Free Release, Waiver, and Quitclaim Template — Philippines
Settle a dispute, close out an employment relationship, or release another party from any further claim with a Release, Waiver, and Quitclaim drafted under Philippine law. Compliant with Articles 2028 to 2046 of the Civil Code of the Philippines (Republic Act No. 386) on compromise and Article 6 on waiver, plus the Labor Code rules on employment quitclaims established in Periquet v. NLRC and Talam v. NLRC. Specify the consideration, define the claims released, sign before a Notary Public, and download a professional PDF in minutes.
Metro Manila) S.S.
CITY/MUNICIPALITY OF Taguig City)
I, Juan Carlos dela Cruz, 38 years of age, married, Filipino, with residence at Unit 1205 The Trion Tower, McKinley Hill, Taguig 1634 (the "Releasor"), in favor of Bayan Industries, Inc., of 12F Net Park Building, 5th Avenue, BGC, Taguig 1634 (the "Releasee"), do hereby RELEASE, WAIVE, AND QUITCLAIM the Releasee under the following terms and conditions:
BEFORE ME, a Notary Public for and in Taguig City, Metro Manila, on this April 25, 2026, personally appeared Juan Carlos dela Cruz with PhilSys No. 0000-1234-5678-9012 and Bayan Industries, Inc. with SEC No. CS201234567, both known to me to be the same persons who executed the foregoing Release, Waiver, and Quitclaim, and they acknowledged to me that the same is their free and voluntary act and deed, in accordance with the 2004 Rules on Notarial Practice (A.M. No. 02-8-13-SC).
Notarial Commission No. 23-NCR-2025; valid until December 31, 2026; Roll of Attorneys No. 65432; IBP Lifetime Member No. 12345; PTR No. 9876543, January 3, 2026, Taguig City; MCLE Compliance No. VII-1234567
Doc. No. 125;
Page No. 27;
Book No. IV;
Series of 2026.
What is a Release, Waiver, and Quitclaim under Philippine law?
A Release, Waiver, and Quitclaim is the standard Philippine instrument by which one party (the releasor) — typically in exchange for a sum of money or other valuable consideration — releases the other party (the released party) from any and all past, present, and future claims, demands, actions, causes of action, and liabilities arising from a defined factual matter. In the Philippines, it is the common closing document for civil litigation settlements, employment terminations, insurance claims, vehicular accidents, construction disputes, demolition compensations, and personal injury matters. Its legal foundation is the contract of compromise under Articles 2028 to 2046 of the Civil Code of the Philippines (Republic Act No. 386) — a contract whereby the parties, by making reciprocal concessions, avoid litigation already commenced or put an end to one already begun (Article 2028).
The Release, Waiver, and Quitclaim has both a substantive and a procedural function in the Philippines. Substantively, it extinguishes the obligations covered by its terms — Article 2037 expressly provides that a compromise has, with respect to the parties, the effect of res judicata: it has "the same authority as a judgment" and bars further litigation on the matters compromised. Procedurally, when filed in court or before the Department of Labor and Employment (DOLE), the National Labor Relations Commission (NLRC), the Insurance Commission, or any quasi-judicial body, the document supports a motion to dismiss or a joint motion for approval of compromise, ending the proceedings in a final, executory order. Properly drafted, signed, and notarized in the Philippines, the Quitclaim is essentially impervious to attack except on the limited grounds enumerated in Article 2038 (mistake, fraud, violence, intimidation, undue influence, falsity of documents).
In employment matters in the Philippines, the Quitclaim deserves particular attention. The Supreme Court of the Philippines has developed an extensive jurisprudence on when an employee's quitclaim is valid and binding. The leading case, Periquet v. NLRC (G.R. No. 91298, 22 June 1990), established the four conditions: (1) the quitclaim was voluntarily executed; (2) it was supported by reasonable consideration; (3) the employee fully understood its terms; (4) there was no fraud, deceit, intimidation, or other vitiating circumstance. Where these conditions are met, the quitclaim binds the employee and bars subsequent labor claims. Where they are not met — for example, where consideration is unconscionably low, where the employee signed under economic duress, where the employee did not understand the import of the document — the quitclaim is invalid (Talam v. NLRC, G.R. No. 175040; More Maritime Agencies v. NLRC, G.R. No. 124927). Quitclaims can never validly waive minimum mandatory benefits under the Labor Code of the Philippines (Presidential Decree 442) such as 13th-month pay, holiday pay, statutory minimum wage, or SSS/PhilHealth/Pag-IBIG contributions.
What this Philippine quitclaim covers
The Doxuno Release, Waiver, and Quitclaim generator produces a complete instrument compliant with Articles 2028-2046 of the Civil Code of the Philippines and the established jurisprudence on employment quitclaims.
