Key takeaways
- A quitclaim is valid only if signed voluntarily, without fraud or deceit, for a credible and reasonable consideration (Periquet v. NLRC, 1990).
- Final pay is due within 30 days of your last day under Labor Advisory No. 06, s. 2020; the advisory does not make that period depend on signing a quitclaim.
- Check every line against your own computation before signing: unpaid salary, unused SIL, pro-rated 13th month, separation or retirement pay if due, tax refund, and only authorised deductions.
- You may ask for time to read it, a copy, and changes such as striking a clause or reserving a specific claim.
- A quitclaim signed under pressure or for a fraction of what is owed does not stop an illegal dismissal or money claim at DOLE or the NLRC.
Read before you sign a quitclaim
Most quitclaims are routine and fair: the employee resigned, HR computed the final pay correctly, the check is ready, and the quitclaim is a receipt with a promise not to sue for what was just paid. The trouble starts when the document is put in front of you at the cashier's window with a line saying the money will not be released unless you sign now. That is the moment to slow down. A signature takes two seconds; undoing it takes a labour case.
When the law sets a quitclaim aside
In Periquet v. NLRC (G.R. No. 91298, June 22, 1990), the Supreme Court held that a waiver by an employee is not automatically void. Where the person making it acted voluntarily and with a full understanding of what he or she was doing, and the consideration is credible and reasonable, the transaction is recognised as a valid and binding undertaking. Where the waiver was obtained from an unsuspecting or gullible person, or the terms of settlement are unconscionable on their face, the law steps in to annul it. Later decisions apply the same test and add that the agreement must not be contrary to law, public order, public policy, morals or good customs.
- Voluntary: no threat, no "sign or you get nothing", no signing while the employer holds your pay hostage beyond the 30 days.
- Understood: you read it, or it was explained in a language you understand, and you knew you were giving up claims.
- Reasonable consideration: the money is close to what you are actually owed. A ₱5,000 quitclaim against ₱150,000 of statutory separation pay is the classic unconscionable case.
- No fraud or deceit: no false statement that you were not entitled to separation pay, no hidden pages, no wrong reason for separation slipped into the text.
Your checklist before signing
- Ask HR for the written final pay computation, line by line, at least a day before the signing.
- Recompute it yourself with the final pay calculator: unpaid workdays, unused service incentive leave, pro-rated 13th month, tax refund.
- If you were let go for redundancy, retrenchment, closure or disease, check the separation pay with the separation pay calculator.
- If you are 60 or older with at least five years of service, check the retirement pay calculator.
- Match every deduction to a document you signed (loan agreement, written authorisation) or to a deduction the law allows.
- Read the reason for separation stated in the quitclaim. It must be what actually happened.
- Look for clauses you did not expect: a confidentiality clause, a non-compete, a statement that you have "no further claims of any kind" against related companies.
- Confirm the amount in words matches the figure, and that the check or transfer is actually in your hands before you sign.
- Keep a complete copy, including the computation sheet attached to it.
If the figures do not match and HR will not correct them, you do not have to sign. You can write "received under protest" with the amount and date on the computation sheet, or accept the undisputed part and send a demand letter for final pay for the rest. If you were dismissed, read illegal dismissal before you sign anything.
Legal basis: Periquet v. NLRC, G.R. No. 91298, June 22, 1990 (requisites of a valid quitclaim); DOLE Labor Advisory No. 06, s. 2020 (final pay within 30 days from separation; certificate of employment within three days of request).
Primary sources: Periquet v. NLRC on Lawphil · Department of Labor and Employment
The three ways to use this quitclaim sample
| If you want to… | Choose | What you get |
|---|---|---|
| See a complete, realistic quitclaim before you sign one | See a filled example | Maria Clara S. Dela Cruz's release from Makati Business Solutions Inc.: four items received, two authorised deductions, ₱19,108.63 net, witnesses and jurat |
| Prepare a quitclaim for an employee leaving your company, or check the one HR gave you | Fill it online | A one- or two-page document on long bond paper with your items, the total and the amount in words computed for you |
| Write the amounts by hand at the signing table | Blank, to fill by hand | The same document with ruled lines for five items and two deductions, ready for the notary |
Switch between English and Tagalog with the language tabs. The Tagalog version keeps the jurat in English, because that is how notaries public in the Philippines print and sign it. The amount in words follows the check-writing style used by Philippine banks. Everything stays in your browser; nothing you type is sent to us.
