Philippine labor compliance has 11 mandatory onboarding documents. Most companies issue two or three.
The exposure for missing the rest:
→ Art. 296, Labor Code: probationary standards not communicated in writing at engagement = employee deemed regular from Day 1. Termination during "probation" = illegal dismissal.
→ RR 2-98, BIR: Form 2316 non-issuance = ₱100,000 penalty per violation. Criminal prosecution possible under NIRC §255.
→ RA 11058: OSH orientation not documented before duties commence = ₱100,000/day until corrected. 3-year document retention required.
→ RA 10173: personal data collected without a signed Privacy Notice = NPC fine up to ₱5,000,000.
→ RA 11036: employers with 10+ employees must issue a written Mental Health policy. Absence is a DOLE finding.
→ PD 851: 13th month pay computation must be disclosed in writing. Dec 24 deadline. Pro-rata applies even to resigned employees.
SSS enrollment: 30-day window.
BIR registration: 10-day window.
Each missed = independent criminal exposure for the responsible officer.
Comments