Identification of releasor and released party
Full names, civil status, citizenship, TIN, and Philippine residence addresses
Recitals — factual matter compromised
Concise narrative of the dispute, accident, employment, or transaction being settled
Consideration (settlement amount)
Sum in Philippine Pesos (PHP) and method of payment — essential for validity
Express release of all claims
Past, present, future claims, actions, and demands arising from the matter
Specific claims and exclusions
Itemized claims released and any expressly reserved rights
No-admission-of-liability clause
Standard Philippine settlement language preserving the released party's position
Confidentiality clause (optional)
Non-disclosure of settlement terms — common in Philippine commercial settlements
Non-disparagement (optional)
Mutual undertaking not to make defamatory statements
Voluntary, informed execution declaration
Required by Periquet v. NLRC for employment quitclaims in the Philippines
Witnesses and notarial acknowledgment
Two witnesses + Notary Public per the 2004 Rules on Notarial Practice
Governing law and venue
Laws of the Philippines and competent court (RTC, NLRC, DOLE, or arbitration)
Effect of compromise — res judicata
Article 2037 — same authority as a judgment binding on the parties
How to create your Philippine Release, Waiver, and Quitclaim
No legal experience required. The Doxuno generator walks you through every section needed for a Philippine quitclaim and produces a professional PDF ready for the parties to sign and notarize.
- 1
Identify the releasor and the released party
Provide the full legal name, age, civil status, citizenship, Tax Identification Number (TIN), and current Philippine residence address of the party making the release (releasor) and the party being released (released party / releasee). For corporate parties — common when the released party is a Philippine company in an employment, supplier, or consumer settlement — indicate the corporate name, SEC registration number, principal office, and authorized representative under a board resolution. Identification of related entities (parent companies, subsidiaries, officers, directors, employees, agents) being released is critical: Philippine courts read quitclaims literally and any party not named as released remains exposed to claims.
- 2
Describe the factual matter compromised in the recitals
Set out a concise but specific narrative of the underlying matter being settled: the date and circumstances of the vehicular accident, the dates of the employment relationship, the contract being terminated, the dispute being resolved. Recitals (often labeled "Whereas" clauses) define the scope of the release — Philippine courts construe ambiguities in scope against the drafter. The releasor should clearly understand what is being given up; vague recitals expose the document to attack on grounds of mistake under Article 2038 of the Civil Code of the Philippines. For employment quitclaims, recite the period of employment, the cause of separation, and the unpaid amounts being settled (final pay, separation pay, 13th-month pay, etc.).
- 3
State the consideration — adequate and clear
Specify the amount of consideration in Philippine Pesos (PHP), the method of payment (cash, manager's check, bank transfer to a Philippine bank account), and the timing (paid simultaneously with execution, or within a defined period after execution). Adequate consideration is the second prong of the Periquet v. NLRC test (G.R. No. 91298) for employment quitclaims and is essential for any compromise under Article 2028 — by definition, "reciprocal concessions." Unconscionably low consideration is the most common ground on which Philippine courts and the National Labor Relations Commission (NLRC) invalidate quitclaims (Talam v. NLRC G.R. 175040; More Maritime v. NLRC G.R. 124927). For employment cases, ensure all final-pay components are itemized and that mandatory benefits (13th-month, SSS, PhilHealth, Pag-IBIG, holiday pay) are paid in full and listed separately.
- 4
Define the release with precision and reservations
Use clear release language: "The Releasor hereby fully and forever releases, waives, and discharges the Released Party from any and all claims, demands, actions, causes of action, suits, debts, sums of money, accounts, contracts, controversies, agreements, judgments, and damages of every kind and nature, whether known or unknown, arising from or related to [the matter described in the recitals]." If certain claims are reserved (rare but sometimes negotiated), expressly identify them. Add a no-admission clause: "This settlement is not an admission of liability by the Released Party and is entered into solely to avoid the cost and uncertainty of litigation." For employment quitclaims, include a voluntariness declaration: "The Releasor declares that this Quitclaim is executed voluntarily, after full understanding of its terms, supported by reasonable consideration, and free from any fraud, deceit, intimidation, undue influence, or vitiated consent."
- 5
Sign before two witnesses and notarize
Both parties (or their authorized representatives) sign in the presence of two attesting witnesses. Acknowledge the document before a Notary Public commissioned in the Philippines under the 2004 Rules on Notarial Practice (A.M. No. 02-8-13-SC) — the parties appear personally with valid government-issued ID, sign in the notary's presence, and the notary records the act in the notarial register. Notarization is critical: under Article 1358 of the Civil Code of the Philippines, certain compromises must be in a public document; in any event, notarization gives the quitclaim strong evidentiary weight as a public document admissible without further proof of execution. For employment quitclaims, the practice is for the document to be signed at the DOLE or NLRC office, in the presence of a labor arbiter or DOLE officer, who attests that the employee understood the document.
Legal considerations under Philippine compromise law
A Philippine Release, Waiver, and Quitclaim is a powerful instrument but is not absolute. Review the points below before signing — particularly when the releasor is an employee, a victim of personal injury, or a party with limited bargaining power.
