In the Philippines, termination or forced resignation due to an anxiety disorder is generally not permissible if it constitutes discrimination or violates labor laws protecting employees' rights. Here's an overview of the legal protections and considerations:

Republic Act No. 7277 (Magna Carta for Disabled Persons): This law protects individuals with disabilities, which can include mental health conditions like anxiety disorders. It prohibits discrimination in employment, meaning that employees cannot be terminated solely due to a disability unless they are unable to perform their job even with reasonable accommodations.
Republic Act No. 11036 (Mental Health Act): This law strengthens the protection of individuals with mental health conditions, ensuring that they are not discriminated against in the workplace. Employers are encouraged to implement policies that support the mental well-being of their employees.

2. Legal Grounds for Termination

Under the Labor Code of the Philippines, an employee can only be terminated for just or authorized causes. Just causes include serious misconduct, habitual neglect of duties, or breach of trust, none of which directly relate to an anxiety disorder unless it leads to an inability to perform job responsibilities.
Authorized causes for termination include redundancy, retrenchment, or the closure of business operations. These reasons are unrelated to an employee's mental health status.

3. Reasonable Accommodation

Employers are required to provide reasonable accommodation to employees with disabilities, including those with anxiety disorders. This could involve adjusting work schedules, allowing time off for treatment, or modifying job tasks. Termination should only be considered if an employee is unable to perform their essential job functions even with these accommodations.

4. Constructive Dismissal

If an employer pressures an employee to resign due to their anxiety disorder, it could be considered constructive dismissal. This is when an employee is forced to resign because of unfair treatment, which can be challenged legally. In such cases, the employee may file a complaint with the Department of Labor and Employment (DOLE) or the National Labor Relations Commission (NLRC).

5. Recourse for Employees

Employees who believe they have been wrongfully terminated or forced to resign due to an anxiety disorder can seek legal recourse through DOLE or NLRC. They may be entitled to remedies such as reinstatement, back pay, or damages if the termination is found to be unjust.

Conclusion:

In summary, while employers have the right to manage their workforce, they must do so in compliance with the law. Termination or forced resignation due to an anxiety disorder, without sufficient justification and failure to provide reasonable accommodation, is generally not allowed and could be challenged as unlawful discrimination or constructive dismissal in the Philippines.