Practice question
Which circumstance can justify separation pay instead of reinstatement after illegal dismissal?
- The employer simply prefers to avoid the worker without proof.
- Reinstatement is shown to be no longer feasible under the governing facts and law.
- The employee filed a complaint, without anything more.
- The employer denies liability in its answer.
- The employer’s lawyer requests it as a routine matter.
Legal references
- Labor Code, DOLE consolidated 2022 edition, Articles 219, 258–260, 262–264, 274 and 278–279: https://natlex.ilo.org/dyn/natlex2/natlex2/files/download/15242/PHL15242%202022.pdf; Articles 294 and 298–299.
- Angono Medics Hospital v Agabin, G.R. No. 202542, December 9, 2020, separation pay and backwages: https://lawphil.net/judjuris/juri2020/dec2020/gr_202542_2020.html
- Nippon Express Philippines Corporation v Daguiso, G.R. No. 217970, June 17, 2020, proof of strained relations: https://lawphil.net/judjuris/juri2020/jun2020/gr_217970_2020.html
- Bartolome v Toyota Quezon Avenue, G.R. No. 254465, April 3, 2024, damages, attorney’s fees and separation in lieu of reinstatement: https://lawphil.net/judjuris/juri2024/apr2024/gr_254465_2024.html
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