Quitclaim and release: what the document actually does
"Release, Waiver and Quitclaim" bundles three ideas. The release frees the employer from liability. The waiver gives up rights you could otherwise claim. The quitclaim renounces any further claim on the matters covered. Together they turn a receipt into a settlement. That is why employers want one: it is their evidence, if you later file a case, that you were paid and accepted the amount as full settlement.
| Document | Prepared by | Purpose | Do you sign? |
|---|---|---|---|
| Resignation letter | You | Written notice that you are leaving | Yes, you write it |
| Clearance form | Employer | Confirms you returned property and settled advances | Yes, and each department signs |
| Final pay computation | Employer (payroll) | Shows how each amount was computed | Usually, as acknowledgement |
| Release, Waiver and Quitclaim | Employer | Receipt plus release of further claims | Yes, often before a notary |
| Certificate of employment | Employer | States your dates and position | No |
| BIR Form 2316 | Employer | Certificate of compensation and tax withheld | Yes, both sign |
The separation paperwork, side by side
A quitclaim is not a condition the law imposes on final pay. It is a company practice, a sensible one for both sides when the numbers are right. What it cannot do is turn an underpayment into a full payment by force of signature, and it cannot convert a dismissal into a resignation.
Is a quitclaim valid? Common situations and how they usually go
| Situation | Likely treatment | Why |
|---|---|---|
| You resigned, HR's computation matches yours, you signed at your own pace | Valid and binding | Voluntary, understood, full consideration |
| Redundancy: you received one month per year of service as Art. 298 requires, plus final pay | Valid | Consideration equals or exceeds the legal minimum |
| Redundancy: you received half of what Art. 298 requires and were told that was the law | Open to challenge | Unreasonable consideration and misinformation |
| You were told to sign a resignation letter and quitclaim the same day or lose everything | Open to challenge as forced | Not voluntary; points to a disguised dismissal |
| You signed, then found a computation error of a few hundred pesos | Usually still binding, but ask HR to correct it | Courts look for unconscionable amounts, not small slips |
| Signed at a SEnA conference after the desk officer explained it | Very hard to undo | Assisted, documented and voluntary |
The amount you sign for does not have to equal every peso you might win in a full case; a settlement is a compromise and both sides give something. What it cannot be is so low that no reasonable person would accept it if properly informed. The comparison point is the amount the law clearly gives you, which is why the computation sheet matters more than the wording of the release.
Checking the amounts: Maria's final pay in her quitclaim
Maria Clara S. Dela Cruz, a Customer Service Representative at Makati Business Solutions Inc. since June 1, 2021, earning ₱25,000 a month on a Monday-to-Friday schedule, resigned effective August 31, 2026. HR released her final pay by manager's check on September 25, 2026, within the 30 days, and asked her to sign the quitclaim produced by the generator above. These are the same figures as Example 3 of the final pay calculator.
- Unpaid salary, August 17–31 (11 workdays × ₱25,000 × 12 ÷ 261)
- ₱12,643.68
- Unused service incentive leave, 3 days (₱25,000 × 12 × 3 ÷ 261)
- ₱3,448.28
- Pro-rated 13th month, January–August (₱200,000 ÷ 12 = ₱16,666.67) less ₱5,000.00 advance
- ₱11,666.67
- Tax refund from the year-end adjustment
- ₱1,850.00
- Gross amount
- ₱29,608.63
- Less company loan balance (signed authorisation)
- − ₱6,000.00
- Less unreturned company phone (signed authorisation)
- − ₱4,500.00
- Net amount received
- ₱19,108.63
- Amount in words
- NINETEEN THOUSAND ONE HUNDRED EIGHT PESOS AND 63/100
- Final pay deadline (August 31 + 30 days)
- September 30, 2026; paid September 25
Every line matches her own computation, both deductions have signed authorisations, and no separation pay is due on a voluntary resignation, so the ₱19,108.63 quitclaim is a fair one to sign.
Now change one fact. Suppose Maria had been let go because her position was declared redundant. Article 298 would add separation pay of at least one month's pay per year of service: 5 years and 3 months of service counts as 5 years, so ₱125,000. A quitclaim for ₱19,108.63 that labelled the exit a "resignation" would then be missing more than six times its own value. That is the kind of gap that makes a quitclaim unconscionable.
Quitclaim after a dismissal: does signing end your case?
