Filing a complaint against your employer in the Philippines usually starts with one practical question: What exactly happened, and which government office has authority to handle it? Unpaid salary, delayed final pay, illegal dismissal, unsafe working conditions, sexual harassment, union-related retaliation, and “floating status” are all employment problems, but they do not always go through the same route. This guide explains how to file a labor complaint in the Philippines, when to go to DOLE, when the case goes to the NLRC, what documents to prepare, what happens during SEnA mediation, and what common mistakes workers should avoid.

Where Do You File a Complaint Against an Employer in the Philippines?

For most private-sector employment disputes, the first stop is the Single Entry Approach, commonly called SEnA.

SEnA is a mandatory conciliation-mediation process created to help workers and employers settle labor disputes quickly before they become full-blown cases. It was first introduced under DOLE Department Order No. 107-10, later institutionalized by Republic Act No. 10396 in 2013, and is now part of Article 234 [formerly Article 228] of the Labor Code.

In simple terms, SEnA is a government-assisted settlement meeting. A neutral officer helps both sides discuss the complaint, compute possible claims, and see if the issue can be resolved without a formal case.

You may file a Request for Assistance, or RFA, through the official DOLE Assistance for Request Management System or onsite at the proper DOLE, NCMB, or NLRC office.

Main offices involved

Office	Best for	What usually happens
DOLE Regional, Provincial, or Field Office	Unpaid wages, underpayment, 13th month pay, final pay, certificate of employment, labor standards violations, unsafe workplace complaints	SEnA, inspection, compliance order, settlement, or referral
NLRC Regional Arbitration Branch	Illegal dismissal, constructive dismissal, money claims with reinstatement, damages arising from employment, unfair labor practice cases	SEnA first, then formal complaint before a Labor Arbiter if unresolved
NCMB	Notices of strike or lockout, preventive mediation, some union and collective bargaining disputes	Conciliation-mediation
Grievance Machinery / Voluntary Arbitration	Issues involving interpretation or implementation of a Collective Bargaining Agreement or company personnel policies covered by a CBA	Internal grievance steps, then voluntary arbitration
DMW	Overseas Filipino worker recruitment and deployment-related complaints	DMW administrative process; money claims may still involve labor adjudication depending on the case
Barangay / Police / Prosecutor	Physical violence, threats, theft, grave coercion, or other criminal acts connected with the workplace	Separate criminal or barangay process, depending on the act

The word “complaint” is often used loosely. In practice, the first filing is usually an RFA under SEnA, not yet a formal labor case.

Common Reasons Employees File Complaints Against Employers

Employees commonly file complaints for:

Unpaid salary or delayed salary
Underpayment below the applicable minimum wage
Non-payment of overtime pay, holiday pay, rest day pay, or night shift differential
Non-payment or underpayment of 13th month pay
Delayed or withheld final pay
Refusal to issue a Certificate of Employment
Illegal dismissal or forced resignation
Constructive dismissal, where working conditions become so unbearable that the employee is effectively forced to resign
Suspension without due process
Floating status beyond the allowed period
Non-remittance of SSS, PhilHealth, or Pag-IBIG contributions
Unsafe working conditions
Sexual harassment or gender-based harassment
Retaliation for union activity or for asserting labor rights
Labor-only contracting or misclassification as an “independent contractor”
Abuse or non-payment of a kasambahay or domestic worker

The correct filing route depends on whether the problem is mainly a labor standards issue, a termination issue, a union issue, or a criminal or harassment issue.

Legal Basis for Employee Complaints in the Philippines

Philippine labor law gives employees several layers of protection.

The Labor Code protects wages, benefits, and security of tenure

The Labor Code of the Philippines, Presidential Decree No. 442, is the main law governing private employment.

