How to File a Case Against Your Employer in the Philippines: Full Guide
Filing a case against an employer does not always mean immediately suing the company before the National Labor Relations Commission. In most employment disputes, the practical starting point is the Single Entry Approach, commonly called SEnA.
SEnA gives the worker and employer an opportunity to resolve the dispute through mandatory conciliation-mediation. If no settlement is reached, the matter may be referred or endorsed to the government office with authority to decide it, such as a DOLE Regional Office or an NLRC Regional Arbitration Branch.[3][4]
The correct procedure depends on what happened, the remedy requested, the amount involved, whether employment is continuing, and whether reinstatement is being sought.
Direct Answer
To file a case against your employer in the Philippines:
- Identify the violation and the remedy you want.
- Preserve your employment records and workplace communications.
- Prepare a dated chronology and a preliminary computation.
- File a Request for Assistance under SEnA.
- Attend the conciliation-mediation conferences.
- Review any settlement carefully before signing it.
- If the dispute remains unresolved, obtain the proper referral or endorsement.
- File the formal complaint with the correct DOLE office, NLRC Regional Arbitration Branch, or other competent agency.
- Submit the required position paper and supporting evidence.
- Monitor the decision, appeal period, and enforcement process.
SEnA generally provides a 30-calendar-day conciliation-mediation period. Under the current rules, the period begins from the initial conference at which both parties appear. A limited extension may be permitted by mutual agreement when settlement remains possible.[3][4]
Key Takeaways
- Most employer-employee disputes should begin with a SEnA Request for Assistance rather than an immediate formal complaint.
- DOLE and the NLRC perform different functions. The correct route depends on the issue and requested remedy.
- Illegal dismissal, unfair labor practice, employment-related damages, and many substantial monetary claims normally fall within Labor Arbiter jurisdiction.
- DOLE may investigate labor standards violations and decide certain simple money claims not exceeding ₱5,000 when reinstatement is not requested.
- In an illegal dismissal case, the employee must first establish that a dismissal occurred. The employer must then prove a lawful cause and applicable procedural compliance.
- Ordinary money claims generally prescribe after three years. Illegal dismissal actions generally prescribe after four years.
- A settlement or quitclaim should not be signed without understanding the amount, payment date, claims covered, and consequences of default.
Table of Contents
- Understanding your rights
- Types of cases you can file
- DOLE, SEnA, or NLRC
- Legal basis
- Step-by-step filing process
- Filing a formal NLRC complaint
- Evidence and documentation
- Deadlines and prescription
- Costs and legal assistance
- What happens during the process
- Common mistakes
- What to do next
- Frequently asked questions
Understanding Your Rights as an Employee in the Philippines
Article XIII, Section 3 of the 1987 Constitution directs the State to protect labor and recognizes workers’ rights to security of tenure, humane working conditions, a living wage, self-organization, and collective bargaining.[1] The Labor Code implements these protections through rules covering wages, hours of work, benefits, employment status, dismissal, and labor-dispute procedures.[2]
An employee may have a labor dispute when an employer allegedly:
- Terminates employment without a valid cause or proper procedure;
- Stops assigning work or prevents the employee from reporting;
- Fails to pay wages, overtime, holiday pay, or other statutory benefits;
- Makes unauthorized salary deductions;
- Refuses to release earned final pay;
- Uses repeated short-term contracts to avoid regular employment;
- Misclassifies an employee as an independent contractor;
- Retaliates against a worker for asserting a protected right;
- Interferes with lawful union activity; or
- Violates applicable labor standards.
Not every workplace problem should immediately become a formal case. A clear written request to HR, payroll, or management may correct an error and create useful evidence. However, internal discussions should not continue indefinitely while a filing deadline is running.
Types of Cases You Can File Against Your Employer
Illegal dismissal or wrongful termination
An illegal dismissal case may arise when an employee is dismissed without a just or authorized cause, when the employer cannot prove the stated cause, or when the circumstances amount to constructive dismissal. Possible remedies may include reinstatement, backwages, separation pay in appropriate cases, damages, and attorney’s fees when supported by law and evidence.
Non-payment or underpayment of wages
These claims may involve unpaid salary, minimum-wage deficiencies, overtime pay, holiday pay, premium pay, night-shift differential, service incentive leave, thirteenth-month pay, illegal deductions, or unpaid final-pay components.
Contract and employment-status disputes
A worker may question repeated fixed-term contracts, artificial breaks between contracts, improper project or seasonal classification, an excessive probationary period, labor-only contracting, misclassification as a freelancer, or denial of regular-employment status.