This template is provided for informational purposes only and does not constitute legal advice. For settlements involving substantial sums, employment terminations, personal injury, insurance claims, or any matter where the consideration may later be challenged as inadequate, please consult a Philippine lawyer admitted to the Integrated Bar of the Philippines (IBP).
Reviewed by legal professionals. The clauses, statutory references, and case-law citations in this Philippine Release, Waiver, and Quitclaim template have been reviewed against Articles 2028-2046 of the Civil Code, Article 6 of the Civil Code, the Labor Code of the Philippines, and Supreme Court jurisprudence on the Periquet conditions for employment quitclaims.
Compromise under Articles 2028-2046 of the Civil Code
A compromise is, under Article 2028 of the Civil Code of the Philippines, "a contract whereby the parties, by making reciprocal concessions, avoid a litigation or put an end to one already commenced." Article 2029 emphasizes the favored status of compromises in Philippine law: "The court shall endeavor to persuade the litigants in a civil case to agree upon some fair compromise." Article 2030 disfavors litigation and encourages settlement on rights freely disposable. Article 2035 invalidates compromises on the civil status of persons, the validity of marriage or legal separation, future support, jurisdiction of courts, and future legitime — these matters cannot be the subject of compromise in the Philippines. Article 2037 gives compromises the effect of res judicata, while Article 2038 enumerates the grounds for annulment: mistake, fraud, violence, intimidation, undue influence, or falsity of documents — narrow grounds, applied strictly by Philippine courts. A compromise is perfected upon the meeting of minds of the parties (Article 1305) and may be approved by court order, in which case it becomes a judgment by compromise enforceable through writ of execution under Rule 39 of the Rules of Court.
Article 6 — limits on waiver of rights
Article 6 of the Civil Code of the Philippines provides: "Rights may be waived, unless the waiver is contrary to law, public order, public policy, morals, or good customs, or prejudicial to a third person with a right recognized by law." This provision is the conceptual foundation of the Philippine quitclaim and at the same time its outer limit. Personal rights freely disposable by the holder may be waived; rights conferred by mandatory law for the protection of public interest may not. Examples of non-waivable rights in the Philippines: minimum wage and overtime pay under the Labor Code (Presidential Decree 442); SSS, PhilHealth, and Pag-IBIG contributions; future support to children (Article 2035); the right to be heard in court (due process); rights against torture and inhuman treatment. A quitclaim purporting to waive non-waivable rights is void as to those rights even if the rest of the quitclaim is otherwise valid (Article 1422 — partial nullity).
Employment quitclaims and the Periquet doctrine
Employment quitclaims have generated more Philippine Supreme Court jurisprudence than any other form of release. The leading case Periquet v. NLRC (G.R. No. 91298, 22 June 1990) sets the four-pronged validity test: (1) voluntary execution by the employee; (2) reasonable consideration; (3) full understanding of the terms; (4) absence of fraud, deceit, intimidation, undue influence, or vitiating circumstances. Where these are present, the quitclaim binds the employee and bars subsequent claims before the National Labor Relations Commission (NLRC), the Department of Labor and Employment (DOLE), or any Philippine court. Where they are absent, the quitclaim is void and does not preclude the employee from pursuing his statutory rights. Talam v. NLRC (G.R. No. 175040) reaffirmed that quitclaims supported by unconscionably low consideration are void. More Maritime Agencies v. NLRC (G.R. No. 124927) and Goodrich Manufacturing v. Ativo (G.R. No. 188002) clarified that even properly drafted quitclaims cannot waive earned but unpaid statutory benefits — wages already due, 13th-month pay, holiday pay, SSS contributions remain collectible despite the quitclaim. In the Philippines, an employment quitclaim is best executed in the presence of a labor arbiter at the NLRC or a DOLE officer, with itemized payments and full disclosure.
Notarization, evidentiary weight, and enforcement
A Philippine quitclaim is valid between the parties without notarization, but notarization under the 2004 Rules on Notarial Practice (A.M. No. 02-8-13-SC) confers important advantages. As a public document under Article 1358 of the Civil Code and Section 19 of Rule 132 of the Rules of Court, the notarized quitclaim is admissible before Philippine courts without further proof of execution and carries the presumption of due execution and authenticity (Section 23, Rule 132). Attempts to invalidate a notarized quitclaim require clear and convincing evidence — the rebuttable presumption of due execution is heavy. Notarization is also typically required by Philippine government offices, the Bureau of Internal Revenue (BIR) for tax-clearance settlements, the Insurance Commission for insurance settlements, and the DOLE/NLRC for filing in the case record. For enforcement, a court-approved compromise becomes a judgment by compromise under Article 2037 enforceable through writ of execution under Rule 39 of the Rules of Court; an out-of-court compromise is enforceable as an ordinary contract under Article 1306 with venue per Rule 4 of the Rules of Court before the Metropolitan/Municipal Trial Court (claims up to PHP 2,000,000 under RA 11576) or the Regional Trial Court of the Philippines.
Frequently Asked Questions
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