Not necessarily. Labour law treats employer and employee as unequal bargainers, so quitclaims are read strictly against the employer when the circumstances suggest pressure. If you were dismissed without a just or authorised cause, signed a quitclaim because you needed the money, and the amount was far below what you were owed, you can still file a complaint for illegal dismissal and money claims. The amount you received is usually deducted from whatever is later awarded, so you are not paid twice.
What makes your position stronger: you filed promptly, you have messages showing you were told to sign or get nothing, the reason written in the quitclaim is false, or the amount is a small fraction of the statutory figure. What weakens it: you negotiated the amount, had time and advice, received at least what the law requires, and waited years before complaining. Remember the clocks: four years for illegal dismissal and three years for money claims under Article 306 of the Labor Code (formerly Art. 291).
| Claim | Deadline | Counted from |
|---|---|---|
| Release of final pay (Labor Advisory 06-20) | 30 days | Date of separation |
| Certificate of employment | 3 days | Your request |
| Money claims (unpaid wages, 13th month, SIL, separation pay) | 3 years (Art. 306) | When the claim arose |
| Illegal dismissal (Civil Code Art. 1146; Callanta v. Carnation) | 4 years | Date of dismissal |
Deadlines that keep running even after you sign
Release, waiver and quitclaim: the clauses in plain English
| Clause in the template | What it means for you | What to watch for |
|---|---|---|
| Personal circumstances and oath | You state who you are and swear to the contents | Name and ID must match; you must appear before the notary |
| 1. Employment and reason for separation | Records your position, dates and why the job ended | The reason must be true; do not sign "resignation" if you were dismissed |
| 2. Receipt of the amount | You confirm you received the net amount, in words and figures | Sign only after the money is in your hands |
| Computation table | Shows each item and each deduction | Every deduction needs a legal basis or your written consent |
| 3. Release | You give up claims arising from the job and its end | Too broad if it covers related companies or unrelated matters |
| 4. Reservation (optional) | Lists claims you keep | Use it for a disputed item you want to pursue |
| Non-waivable benefits | SSS, PhilHealth and Pag-IBIG benefits are not released | Remove any clause that says otherwise |
| Voluntariness | You read and understood it and got a copy | If it was not explained, say so before signing |
Notarising a quitclaim: the jurat, the ID and the register
A quitclaim does not need to be notarised to be valid between the parties, but most employers have it notarised so it becomes a public document that proves itself in a hearing. Because the template is written as a sworn statement ("after having been duly sworn"), it ends with a jurat: the notary certifies that you appeared in person, were identified, signed in the notary's presence and took an oath on the contents. Some companies use an acknowledgment instead; either is acceptable, but it must match how the document is worded.
- Personal appearance: the 2004 Rules on Notarial Practice (A.M. No. 02-8-13-SC) bar a notary from notarising if the signatory is not personally present at the time of notarisation.
- Competent evidence of identity: at least one current ID issued by an official agency bearing your photograph and signature, such as the PhilID, a passport, a driver's licence, a UMID or a PRC ID. A community tax certificate alone does not qualify.
- Notarial register: the notary records the document and gives it a number matching the register entry and the page; offices print this as Doc. No., Page No., Book No. and Series of (year).
- Notary's details: name, commission and its expiry, roll of attorneys number, PTR, IBP and MCLE compliance numbers, and office address.
- Electronic notarisation: the Supreme Court's Rules on Electronic Notarization (A.M. No. 24-10-14-SC, effective 2025) cover electronic documents notarised by a commissioned electronic notary public. A paper quitclaim with a wet signature still follows the 2004 Rules.
Notarial fees are set by the notary within the schedule approved for the area and are normally paid by the employer, since it is the employer's document. You do not have to pay to sign your own quitclaim. If the notary is in the same building as HR and you have not actually sworn before them, the notarisation is defective; that defect alone does not void the release, but it removes the presumption of regularity that a properly notarised document enjoys.
Legal basis: 2004 Rules on Notarial Practice, A.M. No. 02-8-13-SC, Rule II Secs. 6 (jurat) and 12 (competent evidence of identity), Rule IV Sec. 2(b) (personal appearance), Rule VI Sec. 2 (notarial register entries), as amended; Rules on Electronic Notarization, A.M. No. 24-10-14-SC (2025), for electronic documents.
