Losing a job can immediately affect your income, health coverage, family obligations, and immigration status. If you believe you were fired without a valid reason or without a fair process, you may challenge the termination. One important clarification is that although people commonly say they will “file an illegal dismissal case with DOLE,” the Department of Labor and Employment usually handles the initial conciliation process, while the Labor Arbiter of the National Labor Relations Commission (NLRC) formally hears and decides illegal dismissal complaints.

This guide explains what counts as illegal dismissal, how to begin through DOLE’s Single Entry Approach, how to file the formal NLRC complaint, what evidence to prepare, what deadlines apply, and what remedies may be awarded.

What Is Illegal Dismissal in the Philippines?

Illegal dismissal occurs when an employer terminates an employee without:

A valid legal ground, known as a just cause or authorized cause; or
The procedure required by law, including proper notice and an opportunity to respond when applicable.

A dismissal may therefore be challenged because there was no lawful reason, because the employer failed to follow due process, or both.

The constitutional foundation is the employee’s right to security of tenure under Article XIII, Section 3 of the 1987 Constitution. Article 294 of the Labor Code of the Philippines likewise provides that an employer may not terminate a regular employee except for a just or authorized cause. An illegally dismissed employee may be entitled to reinstatement, full backwages, and other appropriate relief. (LawPhil)

Just causes for dismissal

Under Article 297 of the Labor Code, an employer may dismiss an employee for reasons attributable to the employee, including:

Serious misconduct;
Willful disobedience of a lawful and reasonable order connected with the employee’s work;
Gross and habitual neglect of duties;
Fraud or willful breach of trust;
Commission of a crime or offense against the employer, the employer’s immediate family, or a duly authorized representative; and
Other causes analogous to those listed by law.

The employer must prove the ground with substantial evidence, meaning relevant evidence that a reasonable person might accept as sufficient. Suspicion, rumor, or a general accusation is not enough.

For a just-cause dismissal, the employer must generally observe the twin-notice rule:

A first written notice clearly stating the accusations and giving the employee a reasonable opportunity to explain; and
A second written notice informing the employee of the employer’s decision after considering the explanation and evidence.

In King of Kings Transport, Inc. v. Mamac, the Supreme Court explained that the employee must be given a meaningful opportunity to answer the charge. As a practical standard, at least five calendar days is ordinarily considered a reasonable period for submitting a written explanation, depending on the circumstances.

Authorized causes for dismissal

Article 298 of the Labor Code allows termination for legitimate business reasons such as:

Installation of labor-saving devices;
Redundancy;
Retrenchment to prevent serious business losses;
Closure or cessation of business; or
Closure not caused by serious financial losses.

The employer must generally give written notice to both the employee and DOLE at least one month before the intended termination. The employer must also pay the separation pay required for the particular authorized cause. (LawPhil)

A company cannot justify retrenchment simply by saying that business is slow. It normally must present credible financial records and show that the measure was necessary, undertaken in good faith, and implemented using fair and reasonable criteria.

Under Article 299, termination because of disease requires a certification from a competent public health authority that the illness cannot be cured within six months even with proper treatment and that continued employment is prohibited by law or prejudicial to the employee’s or co-workers’ health. (LawPhil)

Procedural violations do not always make the dismissal illegal

A distinction is necessary:

When there is no valid cause, the dismissal is generally illegal.
When a valid cause exists but the employer failed to observe the proper procedure, the dismissal may remain valid, but the employer can be ordered to pay nominal damages.

In Agabon v. NLRC, the Supreme Court upheld a just-cause dismissal but awarded nominal damages because the employer failed to observe procedural due process. In Jaka Food Processing Corp. v. Pacot, the Court applied a similar principle to an authorized-cause dismissal. The amount of nominal damages depends on the governing jurisprudence and the circumstances; it should not be assumed that every case will produce the same award.

Constructive Dismissal: When the Employer Does Not Say “You Are Fired”

An employee does not need a formal termination letter to have an illegal dismissal claim. Constructive dismissal occurs when the employer makes continued employment impossible, unreasonable, or so humiliating that a reasonable person would feel compelled to leave.

Possible examples include:

A substantial demotion without a valid reason;
A significant reduction in salary, benefits, or workdays without lawful justification;
Repeated verbal abuse, humiliation, or hostile treatment intended to force resignation;
Preventing the employee from entering the workplace or logging into work systems;
Placing the employee on indefinite “floating status” beyond the period permitted by law;
Reassigning the employee to a distant or dangerous location as punishment rather than for a legitimate business need; or
Pressuring the employee to sign a resignation letter to receive final pay.

