In the Philippine legal landscape, the protection of labor is a constitutionally mandated principle. When the employer-employee relationship sours due to illegal dismissal, unpaid wages, or unfair labor practices, workers have specific legal avenues to seek redress. This process primarily involves two bodies: the Department of Labor and Employment (DOLE) and the National Labor Relations Commission (NLRC).

Understanding where to go and what to file is crucial for a successful claim.

1. Distinguishing DOLE vs. NLRC Jurisdiction

Before filing, you must identify the nature of your complaint, as this determines the proper forum.

DOLE (Regional Offices): Generally handles Labor Standards cases where an employer-employee relationship still exists. This includes routine inspections or complaints regarding minimum wage, overtime pay, holiday pay, and 13th-month pay. It also handles "Single-Entry Approach" (SEnA) mediations.
NLRC: A quasi-judicial body attached to DOLE that handles adversarial labor disputes, most notably Illegal Dismissal cases, money claims exceeding ₱5,000 (especially when coupled with termination), and Unfair Labor Practices (ULP).

2. The First Step: SEnA (Single-Entry Approach)

Under Philippine law, almost all labor disputes must first undergo a 30-day mandatory conciliation-mediation process known as SEnA.

The Goal: To reach an amicable settlement without going to formal trial.
The Process: You file a "Request for Assistance" (RFA) at the nearest DOLE Regional Office or NLRC SEnA desk. A Single-Entry Assistance Desk Officer (SEADO) will call both parties to a conference.
Outcome: If a settlement is reached, the case is closed. If no settlement is reached within 30 days, the SEADO issues a Referral, allowing you to file a formal complaint with the Labor Arbiter.

3. Filing a Formal Complaint with the NLRC

Once SEnA fails, the worker (Complainant) files a formal complaint against the employer (Respondent).

Required Documentation

Verified Complaint Form: This is a standard form provided by the NLRC where you state your causes of action (e.g., illegal dismissal, underpayment of wages, non-payment of benefits).
Certificate of Non-Forum Shopping: A sworn statement that you have not filed the same case in any other court or agency.
The SEnA Referral: Proof that you underwent the mandatory mediation.

4. The Litigation Process

Unlike traditional courts, the NLRC follows non-litigious and summary procedures. This means cases are largely decided based on written documents rather than lengthy verbal testimonies.

Mandatory Conciliation/Mediation: Once the case is assigned to a Labor Arbiter (LA), another round of mediation is attempted.
Submission of Position Papers: If mediation fails, the LA directs both parties to submit their Position Papers. This is the most critical document; it must contain:

A statement of facts.
Legal arguments.
Supporting evidence (contracts, pay slips, termination letters, affidavits).

Reply and Rejoinder: Parties may be given a chance to respond to each other's Position Papers.
Decision: The Labor Arbiter renders a decision based on the records submitted.

5. Remedies and Appeals

If a party is unsatisfied with the Labor Arbiter's decision, they may take the following steps:

Appeal to the Commission: File a Notice of Appeal and Appeal Memorandum with the NLRC Commission within 10 calendar days from receipt of the decision.
Note for Employers: If the decision involves a monetary award, the employer must post a Cash or Surety Bond equivalent to the amount awarded to perfect the appeal.
Motion for Reconsideration: If the Commission denies the appeal, one Motion for Reconsideration is allowed.
Petition for Certiorari (Rule 65): If the MR is denied, the case can be elevated to the Court of Appeals (on grounds of grave abuse of discretion) and, eventually, the Supreme Court.

6. Burden of Proof in Labor Cases

It is vital to remember the distribution of the burden of evidence:

In Money Claims: The worker must prove they performed the work, but the employer bears the burden of proving that payments (wages, benefits) were actually made.
In Illegal Dismissal: The employer bears the heavy burden of proving that the termination was for a just or authorized cause and that due process (the twin-notice rule) was followed.

7. Prescription Periods (Deadlines)

You must file your claims within the periods set by the Labor Code:

Illegal Dismissal: Within 4 years from the time of termination.
Money Claims: Within 3 years from the time the cause of action accrued.
Unfair Labor Practice: Within 1 year.