Primary sources: Supreme Court of the Philippines · Supreme Court E-Library
Quitclaim in Tagalog: sample of the main clauses
A quitclaim in Filipino is as valid as one in English. It is often the better choice when the employee is more comfortable reading Tagalog, because the voluntariness test asks whether you understood what you signed. Choose the Tagalog tab in the generator for the full document. The core clauses read like this:
RELEASE, WAIVER AND QUITCLAIM
(Pagpapalaya, Pagtalikod at Quitclaim)
Ako, si MARIA CLARA S. DELA CRUZ, nasa hustong gulang, walang asawa, Pilipino, at naninirahan sa 123 Mabini Street, Barangay San Isidro, Quezon City, matapos manumpa nang naaayon sa batas, ay nagsasaad na:
1. Ako ay naging empleyado ng Makati Business Solutions Inc. bilang Customer Service Representative mula Hunyo 1, 2021 hanggang Agosto 31, 2026, nang matapos ang aking trabaho dahil sa aking kusang-loob na pagbibitiw.
2. Kinikilala kong natanggap ko ang halagang NINETEEN THOUSAND ONE HUNDRED EIGHT PESOS AND 63/100 (₱19,108.63) bilang buong bayad ng aking final pay.
3. Bilang kapalit nito, pinalalaya ko ang kumpanya sa lahat ng paghahabol na may kinalaman sa aking trabaho at sa pagtatapos nito.
4. Nilalagdaan ko ito nang kusang-loob, nang walang pamimilit, pananakot o panlilinlang, at nakatanggap ako ng kopya nito.
The full Tagalog version, with the itemised table, witnesses and the English jurat, is in the generator at the top of this page.
How to fill in the quitclaim, section by section
Employee details
Write the employee's full name exactly as it appears on the ID that will be shown to the notary; a mismatch between "Ma. Clara" and "Maria Clara" invites questions later. Civil status and citizenship are part of the standard opening of a Philippine sworn statement. The address should be the current one, with barangay and city. The position is the last position held, as stated in the latest appointment or promotion memo.
Employer and separation
Use the employer's registered corporate or business name. The date hired and the last day of employment frame the release: claims outside that period are not covered. Choose the reason that actually applies. If none fits, choose "Other" and write it in one plain phrase. This field matters more than it looks, because a quitclaim that records "voluntary resignation" for someone who was dismissed is the first thing a Labor Arbiter will examine.
Amounts received
Add one row per item and describe it so a stranger could check it: the period of unpaid salary and the number of workdays, the number of unused leave days converted, the months covered by the pro-rated 13th month and any advance already deducted, the separation pay formula, the retirement pay, the tax refund. The generator adds the rows, subtracts the deductions and prints both the figure and the amount in words, so the two can never disagree.
| Item | When it appears | Where to check it |
|---|---|---|
| Unpaid salary | Always, for days worked after the last payroll | Final pay calculator |
| Service incentive leave conversion | If entitled and unused | Final pay calculator; service incentive leave |
| Pro-rated 13th month pay | Always for rank-and-file | 13th month pay calculator |
| Separation pay | Authorised causes, disease, or policy | Separation pay calculator |
| Retirement pay | Age 60 to 65 with at least 5 years | Retirement pay calculator |
| Tax refund | If too much was withheld during the year | BIR Form 2316 and the year-end adjustment |
| Other benefits | Commissions, incentives, CBA benefits | Your contract, plan or CBA |
Items usually listed in a quitclaim
Deductions
List each deduction separately with its basis in brackets: "company loan balance (signed loan agreement)", "unreturned laptop (written authorisation dated August 20, 2026)". Under Article 113 of the Labor Code, an employer may not deduct from wages except in the cases the article allows, so a deduction with no basis should not appear. If the deductions exceed the amounts received, the generator warns you, because a quitclaim with a negative net is almost always a computation error.
Payment and signing
State how the money was paid: the bank and check number, or the transfer reference. Cash payments should say "in cash" and be counted at the table. The date of signing should be the day the payment is actually received, never earlier. The optional reservation field lets the employee keep a specific claim alive, such as disputed overtime; when it is filled, the document adds a clause excluding that claim from the release.
Witnesses and notary
Two witnesses sign under "Signed in the presence of". They are customary rather than legally required for a jurat, but they help prove the signing happened as stated. If possible, one should be someone the employee chose. For the notary, enter the ID the employee will present and the city where the notary is commissioned. The notary fills in the day, the register numbers and their own details.