Workplace harassment and discrimination
The correct route depends on the conduct, the person responsible, and the law involved. The worker may need to use an internal grievance process, SEnA, the NLRC, DOLE, another administrative agency, or a regular court. Not every harassment or discrimination complaint belongs exclusively to the NLRC.
Unfair labor practice and union disputes
Labor Arbiters have jurisdiction over unfair labor practice cases. Other union matters may fall under the Bureau of Labor Relations, a DOLE Med-Arbiter, the National Conciliation and Mediation Board, or an agreed grievance and voluntary-arbitration mechanism.
Non-remittance of statutory contributions
Complaints concerning SSS, PhilHealth, or Pag-IBIG contributions should ordinarily be reported to the concerned agency. Related wage, deduction, or employment-status issues may require a separate labor-law remedy.
DOLE, SEnA, or NLRC: Where Should You File?
The statement that DOLE handles wage complaints while the NLRC handles dismissal is only a starting point. Actual jurisdiction is more detailed. See the separate guide on NLRC vs DOLE for a deeper comparison.
| Dispute or remedy | Usual initial route | Possible deciding office |
|---|---|---|
| Illegal or constructive dismissal | SEnA | NLRC Labor Arbiter |
| Unfair labor practice | SEnA, subject to applicable rules | NLRC Labor Arbiter |
| Employment-related damages | SEnA | NLRC Labor Arbiter |
| Wage claim with reinstatement | SEnA | NLRC Labor Arbiter |
| Other employment claim exceeding ₱5,000 | SEnA | NLRC Labor Arbiter, subject to statutory exceptions |
| Simple claim of ₱5,000 or less without reinstatement | SEnA | DOLE Regional Director or hearing officer |
| Labor standards inspection or establishment-wide compliance | DOLE inquiry or enforcement route | DOLE Regional Office |
| Contribution claim | Concerned benefit agency | SSS, PhilHealth, or Pag-IBIG |
| Union registration or internal union dispute | Applicable administrative process | BLR or DOLE Med-Arbiter |
| Strike, lockout, or preventive mediation | Applicable NCMB process | NCMB or other competent authority |
The 2025 NLRC Rules give Labor Arbiters original and exclusive jurisdiction over termination disputes, unfair labor practices, employment-related damages, wage-and-hour claims accompanied by reinstatement, and other employer-employee claims exceeding ₱5,000, subject to stated exclusions.[5]
Legal Basis
| Authority | Classification | Rule supported | Effect |
|---|---|---|---|
| 1987 Constitution, Article XIII, Section 3 | Constitutional provision | Protection to labor and security of tenure | Binding constitutional authority |
| Labor Code of the Philippines | Statute | Wages, benefits, dismissal, jurisdiction, and prescription | Binding law |
| Republic Act No. 10396 | Statute | Mandatory conciliation-mediation and endorsement | Binding law |
| DOLE Department Order No. 249-25 | Administrative rule | Current SEnA implementation | Binding procedural rule |
| 2025 NLRC Rules of Procedure | Procedural rule | Complaints, venue, evidence, appeals, and execution | Binding procedural rule |
| Arriola v. Pilipino Star Ngayon, Inc. | Supreme Court jurisprudence | Three-year and four-year prescriptive periods | Controlling jurisprudence |
| Remoticado v. Typical Construction Trading Corp. | Supreme Court jurisprudence | Burden of proving dismissal and its legality | Controlling jurisprudence |
Republic Act No. 10396 generally subjects labor and employment issues to mandatory conciliation-mediation before the office with adjudicatory jurisdiction entertains the endorsed or referred case, subject to legal and regulatory exceptions.[3] Department Order No. 249-25 contains the current implementing rules.[4]
How to File a Case Against Your Employer: Step-by-Step
Step 1: Identify exactly what happened
Do not begin with a broad statement such as “My employer treated me unfairly.” Write down what the employer did or failed to do, when it happened, who made the decision, whether the instruction was verbal or written, whether you remain employed, what amount is unpaid, and what remedy you want.
Step 2: Decide what remedy you are requesting
Possible remedies include payment of unpaid wages or benefits, correction of a payroll computation, reinstatement, backwages, separation pay, release of final pay, issuance of employment records, recognition of employment status, compliance with labor standards, or damages when legally supportable. The remedy requested can affect jurisdiction.