Important provisions include:

Article 103: wages must generally be paid at least once every two weeks or twice a month at intervals not exceeding 16 days.
Article 128: DOLE has visitorial and enforcement powers, including the authority to inspect employer records and premises and issue compliance orders for labor standards violations.
Article 129: DOLE may handle simple money claims, subject to legal limits and conditions.
Article 234 [228]: labor and employment issues generally pass through mandatory conciliation-mediation before the proper office acts on them.
Article 294 [279]: regular employees cannot be terminated except for just or authorized cause; an unjustly dismissed employee may be entitled to reinstatement and full backwages.
Article 295 [280]: employees doing work usually necessary or desirable to the employer’s business are generally considered regular employees, subject to exceptions for project, seasonal, and other valid arrangements.
Article 296 [281]: probationary employment generally cannot exceed six months, and the standards for regularization must be made known at the time of engagement.
Article 297 [282]: lists just causes for termination, such as serious misconduct, gross and habitual neglect, fraud, willful breach of trust, commission of a crime against the employer or family, and analogous causes.
Articles 298 and 299 [283 and 284]: cover authorized causes such as redundancy, retrenchment, closure, installation of labor-saving devices, and disease, with notice and separation pay rules.
Article 306 [291]: money claims arising from employer-employee relations generally prescribe in three years.

For illegal dismissal, the Supreme Court has held that the prescriptive period is generally four years, because the action is treated as one for injury to rights under the Civil Code. A leading case is Arriola v. Pilipino Star Ngayon, Inc., G.R. No. 175689, August 13, 2014.

DOLE may inspect and issue compliance orders

Under Article 128 of the Labor Code, DOLE can inspect employer records, interview employees, investigate violations, and issue compliance orders for labor standards violations.

This matters because some complaints are not just “employee versus employer” money disputes. They may involve workplace-wide violations, such as:

paying below minimum wage;
not paying overtime;
not keeping proper payroll records;
non-compliance with occupational safety and health standards;
unlawful deductions;
illegal contracting arrangements.

In these situations, DOLE may conduct a labor inspection and require the employer to comply.

Illegal dismissal requires both cause and due process

An employer cannot simply say, “You are terminated,” without following the law.

For a valid dismissal, the employer must generally prove:

Substantive due process — there was a valid legal reason, either a just cause or an authorized cause.
Procedural due process — the employer followed the required notice and hearing procedure.

For just-cause termination, the Supreme Court case King of Kings Transport, Inc. v. Mamac, G.R. No. 166208, June 29, 2007 is often cited for the two-notice rule:

A first written notice informing the employee of the specific charges and giving the employee a chance to explain.
A meaningful opportunity to be heard.
A second written notice informing the employee of the employer’s decision.

For authorized causes, the employer generally must give written notice to the employee and DOLE at least one month before the intended date of termination.

Workplace harassment may involve labor, civil, and criminal issues

Sexual harassment and gender-based harassment may involve:

Republic Act No. 7877, the Anti-Sexual Harassment Act of 1995;
Republic Act No. 11313, the Safe Spaces Act or Bawal Bastos Law;
company policies and the Committee on Decorum and Investigation;
DOLE labor standards or occupational safety channels;
separate criminal proceedings, depending on the act.

If the harassment includes threats, physical harm, coercion, stalking, or other criminal conduct, the labor complaint does not prevent the worker from pursuing separate remedies with the police, prosecutor, or courts.

Kasambahay workers have special protection

Domestic workers, or kasambahay, are protected by Republic Act No. 10361, the Domestic Workers Act or Batas Kasambahay.

A kasambahay may file labor-related disputes before the DOLE office with jurisdiction. Common claims include unpaid salary, unpaid 13th month pay, illegal deductions, non-registration with SSS/PhilHealth/Pag-IBIG where applicable, abuse, and denial of rest periods.

Step-by-Step Guide: How to File a Complaint Against Your Employer

1. Identify the exact problem and the relief you want

Before filing, write down the issue in plain language.

Examples:

“My employer has not paid my salary for two cut-off periods.”
“I resigned on March 15, but my final pay has not been released after 30 days.”
“I was dismissed without notice to explain, hearing, or written decision.”
“I was forced to resign after my supervisor cut my schedule, removed my access, and told me not to report anymore.”
“The company treats me as an independent contractor, but it controls my schedule, tools, work process, and daily output like a regular employee.”

Then identify what you are asking for:

payment of unpaid wages;
13th month pay;
overtime pay;
holiday pay;
final pay;
Certificate of Employment;
reinstatement;
backwages;
separation pay;
damages;
correction of employment records;
issuance of documents;
workplace safety action.

A clear complaint is easier for the SEnA officer, DOLE inspector, or Labor Arbiter to understand.

2. Compute your claim as clearly as possible

You do not need a perfect legal computation to start, but you should bring a reasonable estimate.