Quitclaim mistakes that cost employees money
| The mistake | What it costs | Do this instead |
|---|---|---|
| Signing before the check or transfer arrives | You have acknowledged money you do not have | Sign only with the payment in hand |
| Accepting a single total with no breakdown | Errors and missing items stay hidden | Ask for the computation sheet and attach it |
| Signing "resignation" when you were dismissed | Weakens an illegal dismissal claim | Have the true reason written, or do not sign |
| Ignoring deductions you never authorised | Pesos lost on every line | Ask for the document behind each deduction |
| Forgetting separation pay on redundancy or retrenchment | One month or half a month per year of service | Check Art. 298 with the separation pay calculator |
| Not keeping a copy | You cannot show what you signed | Photograph every page before you leave |
| Signing a blank or partly blank form | Anyone can fill in the amount later | Strike out empty lines or write "none" |
| Waiting years before complaining | Claims prescribe in three or four years | Act within months, not years |
Timeline: from your last day to a signed quitclaim
Last day of employment
Separation date. The 30-day period for final pay starts here, not on the day clearance is finished.
Within 3 days of your request
Certificate of employment, which you can request even before clearance is done.
Days 1 to 25
Clearance, return of company property, and HR's written final pay computation. Recompute it yourself.
On or before day 30
Payment and signing of the Release, Waiver and Quitclaim, then notarisation.
Day 31 with no payment
Send a written demand; if ignored, file a SEnA Request for Assistance at DOLE.
Within 3 years
Last day to file money claims for anything still unpaid (Art. 306).
Within 4 years
Last day to file an illegal dismissal complaint (Civil Code Art. 1146).
If you were pressured to sign, or the amount is wrong
- 1
Write down what happened
The same day, note who handed you the document, what was said, and whether you were told the money would be withheld. Save chats and emails.
- 2
Ask HR in writing to correct it
Point to the specific line: missing separation pay, wrong number of leave days, an unauthorised deduction. Give a date for a reply.
- 3
Send a demand letter
If HR refuses, use the demand letter for final pay for the unpaid difference, citing Labor Advisory 06-20.
- 4
File a SEnA request
Prepare it with the SEnA request for assistance form; conciliation-mediation is free, needs no lawyer, and the SEnA rules give it 30 days.
- 5
Go to the NLRC if needed
Unsettled illegal dismissal and money claims go to a Labor Arbiter; see how to file a case at the NLRC. Bring the quitclaim and your computation.
Signing under protest is not a magic phrase, but it is evidence. If you must sign to get money you urgently need, write next to your signature "Received under protest; I do not waive my claim for separation pay" (or whatever you dispute), and photograph it. An employer who refuses to release undisputed final pay unless you sign a full waiver is already past the line drawn by Labor Advisory 06-20 once the 30 days run out.
For employers: a quitclaim that holds up
- Pay at least what the law requires, item by item, and attach the computation.
- Give the employee the draft a day or more before signing and let them bring someone.
- State the true reason for separation; mismatches with the notice of termination are fatal.
- Explain it in a language the employee understands, and offer the Tagalog version.
- Do not tie release of undisputed final pay to signing; pay within 30 days regardless.
- Have it notarised properly, with the employee physically present before the notary.
- For disputed exits, settle through SEnA so the agreement is signed before a DOLE officer.
A quitclaim cannot cure a defective dismissal. If the termination lacked a valid cause or skipped the steps in due process in termination, fix that first. Statutory benefits such as SSS, PhilHealth and Pag-IBIG cannot be released by private agreement, so keep them out of the waiver. The Labor Code guide lists the articles behind each item.
Other names people search for
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- Receipt and quitclaim
- Waiver and quitclaim for resigned employee
- Is a quitclaim valid
Frequently asked questions
+What is a quitclaim in the Philippines?
A quitclaim, usually titled Release, Waiver and Quitclaim, is a document a separated employee signs on receiving the final pay. It acknowledges the amount received and releases the employer from further claims arising from the employment. It is a company practice, not a legal requirement for final pay, and courts uphold it only when it was signed voluntarily, with understanding, and for a reasonable amount.
+Is a quitclaim valid even if I signed it?
Usually yes, if you signed freely, understood it, and received a credible and reasonable amount. Under Periquet v. NLRC (1990), a quitclaim may be set aside when it was obtained from an unsuspecting or gullible person, through fraud or pressure, or when the amount is unconscionable compared with what the law gives you. The amount received is then deducted from any later award.
+Can my employer refuse to release my final pay if I do not sign the quitclaim?