Step 3: Preserve your evidence
Collect your records before access to company accounts, email, or messaging systems is removed:
- Employment contract, appointment letter, and job description;
- Payslips, payroll records, and bank deposits;
- Daily time records and work schedules;
- Overtime and leave instructions;
- Performance evaluations;
- Notices to explain and written explanations;
- Suspension, termination, or resignation documents;
- Final-pay computations;
- Emails, text messages, and chat logs;
- Company policies and memoranda;
- Proof of work performed; and
- Witness names and prior requests sent to HR.
Keep original digital files when possible. Do not crop away dates, sender details, or surrounding context. Never edit or fabricate evidence. See the guide on using text messages and emails as evidence.
Step 4: Prepare an employment chronology
| Date | Event | Supporting record | Why it matters |
|---|---|---|---|
| 5 January | Hired as warehouse assistant | Contract | Establishes employment |
| 12 March | Worked four overtime hours | Chat and time record | Supports overtime claim |
| 30 June | Salary deficiency discovered | Payslip | Shows amount paid |
| 8 July | Written request sent | Shows attempted correction | |
| 15 July | Told not to report | Message | May establish dismissal |
A short, organized chronology is usually more useful than hundreds of unlabelled screenshots.
Step 5: Make a preliminary computation
For a money claim, state the period covered, applicable rate, number of days or hours, amount paid, claimed deficiency, records used, and assumptions requiring verification. Do not inflate the claim. Unsupported amounts can weaken credibility and make settlement harder.
Step 6: File a SEnA Request for Assistance
An aggrieved worker may file a Request for Assistance through the DOLE Assistance for Request Management System or at an appropriate SEnA desk maintained by DOLE, the NCMB, or the NLRC.[4][6]
Your Request for Assistance should clearly state:
- Your full name and contact details;
- The employer’s legal or business name;
- The employer’s address and available contact information;
- Your position and employment dates;
- A short factual description of the dispute;
- The amount or remedy requested;
- Important dates; and
- Available supporting documents.
An RFA is a request for conciliation assistance. It is not yet the same as a fully litigated complaint before a Labor Arbiter.
Step 7: Attend the SEnA conference
The SEnA Desk Officer helps clarify the issues, validate the parties’ positions, and explore a voluntary resolution. Bring a copy of your chronology, claim computation, most important records, realistic settlement range, and specific non-monetary requests.
Proceedings are confidential under the current rules. Electronic recording during the conference is not permitted.[4]
Step 8: Review any settlement carefully
A settlement should identify the exact amount, payment date, payment method, installment schedule when applicable, deductions, documents to be released, claims being settled, consequences of non-payment, and whether employment will continue or end.
Do not sign merely because you feel pressured to finish the dispute that day. Ask for unclear terms to be explained and written down. A valid SEnA settlement is generally final and immediately executory, subject to the governing rules and public-policy limitations.[4][6]
Step 9: Obtain the correct referral if unresolved
When no settlement is reached, the matter may be referred or endorsed to the proper office. Confirm whether the dispute should proceed through DOLE labor standards enforcement, a DOLE Regional Director, an NLRC Regional Arbitration Branch, the NCMB, a DOLE Med-Arbiter, voluntary arbitration, or another agency.
Filing a Formal Case With the NLRC
A worker may personally file an NLRC complaint without hiring a private lawyer. Complicated dismissal, employment-status, corporate-liability, contracting, or high-value cases may nevertheless benefit from legal assistance.
What the complaint must contain
Under the 2025 NLRC Rules, the complaint must state the names and addresses of the parties, be signed by the complainant or complainants, and include the required verification and certification against forum shopping. Causes of action arising from the same employment relationship should generally be joined in one complaint.[5]
Identify the correct respondent. Depending on the facts, this may include the employing corporation, an employment agency or contractor, the principal company, a sole proprietor, or another responsible business entity. Do not automatically name managers or owners without a legal basis for personal liability.
Where to file
The 2025 Rules allow a Labor Arbiter case to be filed with the Regional Arbitration Branch having jurisdiction over either the worker’s workplace or residence, at the complainant’s option. The rules also address field, mobile, itinerant, and telecommuting workers.[5]
What happens after filing
- Filing and docketing;
- Service of summons;
- Mandatory conciliation and mediation conferences;
- Clarification or amendment of claims when permitted;
- Submission of verified position papers;
- Replies and supporting evidence;
- Clarificatory conference when necessary;
- Submission for decision;
- Decision of the Labor Arbiter;
- Appeal or finality; and
- Execution.