The Supreme Court has held that preventing employees who are ready and willing to work from reporting to the workplace without a valid reason may amount to illegal dismissal. It has also recognized that demotion, insulting words, and hostile conduct that effectively force an employee to resign may constitute constructive dismissal. (Supreme Court of the Philippines)

Not every transfer, schedule change, or workplace disagreement amounts to constructive dismissal. Management may make legitimate business decisions, but those decisions must not be unreasonable, discriminatory, punitive, or accompanied by a substantial reduction in pay, rank, or benefits.

Where to File: DOLE SEnA First, Then the NLRC

For most employees, the process begins with a Request for Assistance, or RFA, under DOLE’s Single Entry Approach, commonly called SEnA.

SEnA is a mandatory conciliation-mediation mechanism established under Republic Act No. 10396. A Single Entry Assistance Desk Officer attempts to help the employee and employer reach a voluntary settlement, generally within 30 days. Current procedures are governed by DOLE Department Order No. 249, Series of 2025. (Supreme Court E-Library)

Office or process	Main function
DOLE Single Entry Approach	Attempts to resolve the dispute voluntarily through conciliation-mediation
NLRC Regional Arbitration Branch	Accepts and processes the formal illegal dismissal complaint
Labor Arbiter	Conducts mandatory conferences, receives position papers, evaluates evidence, and issues a decision
NLRC Commission	Decides appeals from Labor Arbiter decisions
Court of Appeals and Supreme Court	May review the case through the appropriate special civil actions and appeals

A SEnA settlement can resolve claims quickly, but the officer does not conduct a full trial or issue a judgment declaring the dismissal illegal. If no settlement is reached, the dispute is referred or endorsed for formal filing with the NLRC.

How to File an Illegal Dismissal Complaint Step by Step

1. Record exactly how and when the dismissal happened

Write a chronological account while the details are still fresh. Include:

The date and time you were told not to return;
The name and position of the person who dismissed you;
The exact words used;
Whether the instruction was verbal, written, sent through chat, or communicated through another employee;
Whether your ID, email, payroll access, or workplace access was disabled;
Whether you were given a notice to explain, hearing, or termination letter;
Whether you attempted to return to work; and
How the employer responded.

The dismissal date is legally important because it can affect prescription, backwage computation, venue, and the sequence of events.

When the employer denies dismissing you, you must first prove the fact of dismissal through positive and overt acts. Filing a complaint alone does not prove that a dismissal occurred. Once the dismissal is established or admitted, the employer bears the burden of proving a valid cause and compliance with due process. (LawPhil)

2. Preserve your employment records and digital evidence

Collect documents before company access is removed. Useful evidence may include:

Employment contract or job offer;
Company ID and employee handbook;
Payslips, payroll records, and bank deposit statements;
Daily time records and work schedules;
Certificate of employment;
Performance evaluations and commendations;
Notices to explain and your written responses;
Minutes or recordings of administrative meetings, when lawfully obtained;
Suspension or termination notices;
Emails, text messages, and chat conversations;
Screenshots showing account deactivation or blocked access;
Return-to-work messages and the employer’s response;
Medical documents, if illness or disability is involved;
Names and contact details of witnesses; and
Documents showing the employer’s correct legal name and address.

Preserve the original files, not only cropped screenshots. Export full chat threads when possible, retain timestamps and sender information, and back up files in a secure personal account. A screenshot without context may be challenged as incomplete or altered.

3. Identify the correct employer and respondents

Use the employer’s registered legal name rather than only its trade name or branch name. Check your contract, payslip, BIR Form 2316, company ID, government contribution records, or Securities and Exchange Commission information.

Depending on the facts, respondents may include:

The direct employer;
A manpower agency or contractor;
A principal company that may be considered the true employer;
A foreign employer or recruitment agency in an overseas employment case; or
Responsible corporate officers when a recognized legal basis for personal liability exists.

Naming the wrong company can delay service of summons and may complicate enforcement of a favorable decision.

4. File a Request for Assistance under SEnA

You may file the RFA:

Online through the official DOLE Assistance for RFA Management System; or
In person at a participating DOLE regional or provincial office, NLRC office, or National Conciliation and Mediation Board office.

Workers, kasambahays, groups of workers, unions, overseas Filipino workers, and employers may use SEnA. A representative may be allowed to file when the aggrieved person is absent or incapacitated, subject to submission of a special power of attorney and other requirements. (DOLE ARMS)

Provide complete information, including:

Your full name and contact details;
The employer’s correct name, address, and contact information;
Your position, hiring date, salary, and employment status;
The date and manner of dismissal;
A concise description of the dispute; and
The relief you are requesting.

Include all related issues, such as unpaid wages, commissions, service incentive leave, holiday pay, 13th-month pay, separation pay, final pay, or certificate of employment, when applicable.