For money claims, prepare a simple table:

Claim	Period covered	Basis	Estimated amount
Unpaid salary	May 1–15, 2026	₱___ per day x ___ days	₱___
Overtime pay	March–May 2026	___ hours	₱___
13th month pay	Jan–Dec 2025	Total basic salary / 12	₱___
Final pay	Date of separation: ___	Unpaid salary, leave conversion, pro-rated 13th month, etc.	₱___

For final pay, DOLE Labor Advisory No. 06, Series of 2020 states that final pay should generally be released within 30 days from separation or termination, unless a more favorable company policy, individual agreement, or collective agreement applies. A Certificate of Employment should generally be issued within three days from request.

3. Gather documents and evidence

You can still file even if you do not have all documents. Many employees do not have a written contract or complete payslips. But the more organized your evidence is, the stronger your complaint becomes.

Useful evidence includes:

Evidence	Why it matters
Employment contract, job offer, appointment letter	Shows position, salary, start date, benefits, and employer identity
Company ID, access card, HR records	Helps prove employment
Payslips, payroll screenshots, bank statements	Shows salary rate and payment history
Time records, DTRs, schedules, attendance logs	Supports overtime, rest day, holiday, and underpayment claims
Notices, memos, Notice to Explain, suspension notice, termination letter	Important for illegal dismissal or disciplinary cases
Resignation letter and acceptance, clearance documents	Important for final pay disputes
Chat messages, emails, text messages	Shows instructions, promises to pay, admissions, harassment, or pressure to resign
Photos or videos of unsafe workplace conditions	Useful for safety complaints
SSS, PhilHealth, Pag-IBIG contribution records	Shows non-remittance or under-remittance
Names of witnesses	Helps support events that were not documented
SEC, DTI, business permit, or company details	Helps identify the correct employer or respondent

For foreign nationals, also prepare:

passport bio page;
visa documents;
Alien Employment Permit, if applicable;
employment contract;
proof of salary payments;
address of the Philippine employer;
communications with HR or management.

For Filipinos abroad filing through a representative, prepare a Special Power of Attorney. If executed abroad, it may need consular acknowledgment or apostille, depending on where it was signed and where it will be used.

4. File a Request for Assistance under SEnA

You can file an RFA:

Online through the DOLE ARMS portal; or
Onsite at the appropriate DOLE Regional, Provincial, or Field Office; or
Through SEADs at attached agencies such as the NLRC or NCMB, depending on the issue.

The RFA usually asks for:

your full name and contact details;
employer’s name, address, and contact details;
your position and employment dates;
nature of complaint;
amount claimed, if any;
supporting documents;
preferred mode of communication.

File in the region where the employer principally operates or where the workplace is located. If you are unsure, use the nearest DOLE office or the online system; the matter can usually be routed or referred.

5. Attend the SEnA conference

During SEnA, a Single Entry Assistance Desk Officer will help both parties discuss the complaint.

The process is meant to be:

speedy;
non-litigious;
inexpensive;
confidential;
focused on settlement.

The mandatory conciliation-mediation period is generally 30 calendar days. In practice, conference schedules depend on office workload, notice to the employer, availability of parties, and whether the meeting is onsite or online.

During the conference:

explain the facts calmly and chronologically;
bring your computation and documents;
avoid exaggeration;
ask for written settlement terms;
clarify payment dates, mode of payment, tax treatment if relevant, and consequences of non-payment.

If settlement is reached, the agreement should be put in writing. Read it carefully before signing. Make sure it includes:

exact amount to be paid;
deadline for payment;
whether payment is full or partial settlement;
whether the employer will issue documents such as COE, BIR Form 2316, or final pay breakdown;
what happens if the employer fails to comply.

6. If SEnA fails, get a referral or endorsement

If no settlement is reached within the SEnA period, or if the employer does not appear despite notice, the SEnA officer may issue a referral or endorsement to the proper office.

Depending on the issue, the next step may be:

DOLE labor standards enforcement;
NLRC complaint before a Labor Arbiter;
NCMB proceedings;
voluntary arbitration;
another appropriate government office.

Keep a copy of the referral. For NLRC cases, this document is important because labor disputes generally must pass through mandatory conciliation before formal adjudication.

7. File the formal complaint, if needed

If the case goes to the NLRC, you will usually file a verified complaint against the employer and other proper respondents.