Filing and service must be documented. The current Rules recognize personal filing, registered mail, and authorized courier service, with appropriate proof of filing or service.[5]
Gathering Evidence and Building Your Case
| Evidence | What it may establish | Common weakness |
|---|---|---|
| Employment contract | Position, rate, status, and employer | Does not reflect the actual working arrangement |
| Payslips | Amount paid and deductions | Missing periods |
| Bank records | Actual salary deposits | Source of deposit is unclear |
| Time records | Hours and days worked | Only handwritten personal summaries |
| Work schedules | Required attendance | Date or issuer is missing |
| Supervisor messages | Instructions or termination | Cropped screenshots without context |
| Termination notice | Date and stated reason | No proof of receipt |
| Notice to explain | Disciplinary procedure | Attachments are missing |
| Performance records | Employer’s stated justification | Prepared only after the dispute began |
| Emails and chat logs | Instructions and chronology | Sender or date cannot be authenticated |
| Witness statement | Corroboration | Based only on hearsay |
| Claim computation | Amount requested | Rate and assumptions are unsupported |
Burden of proof in dismissal cases
The employee must first establish by substantial evidence that a dismissal actually occurred. Once dismissal is established, the employer must prove the lawful cause and applicable procedural compliance. A bare statement that the employee was told to stop working may be insufficient when the date, speaker, circumstances, and supporting records are missing.[7]
This is why messages, access-denial records, replacement notices, work schedules, witness accounts, and written requests for clarification can matter.
When the employer controls the documents
Send a written request identifying the specific records needed, such as payslips, daily time records, a payroll computation, a notice or decision, the company policy relied upon, a certificate of employment, or a final-pay breakdown. Keep proof that the request was sent and received.
Filing Deadlines and Prescriptive Periods
Ordinary money claims: generally three years
Claims such as unpaid wages, overtime pay, holiday pay, salary differentials, and illegal deductions generally must be filed within three years from the time the particular claim accrued.[2][8] For recurring underpayment, older portions may prescribe even while more recent deficiencies remain recoverable.
Illegal dismissal: generally four years
An action for illegal dismissal generally prescribes four years from accrual. The Supreme Court has explained that backwages and damages resulting from illegal dismissal follow the four-year period because they arise from the alleged injury to the employee’s rights.[8]
Other disputes may have different or shorter periods. File early rather than relying on a deadline estimate, particularly when the legal classification of the claim is uncertain.
How Much Does It Cost to File a Labor Case?
| Stage or expense | General position |
|---|---|
| SEnA Request for Assistance | Government conciliation-assistance service |
| Initial NLRC complaint | Confirm current filing requirements with the receiving branch |
| NLRC appeal | Appeal and legal research fees may apply; employer bond rules may also apply |
| Private lawyer | Depends on the lawyer and fee arrangement |
| PAO or legal aid | Subject to eligibility, availability, and conflict checks |
| Printing, courier, and transport | Usually paid by the party |
| Notarization | May apply to particular documents |
| Execution expenses | May arise during enforcement |
Never pay an unofficial facilitator or fixer. Ask for an official receipt whenever a legitimate government fee applies.
Do you need a lawyer?
A private lawyer is not required to submit a SEnA RFA or personally file an NLRC complaint. Consider legal assistance when the employer denies an employment relationship, several companies may be liable, labor-only contracting is alleged, a quitclaim has already been signed, the claim is substantial, serious misconduct is asserted, an appeal is due, or prescription is close.
Possible assistance may be available through the Public Attorney’s Office, IBP legal aid, qualified law-school clinics, a union, or public-assistance facilities, subject to current requirements.
What to Expect During the Legal Process
SEnA stage
The conciliator-mediator may ask the parties to clarify the employment relationship, disputed act, amount claimed, supporting records, each party’s position, and possible settlement terms. SEnA generally operates within the period provided by the current rules.[3][4]
Formal NLRC proceedings
After a formal complaint is filed, the Labor Arbiter conducts a separate mandatory conciliation and mediation stage. If settlement still fails, the parties submit verified position papers and evidence.
Labor Arbiter proceedings are non-litigious, but deadlines and evidence remain important. Failure to attend scheduled conferences can lead to dismissal of the complaint or waiver of a party’s right to submit a position paper, depending on the circumstances.[5][6]
How long will the case take?
There is no reliable single duration that applies to every labor case. A dispute may settle during SEnA. A contested case can take longer because of difficulty serving summons, multiple respondents, amendments, voluminous payroll records, conflicting evidence, postponements, appeal, court review, or execution problems.
