Short answer. No. Dismissing a woman because she is pregnant, or while she is on leave or in confinement because of her pregnancy, is unlawful. That prohibition is still live in the Labor Code, though the maternity benefit it protects is now governed by Republic Act No. 11210.
What the law says
To discharge such woman on account of her pregnancy, or while on leave or in confinement due to her pregnancy
Labor Code, Article 137 — Prohibited Acts Against Women. Read the full provision →
The prohibition itself
Article 137 of the Labor Code makes it unlawful for any employer To discharge such woman on account of her pregnancy, or while on leave or in confinement due to her pregnancy. The same article also forbids denying a woman the benefits the law gives her, and forbids discharging her in order to stop her from enjoying them. These prohibitions remain in force. What has changed is the benefit sitting behind them: Republic Act No. 11210 (2019) replaced the maternity leave the old Labor Code chapter provided, changing both its length and how it is availed of. So read the prohibition as live law, and read the leave it protects as governed by that Act.
Pregnancy is not a cause for dismissal
Philippine law does not treat pregnancy as a ground for ending employment. An employer may still dismiss a pregnant employee for a lawful cause that has nothing to do with the pregnancy, and may still close down or reduce a workforce for the reasons the law recognises, but the cause has to be real and it has to be proved. Where the timing and the reason point at the pregnancy, the dismissal is the thing the article forbids. Dressing it up as poor performance, a sudden reorganisation, or a probationary period that quietly ends the week the pregnancy was announced does not change what it is.
Pressure to resign counts too
The commonest version of this is not a dismissal letter. It is being told there is no longer work, being taken off the schedule until there are no hours left, or being handed a resignation letter to sign. A resignation that was not genuinely voluntary is not a resignation. If you are asked to resign, you are not obliged to sign anything on the spot, and you can ask for the reason in writing. Keep messages, schedules and payslips. The benefit side of the picture, including the length of leave and the qualifying conditions, is set by Republic Act No. 11210 rather than by the old chapter of the Code.
If it has already happened
Gather the dates: when you told the employer, when the treatment changed, when the last day of work was, and what reason was given. Keep the employment contract, payslips, chat messages and any notice. A claim of this kind turns on the sequence and on what can be proved, so the record matters more than how strongly the unfairness is felt. Time limits apply to labour claims, so do not sit on it. This page is general legal information rather than advice on your situation, and no page can promise a result; if you want your own facts assessed, you may book a consultation with the firm.