Typical NLRC claims include:

illegal dismissal;
constructive dismissal;
unpaid wages connected with dismissal;
reinstatement;
full backwages;
separation pay in lieu of reinstatement, where legally proper;
damages and attorney’s fees, where justified;
unfair labor practice.

Under the 2025 NLRC Rules of Procedure, complainants are required to personally sign the complaint and execute the required verification and certification of non-forum shopping. Use the current forms and requirements of the NLRC branch where you are filing.

After filing, the case usually proceeds through:

raffle to a Labor Arbiter;
mandatory conferences;
possible settlement discussions;
submission of position papers and evidence;
decision by the Labor Arbiter;
appeal to the NLRC Commission, if a party appeals on time;
finality and execution, if no further legal remedy stops enforcement.

Although the Labor Code contains short decision periods, real-world NLRC timelines vary. A straightforward case may still take several months at the Labor Arbiter level. Appeals, motions, service problems, sheriff enforcement, or employer non-cooperation can extend the process.

DOLE Complaint vs. NLRC Case: What Is the Difference?

Many workers say, “I will file a DOLE case,” but the case may actually belong to the NLRC after SEnA.

Issue	Usually handled by	Notes
Delayed salary	DOLE / SEnA	May lead to inspection or compliance process
Final pay not released	DOLE / SEnA	Bring resignation, clearance, payroll, and computation
Certificate of Employment refused	DOLE / SEnA	COE should generally be issued within three days from request
Underpayment of wages	DOLE	May involve inspection and compliance order
Non-payment of overtime, holiday pay, service incentive leave	DOLE / NLRC depending on context	If tied to illegal dismissal, may be included in NLRC complaint
Illegal dismissal	NLRC after SEnA	Labor Arbiter has jurisdiction
Constructive dismissal	NLRC after SEnA	Evidence of coercion or unbearable work conditions is important
Unsafe workplace	DOLE / OSH authorities	RA 11058 and OSH standards may apply
Sexual harassment	Employer internal mechanism, DOLE, police/prosecutor depending on facts	RA 7877 and RA 11313 may apply
Union retaliation or unfair labor practice	NLRC / appropriate labor relations office	Depends on the act and parties involved
CBA interpretation	Grievance machinery / voluntary arbitration	Not usually an ordinary DOLE complaint

Practical Tips Before Filing

Do not rely only on verbal promises

Many employees delay filing because HR says, “Next week na,” or “Processing na.” Give reasonable time, but document every follow-up.

Send polite written follow-ups by email, text, or chat:

date of request;
amount or document requested;
promised deadline;
your request for a written update.

These messages can later show that you tried to resolve the issue.

Save evidence before losing access

If you are about to resign, be suspended, or be removed from company systems, save lawful copies of documents related to your employment.

Do not hack systems, steal confidential company data, or download trade secrets. Focus on documents that relate to your own employment, pay, schedule, evaluation, notices, and communications.

Include the correct employer

Some workers are confused because the brand name, payroll company, contractor, agency, and worksite are different.

List all possible responsible parties if needed, especially in contracting or manpower agency situations:

direct agency or contractor;
principal company, if relevant;
business owner or sole proprietor;
corporate entity shown on payslips or contract;
persons who directly handled employment decisions, where legally proper.

Under Article 106 of the Labor Code, contracting arrangements may create solidary liability in certain cases, especially where labor-only contracting or unpaid wages are involved.

Be careful with quitclaims

Employers sometimes ask employees to sign a quitclaim or release before paying final pay.

A quitclaim is not automatically invalid. But it may be questioned if it was signed through fraud, coercion, misrepresentation, or for an unconscionably low amount. Under Article 233 [227] of the Labor Code, compromise settlements voluntarily agreed upon with the assistance of labor authorities are generally final and binding, except in cases such as non-compliance or proof of fraud, misrepresentation, or coercion.

Read before signing. Make sure the amount, coverage, and waiver language are clear.

Filing while still employed is allowed, but plan carefully

Employees may file complaints while still employed, especially for unpaid wages or unsafe conditions. The practical concern is workplace retaliation.

Retaliatory dismissal, demotion, harassment, or schedule manipulation may become additional evidence in a later labor case. Keep records of changes after you complained.

