Executive summary

Yes. Under the Labor Code, an employee may resign without completing the 30-day notice if there is a just cause. Serious health reasons can qualify as a just cause, allowing resignation to take effect immediately (or on a shorter notice) once properly communicated and supported by good-faith medical proof. Employers may implement clearance procedures, but they cannot force the employee to continue working despite a justified, health-based resignation.

Legal bases at a glance

Termination by employee (resignation) The Labor Code allows an employee to resign by giving the employer written notice at least 30 days in advance, unless the resignation is for a just cause. The Code lists several just causes (serious insult by the employer, inhuman treatment, commission of a crime against the employee, and other causes analogous to these). “Health reasons” fall under analogous causes when substantiated.
Employer-initiated termination due to disease Separately, the Labor Code allows the employer to terminate employment if an employee is suffering from a disease and continued employment is prohibited by law or prejudicial to health, and a competent public health authority certifies the disease is incurable within six (6) months even with proper treatment. This route requires at least 30 days’ notice from the employer and separation pay (at least one month pay or one-half month pay per year of service, whichever is higher). This is different from employee-initiated resignation for health.
DOLE administrative guidance DOLE has issued advisories that, in practice, guide employers to release final pay within 30 days from separation and to issue a Certificate of Employment (COE) upon request (commonly within 3 days). Company policies may add process details (e.g., clearance), but cannot override statutory rights.

Put simply: if you resign for bona fide health reasons (employee-initiated), you may cut the notice period short; if the employer ends employment due to disease (employer-initiated), they must meet stricter proof, notice, and separation-pay rules.

When do “health reasons” justify immediate resignation?

Health reasons justify a shorter—or immediate—effectivity when:

Continuing to work would materially endanger your health (e.g., a condition aggravated by job duties, exposure, schedules, or stressors), and
You notify the employer in writing, state the health grounds, and
You provide good-faith medical documentation (e.g., medical certificate, clinical abstract, prescription/diagnostic results) that reasonably supports your claim.

Courts look for good faith and reasonable proof. The standard is not perfection; it’s whether a reasonable employer, acting fairly, would accept that continuing work is unsafe or medically inadvisable.

Practical checklist for employees

Draft a written resignation stating:
- That you are resigning for health reasons constituting just cause under the Labor Code (analogous causes),
- Requested effectivity (e.g., immediate or a shorter period),
- Offer to assist in a limited handover consistent with your health limits.
Attach medical proof:
- Physician’s note or medical certificate stating the diagnosis (or at least functional limitations if you prefer privacy), recommended restrictions, and why continued work is inadvisable.
- If the condition is sensitive, you may ask your doctor to phrase it in terms of limitations (“not fit for night shift / prolonged screen time / exposure to X / high-stress tasks for at least N months”) rather than a full diagnosis.
Submit to HR properly:
- Send by email and/or hard copy, keep acknowledgment (email trail, receiving copy).
- Offer clearance cooperation and return of company property.
Handover (as health allows):
- Provide passwords, status notes, file locations, and key contacts. Clarify any temporary unavailability due to treatment.
Request:
- Certificate of Employment,
- Final pay (including earned wages, pro-rated 13th month, monetized leave if company policy/CBA allows, and any other payable benefits),
- Tax/SSS/PhilHealth/Pag-IBIG documents when applicable.

What employers may (and may not) do

✅ Acknowledge the resignation and confirm the effectivity date indicated (immediate/shorter notice) when health reasons are valid.
✅ Require clearance and the return of company property (laptop, badge, etc.).
✅ Reasonably verify the claim (ask for a medical certificate or clarification), while respecting privacy.
❌ Refuse to accept a health-based resignation solely because “30 days is mandatory.” The 30-day notice does not apply when just cause exists.
❌ Compel continued work against medical advice.
❌ Withhold final pay/COE merely to pressure continued service (beyond standard clearance for unreturned property or documented accountabilities).

