The Employee Rejection Letter is a crucial business document used in the Philippine employment context when an organization needs to formally communicate its decision not to proceed with a job applicant's candidacy. This document must be drafted in compliance with Philippine labor laws, including the Labor Code, various anti-discrimination legislation, and the Data Privacy Act of 2012. The letter typically includes appreciation for the candidate's interest, a clear communication of the decision, and may include constructive feedback or encouragement to apply for future positions when appropriate. It serves multiple purposes: providing closure to candidates, maintaining professional relationships, protecting the company legally, and documenting the hiring process. The document is particularly important in the Philippine context where maintaining professional relationships and showing respect in business communications is highly valued.
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1. Company Letterhead: Official company header including company name, address, and contact information
2. Date: Current date when the letter is issued
3. Recipient Details: Applicant's name and contact information
4. Salutation: Professional greeting addressing the candidate by name
5. Appreciation Statement: Thank the candidate for their interest in the company and time spent during the application process
6. Decision Communication: Clear but polite statement indicating that the candidate was not selected for the position
7. Professional Closing: Courteous closing statement and well-wishes for their future endeavors
8. Signature Block: Sender's name, title, and company information
1. Specific Feedback: Brief, constructive feedback about the candidate's qualifications or interview performance, used when appropriate and when it won't create legal exposure
2. Future Opportunities: Statement encouraging the candidate to apply for future positions, used when the candidate made a positive impression
3. Position Filled Notice: Information about the conclusion of the hiring process, used when appropriate to provide closure
4. Reference to Interview: Specific mention of the interview date and appreciation, used when the candidate reached the interview stage
5. Reason for Decision: General, non-discriminatory explanation for the decision, used when appropriate and when it won't create legal exposure
1. Application Reference: Optional attachment showing the position and reference number applied for
2. Privacy Notice: Optional attachment regarding the handling and retention of the applicant's personal data in compliance with the Data Privacy Act
Authors
Relevant legal definitions
Clauses
Relevant Industries
Technology
Manufacturing
Healthcare
Financial Services
Retail
Education
Professional Services
Construction
Hospitality
Transportation
Agriculture
Mining
Real Estate
Telecommunications
Energy
Media and Entertainment
Relevant Teams
Human Resources
Recruitment
Talent Acquisition
People Operations
Administrative Services
Legal
Compliance
Employee Relations
Talent Management
Relevant Roles
HR Manager
Recruitment Specialist
Hiring Manager
Department Director
HR Director
Talent Acquisition Manager
HR Business Partner
HR Coordinator
Recruitment Coordinator
Chief Human Resources Officer
HR Administrator
Office Manager
Executive Assistant
HR Operations Manager
Talent Management Specialist
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