The review should not start in month six
Probationary employment in the Philippines generally cannot exceed six months from the start of work, subject to the law’s exceptions. The contract label alone does not decide status.
An employee allowed to work after the probationary period is generally considered regular. Do not assume a late evaluation or a new form resets the clock.
Make reasonable standards known at engagement
The Labor Code allows termination for just cause or failure to meet reasonable regularization standards made known at engagement. Explain the standards in concrete job terms and keep a record.
For a cashier, that could include properly handling transactions and following approved procedures. Avoid vague criteria such as “good attitude” without explaining what work behaviour will be assessed.
Give feedback early enough to be useful
Set review dates at the start. Record examples, explain gaps and give the employee a meaningful chance to improve where appropriate. Ask managers to distinguish training needs from evidence of not meeting a standard.
A fair process should not surprise the employee with expectations they never received. Review any proposed non-regularization and the applicable notice requirements with a qualified adviser.
Keep the next decision visible
Track the start date, review milestones, evaluator and decision owner. Keep the standards and evaluation together. Confirm the outcome before the deadline and communicate it clearly.
OLi HR’s employee records and approval processes can help keep the information organized. Software reminders support the process; they do not change legal status or justify dismissal. See the due-process guide for why different termination grounds require different treatment.
Sources and scope
Checked. 5 October 2026. Labor Code probationary employment. Examples are illustrative. Coverage, exceptions and more favorable terms matter. For a specific legal or tax issue, obtain advice based on the facts.
Quick answers
Can an employer extend probation simply by agreement?+
Do not assume so. The general statutory limit and any lawful exception need review.
When should regularization standards be communicated?+
At engagement, in reasonable and understandable terms.
Original practical guidance prepared for OLi with AI assistance. It focuses on workflow and product evaluation. It does not replace your organization’s policies or professional advice.
