The Philippines has two main routes for employment disputes, and which one you use depends on the issue.
DOLE
Handles labour standards: wages, hours, benefits, contributions, safety and contract compliance.
Its powers include compliance orders, work stoppage orders, administrative fines and public listing of violators.
NLRC
The National Labor Relations Commission handles dismissal disputes — illegal dismissal, constructive dismissal, and unresolved matters referred from DOLE.
Common grounds
- Dismissal without just or authorised cause
- Dismissal without the full procedural chain
- Unilateral salary reduction without written consent — grounds for constructive dismissal
- Misclassification as a contractor
- 13th month pay unpaid or short
- SSS, PhilHealth or Pag-IBIG deducted but not remitted
- Being paid less frequently than semi-monthly
What to gather
- Your employment contract, whatever it is labelled
- Payslips showing basic salary and deductions
- Evidence of your start date — the twelve-month mark matters
- Time records showing hours and shifts
- Any notice or disciplinary correspondence
- Your SSS, PhilHealth and Pag-IBIG records
Why the start date matters
Because twelve months and one day of continuous service in core-business work makes you a regular employee by operation of law, with retroactive benefits from day one.
That single date can change the entire character of a claim.
The four-fold test
If your status is disputed, courts examine selection and engagement, payment of wages, power of dismissal, and power of control. Evidence of supervision, fixed hours and integration into the business supports employee status.
Record retention
Three to five years is the practical recommendation for employment records, payroll documentation and time records.
Act promptly
Records are easier to assemble close to the event.