Appeal
A Labor Arbiter decision may generally be appealed to the NLRC within 10 calendar days from receipt. Appeals must satisfy strict procedural requirements. From an NLRC decision, the usual judicial remedy is a Rule 65 petition for certiorari before the Court of Appeals, subject to applicable procedural rules and jurisprudence.[5][6]
Settlements, Releases, and Quitclaims
A quitclaim is not automatically valid, but it is also not automatically invalid. Courts may recognize one when it was voluntarily executed, there was no fraud or deceit, the consideration was credible and reasonable, and the agreement was not contrary to law or public policy.
Before signing, check the complete computation, claims being waived, payment timing, whether the stated amount is gross or net, any future-claim language, consequences of non-payment, and documents to be released.
Retaliation and Blacklisting Concerns
Do not rely on rumours alone. Preserve concrete evidence such as threatening messages, sudden disciplinary notices, removal of work access, changes in schedule or duties, statements connecting adverse action to your complaint, communications with prospective employers, witnesses, and dates of each incident.
Avoid publishing accusations or confidential documents on social media while the dispute is pending. Public posts may create credibility, privacy, defamation, or evidence problems.
What Happens If You Win?
A favourable decision may grant reinstatement, backwages, wage differentials, overtime or premium pay, separation pay, refund of illegal deductions, damages, attorney’s fees, or other relief supported by law.
A decision does not always produce immediate payment. Once it becomes final, the winning party may need to request a writ of execution and submit an updated computation. The execution process may include a pre-execution conference, service of a writ, garnishment, levy, or other enforcement measures allowed by the rules.[5][6]
Common Mistakes to Avoid
Waiting too long
Internal discussions do not justify ignoring prescription. File early enough to correct errors or provide missing documents.
Filing in the wrong forum
Do not assume every dispute belongs directly with DOLE or directly with the NLRC. Begin by identifying the issue and remedy.
Relying only on emotion
Unfair treatment may be real, but a case is decided through facts, legal rules, and evidence.
Submitting unorganized screenshots
Provide complete conversations, dates, sender information, and a clear evidence index.
Naming the wrong respondent
Confirm the employer’s registered or legal identity. A brand name may differ from the corporation, proprietor, agency, or contractor that legally employed you.
Exaggerating the claim
A transparent and supportable computation is more useful than an inflated demand.
Ignoring notices and conferences
Missing a scheduled conference can seriously affect the case.
Signing without reading
Confirm the amount, payment schedule, waiver language, and consequences of default.
Posting the dispute publicly
Social-media attacks rarely strengthen a legal claim and may create new problems.
Assuming resignation prevents filing
Resignation does not erase valid claims that accrued during employment. A former employee may still pursue unpaid wages, final pay, benefits, or other actionable violations, subject to the correct forum and filing period.
Sample SEnA Fact Summary
This is an editorial preparation format, not an official government form.
Requesting party: [Full name]
Employer: [Registered company or employer name]
Position: [Job title]
Employment period: [Start date to end date or current]
Issue: [Unpaid wages, illegal dismissal, final pay, or other issue]Important facts:
1. I began working for the employer on [date].
2. My agreed salary or wage was [amount and basis].
3. On [date], the employer [specific act or omission].
4. I requested correction on [date], but [response or no response].
5. My preliminary claim is [amount], based on the attached computation.Requested resolution: [Payment, reinstatement, computation, document release, or other remedy]
Attachments: [Contract, payslips, messages, notice, computation, and chronology]
Keep the summary factual. Avoid insults, speculation, or legal conclusions you cannot support.
What to Do Next
- Save copies of employment records outside company-controlled devices.
- Write a dated chronology of the dispute.
- Identify the exact remedy you want.
- Prepare a preliminary computation where money is involved.
- Send a reasonable written request to HR or management when safe and appropriate.
- File a SEnA Request for Assistance through the proper channel.
- Attend every conference with organized records.
- Review settlement language carefully.
- Obtain the proper referral when settlement fails.
- Confirm the current office, form, and procedural requirements before formal filing.
- Seek legal assistance when liability, deadlines, evidence, or amounts are seriously disputed.
For specialized workplace concerns, see the complete directory of Philippine government labor agencies.
Frequently Asked Questions
How do I file a complaint against my employer with DOLE?
Prepare your chronology, requested remedy, preliminary computation, and supporting records. You may begin by filing a SEnA Request for Assistance through the available DOLE system or an appropriate SEnA desk. The matter may be settled or referred to the office with jurisdiction.
How much does it cost to file a labor case?
