Workers in the Philippines cannot be terminated unless just or authorized causes exist and notice is given prior to the dismissal. Among the legal causes for termination of employment under the Labor Code is the disease of the employee. However, there are gaps in the law with respect to the due process requirements that must be observed by employers to validly dismiss employees on account of their disease. Substantively, there is no definition in the law for a “competent public health authority” for the purpose of obtaining the essential certification concerning the incurability of the disease. Procedurally, while the Court has consistently applied the twin notice rule in terminations due to disease, Department of Labor and Employment Department Order No. 147-15, amending the Implementing Rules of the Labor Code, dispenses with such obligation and merely requires employers to serve a written notice indicating the grounds for termination to the employee and the DOLE Regional Office at least 30 days before the effectivity of the dismissal. This Note argues: (1) that “competent public health authority” must be defined as a competent medical practitioner, whether employed by the government or engaged in private practice, who has satisfactorily passed the mandatory medical licensure examination, is duly registered with the medical board, and is certified as a Diplomate or Fellow by the relevant specialty society related to the disease for which the dismissal of an employee is sought; and (2) that the twin notice rule applies in terminations of employment due to disease and thus, Section 5.3 of D.O. No. 147-15, insofar as it dispenses with the twin notice requirement, is unconstitutionaland hence null and void. Resolving these due process issues will further balance the interests of both labor and management in case of severance of the employment relationship.