7. Working Days and Hours
Sets the normal work schedule, shift assignments, flexitime, compressed workweek, and meal or rest breaks.
8. Rest Days and Holidays
Specifies weekly rest days, special days, regular holidays, and corresponding pay rules.
9. Compensation and Salary
Details the basic monthly or daily wage, salary grade, and method of computation.
10. Wage Payment Schedule and Method
Defines cut-off periods, pay dates, and the manner of wage payment (cash, bank transfer, etc.).
11. Overtime Work and Premium Pay
Explains overtime authorization, overtime rate, night-shift differential, and premium pay computation.
12. 13th Month Pay
Confirms entitlement, computation basis, and release schedule of the mandatory 13th month pay.
13. Bonuses and Incentives
Covers performance bonuses, sales incentives, and discretionary rewards, including eligibility conditions.
14. Allowances and Reimbursements
Lists fixed or variable allowances (meal, transportation, COLA) and reimbursement procedures.
15. Benefits and Government Contributions
Enumerates statutory contributions to SSS, PhilHealth, Pag-IBIG, ECC, and any company-provided benefits such as HMO or life insurance.
16. Leave Entitlements
Defines vacation leave, sick leave, service incentive leave, maternity, paternity, parental, special leave benefits for women, and leave conversion rules.
17. Health, Safety and Security
Affirms compliance with occupational safety laws, drug-free workplace rules, and emergency procedures.
18. Training and Development
Describes training programs, continuing education, and any training bonds or cost-recovery arrangements.
19. Performance Evaluation and Regularization
Sets out performance review schedules, criteria, and the process leading to regular employment.
20. Code of Conduct and Company Policies
Incorporates the employee handbook, disciplinary rules, and grounds for sanctions.
21. Confidentiality and Non-Disclosure
Requires the employee to keep proprietary and personal data confidential during and after employment.
22. Intellectual Property Rights
Assigns ownership of inventions, works, and other IP created in the course of employment.
23. Data Privacy and Personal Data Protection
Sets obligations under the Data Privacy Act, including consent, processing, and security of personal data.
24. Non-Competition and Non-Solicitation
Restricts competitive employment or solicitation of clients and employees within reasonable limits.
25. Conflict of Interest
Requires disclosure and avoidance of activities that conflict with the employer’s interests.
26. Tax Obligations and Deductions
Explains withholding tax, BIR requirements, and issuance of BIR Form 2316.
27. Authorized Deductions and Offsetting
Lists lawful deductions such as SSS loans, company advances, and procedures for wage offsetting.
28. Company Property and Resources
Covers use, care, and return of company assets such as laptops, vehicles, IDs, and uniforms.
29. Information Technology and Communications Policy
Regulates email, internet, social media, and electronic device usage.
30. Retirement Plan
Details eligibility, retirement age, retirement pay, and optional early retirement provisions.
31. Separation from Employment
Introduces the general framework for ending employment, referencing specific modes of separation.
32. Resignation and Notice Requirements
Sets the employee’s notice period, acceptance procedures, and clearance process.
33. Termination for Cause
Specifies just and authorized causes, due process requirements, and preventive suspension.
34. Redundancy, Retrenchment and Closure
Explains procedures and payments for authorized cause terminations under the Labor Code.
35. Separation Pay and Final Pay
Outlines computation, release timelines, and tax treatment of separation and final pay.
36. Return of Company Property Upon Separation
Requires the employee to return all company assets and settle liabilities before release of clearances.
37. Certificate of Employment
Commits the employer to issue a COE indicating dates of employment and position held.
38. Grievance and Dispute Resolution Procedure
Provides an internal mechanism for addressing complaints and labor disputes prior to external action.
39. Governing Law and Venue
Declares that Philippine laws govern the contract and designates the proper venue for legal actions.
40. Force Majeure
Defines events beyond control and their effect on contractual obligations.
41. Entire Agreement
Affirms that the contract contains the full understanding and supersedes prior agreements.
42. Amendment and Modification
States that changes must be in writing and signed by both parties to be valid.
43. Severability
Provides that invalid provisions do not affect the remaining valid portions of the contract.
44. Waiver
Clarifies that failure to enforce a right does not constitute a future waiver of such right.
45. Assignment
Restricts or allows the employer to assign the contract or employee to affiliates or successors.
46. Survival of Obligations
Specifies which clauses (e.g., confidentiality) remain effective after employment ends.
47. Notices
Sets the manner, addresses, and effectivity of formal notices between the parties.
48. Effectivity Date
Indicates when the contract becomes binding upon the parties.
49. Headings
States that headings are for reference only and do not affect interpretation.
50. Interpretation
Provides rules of construction, language precedence, and gender or number references.
51. Counterparts
Allows execution of the contract in multiple counterparts, including electronic copies.
52. Signatures and Conformity
Contains the signature blocks, names, positions, dates, and witnesses attesting to the agreement.
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Your Employment Contract will be formatted to professional standards, including headings, clause numbers and structured layout. No further editing is required.
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Compliance with Filipino Law
Rest assured that all generated documents meet the latest legal standards and regulations of the Philippines, enhancing trust and reliability.
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Philippines
PhilippinesCompliance Legislation
Your AI Generated Employment Contract will be checked for compliance against the following legislation and regulations:
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The primary law governing employment relationships, including the formation, terms, and conditions of employment contracts, wages, hours of work, and termination in the Philippines. It sets the minimum standards for employment agreements.
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Regulates contracts in general, including employment contracts as a form of lease of services, covering elements like consent, object, cause, and obligations of parties.
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Provides specific rights and benefits for public health workers, including terms in their employment contracts related to compensation and working conditions.
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Amends maternity leave provisions affecting employment contracts, granting extended paid maternity leave for female employees.
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Prohibits discrimination based on age in employment contracts, recruitment, and opportunities.
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Regulates employment contracts for domestic workers, including minimum wage, rest days, and termination provisions.
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Implements and enforces labor standards under the Labor Code, including guidelines for employment contracts and compliance.
What is a Employment Contract?
An employment contract in the Philippines is a formal agreement between an employer and an employee that outlines the terms and conditions of employment. This legally binding document typically includes details such as job responsibilities, salary, probation period, benefits, and termination procedures, ensuring clarity and compliance with Philippine labor laws. By using our AI-generated tool, businesses can quickly and accurately draft these critical documents, ensuring their adherence to local regulations and promoting clear communication between parties.
Employment Contract FAQs
An employment contract in the Philippines is a legally binding agreement between an employer and an employee that outlines the terms and conditions of employment, including job duties, compensation, working hours, benefits, and termination clauses, as governed by the Philippine Labor Code.
Document Generation FAQs
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