SEnA is a government conciliation-assistance process. Other expenses may include transport, printing, courier service, notarization, legal assistance, appeal requirements, or enforcement. Confirm current official fees with the receiving office and obtain official receipts.
How long does a labor case take?
SEnA generally has a 30-calendar-day conciliation period under the current rules, subject to permitted exceptions or extensions. A formal case can take significantly longer, especially if appealed or if enforcement is disputed. No single duration applies to every case.
Can I file after resigning?
Yes. Resignation does not automatically remove claims that accrued during employment. The claim must still be filed within the applicable prescriptive period and before the correct office.
What is the difference between DOLE and the NLRC?
DOLE administers labor programs, labor standards enforcement, inspection, and certain administrative claims. The NLRC is a quasi-judicial body whose Labor Arbiters decide termination disputes, unfair labor practice cases, damages, and other claims within their jurisdiction.
Do I need a lawyer?
No lawyer is required simply to file an RFA or personally submit an NLRC complaint. Legal assistance is advisable when the dispute is complicated, substantial, or close to prescription.
Can my employer dismiss me for filing a complaint?
An employer may not use the filing of a complaint as a substitute for a lawful cause and proper termination procedure. Whether a later employment action is retaliatory or independently valid depends on the evidence and circumstances. Preserve any statement connecting adverse action to the complaint.
What happens after I win?
The employer may pay voluntarily, appeal, or contest the computation. If the award becomes final and remains unpaid, the worker may need to request execution and coordinate with the assigned enforcement officer or sheriff.
Conclusion
Filing a case against an employer is not simply a matter of completing a complaint form. A strong filing connects the legal rule, relevant facts, evidence, computation, document, procedure, remedy, and next step.
For most workers, the practical starting point is a SEnA Request for Assistance. If no settlement is reached, the dispute must be brought before the government office with the correct jurisdiction.
The strongest preparation is not aggressive wording. It is a clear chronology, complete records, a defensible computation, correct identification of the employer, and timely filing.
Sources and Legal Citations
Constitution and Statutes
[1] 1987 Constitution of the Republic of the Philippines, Article XIII, Section 3. Supports protection to labor, security of tenure, and humane working conditions. Source classification: constitutional authority. Verification status: authoritative legal text checked.
[2] Labor Code of the Philippines, Presidential Decree No. 442, as amended and renumbered. Supports labor standards, jurisdiction, termination remedies, and prescription. Source classification: statute and official consolidated reference. Verification status: official source checked.
[3] Republic Act No. 10396, approved March 14, 2013. Supports mandatory conciliation-mediation and referral or endorsement of unresolved labor disputes. Source classification: statute. Verification status: authoritative legal text checked.
Administrative and Procedural Rules
[4] Department of Labor and Employment, Department Order No. 249-25. Supports current SEnA coverage, filing, conferences, confidentiality, and time period. Source classification: administrative and procedural rule. Verification status: official source checked.
[5] National Labor Relations Commission, 2025 NLRC Rules of Procedure. Supports complaint requirements, venue, jurisdiction, appearances, filing, appeal, and execution. Source classification: procedural rule. Verification status: official source checked.
Official Procedures and Agency Materials
[6] National Labor Relations Commission, Frequently Asked Questions. Supports Labor Arbiter jurisdiction, conferences, appeals, prescription, and execution. Source classification: official procedural guidance. Verification status: official source checked.
Supreme Court Decisions
[7] Renante B. Remoticado v. Typical Construction Trading Corp. and Rommel M. Alignay, G.R. No. 206529, April 23, 2018. Supports the employee’s initial burden to establish dismissal, the employer’s subsequent burden, and the treatment of quitclaims. Source classification: controlling Supreme Court jurisprudence. Verification status: authoritative decision text checked.
[8] George A. Arriola v. Pilipino Star Ngayon, Inc. and Miguel G. Belmonte, G.R. No. 175689, August 13, 2014. Supports the three-year prescription for ordinary money claims and four-year prescription for illegal dismissal and consequential relief. Source classification: controlling Supreme Court jurisprudence. Verification status: authoritative decision text checked.
Disclaimer
This article provides general educational and Philippine labor-law information. It is not legal advice. Labor disputes depend on the specific facts, available evidence, requested remedies, and law in force at the relevant time. Computations are estimates unless based on complete and verified records. Templates and checklists do not guarantee compliance, settlement, or a favourable result. Readers may need assistance from DOLE, the NLRC, the NCMB, another proper authority, or a Philippine labor lawyer. LaborCode.ph is independent and is not a government website, tribunal, or law firm.
