Regularization

How it works

One extra day of work after the cap, without a prior lawful end, and they are regular. Issue a letter anyway so the file is clean. Regular status brings security of tenure. Performance exits after that follow just cause and twin-notice, not a shrug. For a U.S. company hiring one Filipino teammate, write this into the brief, the employment contract, and the peso payroll file before the start date. Slack habits do not override the Labor Code, BIR, or NPC. If the local employer of record holds the paper, they run the statutory step; you still owe a clean operating definition so the seat does not fail in week three. Put a number on the example when you budget loaded cost, because a nameless allowance always returns as a December surprise or a missed SLA.

Example: started 1 February, still working 2 August with no letter: regular on 2 August whether you typed it or not.

How it differs

Casual, project, and seasonal statuses are different categories, not loopholes for the same ongoing seat.

Common errors

A ‘regularization review’ in month eight as if you still had a choice.

In practice

Treat Regularization as a week-one operating object. Ask who signs the notice, who remits, and who would answer DOLE. If three vendors each point at the other, you have a story rather than a file. Write an owner - founder, local employer, or worker - and a date you will look at it again: first cutoff, first holiday, or first miss. If nobody can show a contract clause, a payslip line, a calendar block, or a checklist box, you do not have regularization yet. You have a conversation. Convert the conversation before the person starts, while changing the deal still costs a paragraph rather than a resignation. Re-read the worked example above against the actual hire in front of you. If the numbers in that example cannot be swapped for this seat’s pesos, hours, and start date, the brief is still unfinished.