Under Philippine laws, a child below 15 maybe employed by parents or guardians in a non-hazardous job if the employment does not interfere with the child's schooling.

Every employee shall be assured security of tenure. No employee can be dismissed from work except for a just or authorized cause, and only after due process.

Just Cause refers to any wrongdoing committed by an employee including: 1.) serious misconduct; 2.) willful disobedience of employers' lawful orders connected with work; 3.) gross and habitual neglect of duty; 4.) fraud or willful breach of trust; 5.) commission of crime or offense against the employer; employer's family member/s or representative; and 6.) other analogous cases.

Authorized Cause refers to an economic circumstance not due to the employee's fault, including: 1.) the introduction of labor-saving devices; 2.) redundancy; 3.) retrenchment to prevent losses; and 4.) closure or cessation of business.

Due Process in cases of just cause involves: 1.) notice to employee of intent to dismiss and grounds for dismissal; 2.) opportunity for employee to explain his or her side; 3.) notice of decision to dismiss. In authorized causes, due process means written notice of dismissal to the employee specifying the grounds, at least 30 days before the date of termination.

The inability of a probationary employee to meet the employer's prescribed standards of performance made known to him or her at the time of hiring is also a just cause for dismissal.

(Source: www.dole.gov.ph)