Documents, Fees, and Timelines

Basic document checklist

Requirement	Usually needed?	Notes
Valid government ID	Yes	Passport, driver’s license, UMID, PhilID, etc.
RFA form or online submission	Yes	Filed through DOLE ARMS or onsite
Employment proof	Strongly recommended	Contract, ID, payslips, emails, schedules
Computation of claims	Strongly recommended	Even a simple estimate helps
Employer details	Yes	Correct business name and address matter
Proof of dismissal or resignation	If applicable	Notices, resignation, termination letter, clearance
Proof of follow-up	Helpful	Emails or messages asking for payment/documents
SPA	If representative files	Especially important if worker is abroad or incapacitated
Apostille or consular acknowledgment	Sometimes	Usually for documents executed abroad

Fees

Filing an RFA with DOLE or bringing a labor complaint as a worker is generally free. Common practical costs are:

photocopying or printing;
notarization, if required;
transportation;
internet/data for online conferences;
apostille or consular acknowledgment for documents signed abroad;
legal representation, if the worker chooses to be represented.

A lawyer is not required at SEnA. Lawyers may participate in some proceedings, but SEnA is designed to be accessible to ordinary workers.

Typical timelines

Stage	Typical legal or practical timeframe
RFA filing	Same day online or onsite, if information is complete
Notice to employer	Depends on office workload and contact details
SEnA process	Generally 30 calendar days
Settlement payment	Depends on written agreement; often same day to several weeks
Referral after failed SEnA	Usually issued after non-settlement or termination of SEnA proceedings
NLRC Labor Arbiter proceedings	Often several months, depending on complexity and resets
NLRC appeal	Additional months
Execution of final award	May take time if employer resists, closes, transfers assets, or cannot be located

Special Situations

If you have no written contract

You may still file. Employment can be proven by other evidence, such as payslips, ID, payroll deposits, work chats, schedules, attendance records, uniforms, performance evaluations, or witness statements.

Philippine labor law looks at the real relationship, not only the label in a document. Even if a contract says “consultant” or “independent contractor,” the actual arrangement may still show employment if the company controls the means and methods of work.

If you resigned but were pressured to resign

This may be constructive dismissal if resignation was not truly voluntary.

Common signs include:

being told to resign or be terminated;
being locked out of systems without explanation;
being demoted without valid reason;
unbearable harassment;
drastic reduction of work or pay;
being placed on indefinite floating status;
being forced to sign resignation documents.

Do not simply say “forced resignation.” Describe exactly what happened, who said what, when it happened, and what documents or messages prove it.

If your employer says you are not an employee

Employers sometimes deny employment by calling the worker a freelancer, partner, trainee, independent contractor, consultant, or commission-only agent.

The usual test focuses on factors such as:

who selected and engaged the worker;
who paid the wages;
who had the power to dismiss;
who controlled the work, especially the means and methods.

Control is often the most important factor. If the company controls your schedule, process, tools, reporting, discipline, and daily work, there may be an employer-employee relationship despite the label.

If you are a foreigner working in the Philippines

Foreign workers may file labor complaints in the Philippines for work performed here. Prepare immigration and employment documents, including your passport, visa, contract, and Alien Employment Permit if applicable.

A foreign worker’s immigration or permit issue may complicate the case, especially if the employment arrangement violated Philippine work authorization rules. But it does not automatically mean the employer can freely withhold wages for work actually performed. The facts must be examined carefully.

If you are an OFW or filing from abroad

If the employer or recruitment agency issue relates to overseas employment, start by checking the proper process with the Department of Migrant Workers. For labor claims involving overseas employment contracts, jurisdiction can be technical, especially for seafarers, recruitment agencies, foreign principals, and money claims.

If you are abroad and need someone in the Philippines to act for you, a properly executed SPA may be required.

If the employer is closing or has disappeared

File as soon as possible. Delaying may make collection harder.

Gather:

latest known business address;
SEC or DTI registration;
names of officers or owners;
payslips and bank transfer details;
branch locations;
proof of closure notice, if any.

A favorable decision is only useful if it can be enforced. Employer closure, asset transfers, or unregistered operations can create collection problems.

Common Mistakes That Weaken Labor Complaints

Waiting too long

Money claims generally prescribe in three years from accrual. Illegal dismissal claims generally prescribe in four years. Do not wait until records disappear, witnesses leave, or the employer closes.

Filing in the wrong forum and stopping there

If DOLE tells you the matter belongs to the NLRC, ask for the proper referral or next step. Do not assume that a failed first attempt means you have no remedy.