Labor Advisory No. 06, s. 2020 requires final pay within 30 days from the date of separation, and it does not make that period depend on a quitclaim. An employer may ask you to sign one when you receive the money, but holding undisputed final pay beyond 30 days to force a waiver is a reason to send a demand letter and file a SEnA request at DOLE.
+Can I still file an illegal dismissal case after signing a quitclaim?
Yes, if the quitclaim was signed under pressure, through deceit, or for an amount far below what you were owed. The Labor Arbiter looks at the circumstances, the amount compared with the legal minimum, and how quickly you complained. Filing within the four-year period and keeping proof of how you were made to sign both help. Any amount you received is credited against the award.
+Does a quitclaim need to be notarised?
Notarisation is not required for validity, but most employers notarise quitclaims so they become public documents that are presumed regular. With a jurat, you must personally appear before the notary, present a current government ID with your photo and signature, sign in the notary's presence and swear to the contents. The employer normally pays the notarial fee.
+What should be included in a quitclaim sample?
Your name, civil status, citizenship and address; the employer's name; your position, date hired, last day and reason for separation; each amount received and each deduction, with the net in words and figures; the mode of payment; a release clause; a statement that you signed voluntarily and received a copy; the date and place of signing; two witnesses; and the jurat for the notary.
+Can I make changes to the quitclaim HR gave me?
You can ask. Common, reasonable requests are correcting the reason for separation, adding a missing item, removing a deduction you never authorised, striking a clause that releases unrelated companies, and adding a line that reserves a specific disputed claim. Ask in writing and keep a copy. If HR refuses and the amount is wrong, you can decline to sign and pursue the difference.
+Is there a quitclaim in Tagalog?
Yes. The generator above produces a full Release, Waiver and Quitclaim in Filipino, with the itemised table, signature lines and witnesses, while keeping the jurat in English as notaries usually print it. A Tagalog quitclaim is as valid as an English one, and it can be the safer choice for an employee who reads Filipino more comfortably, because the law asks whether you understood what you signed.
+What is the difference between a quitclaim and a clearance?
A clearance is an internal checklist showing you returned company property and settled advances; each department signs it before final pay is processed. A quitclaim comes at the end, when the money is paid, and is your acknowledgement of the amount plus a release of further claims. Clearance cannot be used to delay final pay beyond 30 days, and a quitclaim cannot replace correct computation.
+Do I have to sign a quitclaim if I resigned?
No law forces you to sign, but most employers will ask, and if the computation is correct there is little reason to refuse. Check unpaid salary, unused service incentive leave, the pro-rated 13th month and any tax refund against your own figures first. Separation pay is generally not due on a voluntary resignation unless your contract, company policy or CBA grants it.
+What does quitclaim and release mean on a final pay document?
It means you accept the amount stated as full settlement of what the employer owes you for the employment and its termination. The release frees the employer from liability; the quitclaim renounces further claims on the same matters. It does not release benefits the law makes non-waivable, such as SSS, PhilHealth and Pag-IBIG, and it binds you only if signed voluntarily for a reasonable amount.
+How long do I have to question a quitclaim I already signed?
There is no separate deadline for the quitclaim itself; what matters is the underlying claim. Money claims such as unpaid wages, 13th month or separation pay prescribe in three years under Article 306 of the Labor Code. An illegal dismissal complaint must be filed within four years from the dismissal. Acting quickly also makes it easier to show you did not truly accept the settlement.
Related formats and guides
Official sources
- Periquet v. NLRC, G.R. No. 91298 (June 22, 1990) — Supreme Court decision on when an employee's quitclaim is valid and when it is set aside.
- Labor Code of the Philippines (PD 442) — Art. 113 (wage deductions), Art. 298 (separation pay for authorised causes), Art. 306 (three-year prescription); Lawphil shows the pre-2015 numbering.
- Department of Labor and Employment — Labor Advisory No. 06, s. 2020 on final pay within 30 days and the certificate of employment; hotline 1349.
- Supreme Court of the Philippines — 2004 Rules on Notarial Practice (A.M. No. 02-8-13-SC, as amended) and the 2025 Rules on Electronic Notarization (A.M. No. 24-10-14-SC).
- DOLE ARMS — File a SEnA Request for Assistance online if your final pay is unpaid or disputed.
Deepak Middha, Chartered Accountant
18 years in hedge funds; writes and maintains sulat.ph. Legal statements on this page link to the statute, issuance or court decision they rest on, and were checked against those sources on 2026-10-23. Where a rule could not be confirmed from an official source, the page says so or leaves it out.
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