Pay and benefits on health-based resignation

Separation pay: Not legally required when you resign (employee-initiated), unless granted by company policy, CBA, or contract.
Final pay: Earned wages, pro-rated 13th-month pay, converted unused leave if your employer’s policy/CBA allows, and any other accrued benefits.
HMO coverage: Often ends on the last day of employment unless your plan has a run-off/grace period. Ask HR for details and COB (continuation) options, if any.
Government benefits: Your SSS, PhilHealth, Pag-IBIG records continue with future employers or as a voluntary member; resignation doesn’t erase contributions.
Tax: Request your BIR Form 2316 from the employer at year-end or upon separation, per practice, for your records.

Documentation tips that strengthen “just cause”

Specificity helps: “My physician advised I stop night shifts for at least 8–12 weeks due to [limitation]. My role requires rotating nights; continuing is medically contraindicated.”
Timeliness: Submit the resignation as soon as practicable after learning of the restriction.
Consistency: Sick leaves, prior HR disclosures, or accommodation requests aligning with the medical limitation bolster credibility.
Confidentiality: You may redact sensitive details; what matters is the functional limitation and the medical advice.

Common edge cases

Employer disputes the medical basis Provide the certificate. If the employer insists on a fitness-to-work assessment, that must be reasonable and prompt. Delays cannot be used to force continued work where a credible medical basis exists.
Constructive dismissal claims If the employer rejects a medically justified resignation and penalizes you for not serving 30 days (e.g., AWOL tag despite timely notice and medical proof), legal remedies may be available. Keep your paper trail.
Probationary, fixed-term, project-based employees The just-cause framework applies to all employees. A valid health-based resignation can still take immediate effect.
Alternatives to resignation If you wish to stay employed, consider reasonable accommodation: temporary reassignment, modified schedules, leave without pay, or sick leave. If these cannot remove the medical risk, resignation (employee-initiated) or employer-initiated termination due to disease (with separation pay) may follow.

Process map (employee-initiated, health-based)

Medical advice obtained →
Written resignation citing health-based just cause (+ requested effectivity) →
Attach medical proof (diagnosis or limitations) →
Submit & keep proof of receipt →
Limited handover & clearance →
Employer releases COE and final pay within standard administrative timelines.

Sample: Immediate Resignation Letter (Health Reasons)

Date Employer/HR Name Company Address

Re: Immediate Resignation for Health Reasons (Just Cause)

Dear [HR/Manager],

I hereby tender my resignation effective immediately on [date] due to health reasons constituting just cause under the Labor Code (analogous causes). My physician has advised that I should not continue performing my current duties because [brief limitation, e.g., exposure to X / night shifts / prolonged screen time].

I am attaching a medical certificate to support this. Given my condition, I can assist with a limited handover by [proposed date/means], consistent with my doctor’s restrictions.

Please process my final pay and issue my Certificate of Employment. I will return all company property and complete clearance promptly.

Thank you for your understanding.

Sincerely, [Your Name] [Position] [Contact details]

FAQs

1) Do I need to disclose my exact diagnosis? No. You may submit a medical certificate that focuses on fitness to work/limitations rather than naming a condition.

2) Can the company deny my resignation? They can question insufficient documentation, but they cannot compel you to render a full 30 days if just cause exists and is properly supported.

3) Will I get separation pay? Not for employee-initiated resignation (unless provided by policy/CBA/contract). Separation pay applies to employer-initiated termination due to disease meeting statutory requirements.

4) What if I submitted no medical proof? You’re still free to resign, but without proof you revert to the ordinary 30-day notice rule—and disputes become more likely.

5) What about unused leaves and 13th month? 13th month is pro-rated and due. Leave conversion depends on company policy/CBA/contract.

Key takeaways

Immediate resignation for health reasons is valid in the Philippines when supported by good-faith medical documentation and properly communicated in writing.
The 30-day notice is waivable when just cause (including credible health grounds) exists.
Separation pay is not mandated for employee-initiated resignation, but final pay and a COE must be released in line with DOLE timelines and company procedures.
Maintain a clear paper trail and prioritize your health and safety—the law allows you to do so.

This article provides general legal information, not legal advice for a specific case. For tailored guidance, consult a Philippine labor lawyer or DOLE.