Submitting emotional statements without facts

It is understandable to feel angry or betrayed, but a strong complaint needs dates, amounts, names, documents, and specific acts.

Instead of saying:

“They abused me and stole my salary.”

Say:

“My salary for June 1–15 and June 16–30, 2026 was not paid. My daily rate is ₱___. Payroll usually pays every 15th and 30th through BDO. I followed up with HR on July 3 and July 10 through Messenger. Copies are attached.”

Signing unclear settlements

Do not sign a settlement if the amount, deadline, tax treatment, or waiver is unclear. If the employer promises staggered payment, put every date and amount in writing.

Ignoring company name issues

A case can be delayed if the respondent is misidentified. Check the name on your contract, payslip, BIR Form 2316, company ID, SEC registration, DTI registration, or payroll bank transfer.

Frequently Asked Questions

Can I file a complaint against my employer while I am still employed?

Yes. Employees may file complaints while still employed, especially for unpaid wages, underpayment, unsafe conditions, harassment, or benefits violations. Keep records of any retaliation after filing, such as demotion, suspension, schedule changes, threats, or pressure to resign.

Should I go to DOLE or NLRC first?

Most labor disputes start with SEnA. If the issue is unpaid wages, final pay, 13th month pay, COE, underpayment, or workplace standards, DOLE is usually the practical starting point. If the issue is illegal dismissal, constructive dismissal, reinstatement, backwages, or damages from termination, the case usually goes to the NLRC after SEnA if unresolved.

Can I file a DOLE complaint online?

Yes. You may file an RFA online through the DOLE ARMS portal. You may also file onsite at the appropriate DOLE Regional, Provincial, or Field Office, or through other SEnA desks depending on the issue.

How much does it cost to file a labor complaint?

Filing an RFA or labor complaint as a worker is generally free. You may spend on photocopies, printing, transportation, notarization, internet access, or authentication of documents if you are abroad.

Do I need a lawyer to file a complaint?

No. SEnA is designed for ordinary workers and does not require a lawyer. For formal NLRC cases, employees may still represent themselves, although legal assistance can be helpful in complex illegal dismissal, large money claim, managerial employee, contractor, or foreign worker cases.

What if my employer refuses to attend SEnA?

If the employer does not appear despite notice, the SEnA officer may issue a referral or take other appropriate action. For unresolved matters, the worker may proceed to the proper DOLE enforcement process, NLRC complaint, or other forum.

What if I do not have payslips or a contract?

You can still file. Use other proof such as payroll bank deposits, company ID, work chats, schedules, emails, attendance logs, photos, witness names, or instructions from supervisors. Employers are also required to keep employment records, and DOLE may inspect records in proper cases.

Can my employer withhold my final pay because I have not completed clearance?

Employers may have reasonable clearance procedures, especially for return of company property or settlement of accountabilities. However, final pay should generally be released within 30 days from separation or termination unless a more favorable policy or agreement applies. If clearance is being used merely to delay payment, you may file an RFA with DOLE.

Can I complain if I was forced to resign?

Yes. A forced resignation may be treated as constructive dismissal if the resignation was not voluntary. Gather proof of pressure, threats, demotion, lockout, unbearable treatment, or messages showing that resignation was demanded.

What happens if I win at the NLRC but the employer still does not pay?

After the decision becomes final and executory, you may move for execution. The Labor Arbiter or NLRC may issue a writ of execution, and the sheriff may enforce the award through lawful means such as garnishment or levy, depending on available assets and case circumstances.

Key Takeaways

Most employer complaints in the Philippines start with SEnA, through a Request for Assistance filed online or onsite.
DOLE usually handles labor standards issues such as unpaid wages, final pay, COE, underpayment, and workplace compliance.
NLRC usually handles illegal dismissal, constructive dismissal, reinstatement, backwages, damages, and many termination-related claims after SEnA fails.
Prepare documents early: contract, payslips, schedules, notices, chats, bank records, IDs, and a simple computation of claims.
Money claims generally prescribe in three years; illegal dismissal claims generally prescribe in four years.
Do not sign quitclaims or settlements unless the amount, deadline, coverage, and consequences are clear.
Employees without written contracts may still prove employment through actual work records and communications.
Filing is usually free, but delays, incomplete evidence, wrong employer names, and unclear claims can make the process harder.