The probation period may not exceed six (6) months from the date the employee began work, unless it is covered by a training contract that provides for a longer period. The services of an employee who was hired on probation may be available for a legitimate reason or if the employee does not qualify as a regular employee according to the reasonable standards that the employer advised the employee at the time of employment. An employee who is authorized to work after a probation period is considered a regular employee. In 2017, DOLE PLDT ordered the regularization of nearly 9,000 employees. This order was made after DOLE found that many of PLDT`s contract agencies had violated the Philippines` labor law. [9] Several agencies have denied their workers the rights set out in the Philippine Labor Code, such as the 13-month allowance. PLDT appealed to the Ministry of Labour to reconsider this decision, but it was rejected in January 2018 when Labour Minister Silvestre Bello III said that “his office had found no reason to lift the order”. However, some contract agencies turned out to be legal and the number of employees who needed to be regulated increased from nearly 9,000 to about 8,000 employees. DOLE also asked PLDT to pay about PHP 66 million in unpaid services. [10] Tulfo`s remarks add only one more insult to the violation given the precarious conditions of many Filipino workers who are constantly confronted with illegal practices and legal loopholes in contracts. Given the reasons for and against the contralisation, I sympathise with the working groups to put an end to all forms of counter-lisation due to employers` circumvention practices, but at the same time I understand the position of the business groups that regularisation of all employees would end up killing companies and reducing employment opportunities.

Therefore, it is important to have a clear distinction between legal and illegal forms of storytelling. When it comes to regularization, costs are really manageable and returns are more profitable in the long run. With proper planning and management, there are several ways for businesses to minimize the costs associated with regularization. But I strongly suspect that another big draw of the contraction of labor for companies, at least at the level of management and operations, is the ease of replacing people who do not make the cut, who have hiring problems or who clearly disrupt the organization. A six-month probationary period may be too short to meet a person`s suitability for employment – both technically and behaviourally. From an economic point of view, the regulatory environment has become so protective of regular workers that companies are cornered. Companies complain that, for most years, they are held hostage by the long and long process of seriously removing crazy employees once they enjoy regular status. .