Evidence Required in Labor Cases

In evaluating evidence available in a dismissal case, must the guilt of an employee be proved beyond reason-able doubt just like in criminal cases?

The answer is no.

Proceeding in labor is administrative in nature. All administrative determinations require only substantial proof and not clear and convincing evidence. (Segismundo vs. NLRC, G.R. No. 112203, December 13, 1994; Consolidated Food Corporation vs. NLRC, G.R. No. 118647, September 23, 1999; Manalo vs. Roldan Confesor, 215 SCRA 808.)

Substantial evidence is that amount of evidence which a reasonable mind might accept as adequate to justify a conclusion.

It is more than a mere scintilla; it is of a more substantial and relevant consequence and excludes vague, uncertain and irrelevant matter, implying a quality of proof which induces conviction and makes an

impression on reason.

In short, the quantum of evidence required in labor cases is less than that in criminal cases. As to level of difficulty, it is easier to prove a case in labor than in criminal court.

The value of understanding this concept from the perspective of the management or employer is to know what to prepare in case of labor dispute. Knowing the evidence to be presented to prove a position and the weight of such evidence will provide valuable insight in the preparation.

Learn how to Validly Terminate Employee in the Philippines with this Tutorial Video of Atty. Elvin

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