Flexible work hours and freelance gigs are the new norm in the Philippines. We love this type of work as it allows us to choose our own hours and work as hard or as little as we like. As the holidays approach, there are tons of part time work opportunities to take advantage of.
If you’re keen on flexible jobs and are curious as to how to get in on the business, we’ve prepared this handy guide to flexi-working for you.
What is temporary work?
Temporary work means that you are not employed on a permanent basis by anyone. You have the freedom and flexibility to decide when you want to work and for how long. Some contracts will be full-time but for a specified period of time, while others might be part-time hours over an extended timeframe.
Monster has a vast range of different temporary assignments on offer and they can range from a couple of days, a six months, or three-year contracts.
What skills do I need?
Whatever sector you work in, it is important to keep your skills up to date, as many employers will use temporary staff to bring specific skills into the company. For example, the Philippines is seeing a rise in the demand for graphic artists and IT experts, so you might want to work on your skills in those fields if you want to go freelance.
How will my career develop?
There are companies that offer contract employment initially, and when work demands it or if the boss likes you, there’s a possibility that they will absorb you.
If you want to land a full time gig or get recommended, work well with the staff and produce stand out work. Instead of just providing a service (i.e. delivering or designing) offer insight to the team, come up with your own ideas, and show initiative.
What benefits am I entitled to?
The Labor Code in the Philippines clearly states that if you are employed for less than six months, you are not entitled to many benefits and additional job security. If you are employed beyond six months, you become a “regular” employee, complete with any benefits, bonuses and other perks:
“Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. An employee who is allowed to work after a probationary period shall be considered a regular employee.”
Although many industries hire contract workers in a structured, supported and legal manner, the government has vowed to crack down on companies engaged in ‘Endo’ – end of contract – practice, where workers are hired only for five months in an attempt to circumvent labor laws.
Want more career advice like this? Visit our Career Centre.