5. Attend the SEnA conferences

Bring your records and an itemized computation of your claims. During conciliation, the officer may speak with the parties jointly or separately to explore settlement.

Before accepting an offer, clarify:

The exact amount and how it was calculated;
Whether tax or other deductions will be made;
The payment date and method;
Whether payment will be made in one amount or installments;
What happens if an installment is missed;
Whether the agreement covers all employment claims;
Whether a certificate of employment, BIR Form 2316, or clearance will be issued; and
Whether reinstatement or separation from employment is being agreed upon.

Do not sign a blank form or an agreement containing an amount different from what was discussed. Read any waiver, quitclaim, or release carefully. A properly executed and approved settlement may become final and binding.

6. Obtain the referral or endorsement if no settlement is reached

When SEnA does not resolve the dispute, request the appropriate referral or endorsement for formal adjudication. Keep copies of the RFA, notices, conference records, and referral document.

A respondent’s refusal to attend SEnA does not automatically mean that the employee wins the illegal dismissal case. It generally allows the matter to proceed to the proper adjudicatory office.

7. File the formal complaint with the proper NLRC branch

File the complaint with the NLRC Regional Arbitration Branch that has jurisdiction over:

The workplace; or
Your residence, at your option.

Under the 2025 NLRC Rules of Procedure, “workplace” can include the place where the employee was assigned, where the employee regularly reported, the return location after travel or detail, or an approved alternative workplace such as a telework location. Overseas Filipino workers may generally file where they reside or where the respondent’s principal office is located.

The complaint must identify the parties and causes of action. All complainants must generally sign the complaint and execute the required verification and certification against forum shopping. The certification confirms that the same claims have not been filed in another court, tribunal, or agency.

Common initial filing requirements include:

Accomplished NLRC complaint form;
Valid government-issued identification;
SEnA referral or endorsement;
Employment and dismissal records;
Contact and address information for each respondent; and
Personal appearance when required by the branch’s filing procedure.

Workers may file personally without a lawyer, and the NLRC provides assistance in completing complaint forms. The filing of an employee’s complaint is generally not subject to a complaint filing fee, although copying, notarization, courier services, authentication, travel, and private legal representation may involve expenses. (NLRC)

8. Attend the NLRC mandatory conciliation and mediation conferences

After the complaint is filed, the Labor Arbiter issues summons and schedules mandatory conferences. The summons should ordinarily be issued within two working days from receipt of the complaint.

This NLRC conference stage is separate from SEnA. The Labor Arbiter again attempts to settle the case and may clarify the claims, parties, admissions, and disputed facts.

The conferences generally conclude within 30 calendar days from the first conference. If the complainant unjustifiably misses both scheduled settings despite proper notice, the complaint may be dismissed. Repeated nonappearance by the respondent may result in loss of the opportunity to file a position paper, subject to the rules and the Labor Arbiter’s orders.

9. Prepare and file a verified position paper

If no settlement is reached, the Labor Arbiter directs the parties to submit position papers. A position paper is the main written presentation of your facts, legal arguments, evidence, and requested relief.

Under the 2025 NLRC Rules, verified position papers and supporting evidence are generally due on the date set by the Labor Arbiter, which must fall within 10 calendar days after termination of the mandatory conference. A reply may ordinarily be filed within 10 calendar days from receipt of the other party’s position paper.

Your position paper should ordinarily contain:

A clear chronological statement of facts;
The circumstances proving that you were dismissed;
An explanation of why the employer’s stated reason is false, unsupported, disproportionate, or procedurally defective;
The legal basis of each claim;
An itemized computation of monetary claims;
Affidavits from you and relevant witnesses;
Copies of supporting documents; and
The specific relief requested.

Labor cases are usually decided mainly on the parties’ written submissions. Missing the position-paper deadline or submitting unsupported conclusions can seriously damage a case.

10. Receive the decision and observe the appeal deadline

The Labor Arbiter is generally expected to decide the case within 30 calendar days after it is submitted for decision. For overseas Filipino worker cases, the applicable rules provide a 90-calendar-day period from filing. Actual cases may take longer because of difficulty serving summons, requests to reset conferences, multiple respondents, heavy dockets, supplemental submissions, or other procedural issues.

A party generally has only 10 calendar days from receipt of the Labor Arbiter’s decision to appeal to the NLRC Commission. The period is strict and ordinarily cannot be extended.

An employer appealing a monetary award must generally post a cash or surety bond equivalent to the monetary award, excluding damages and attorney’s fees. The reinstatement portion of a Labor Arbiter’s decision is immediately executory even while an appeal is pending, subject to the rules on actual or payroll reinstatement.

Documents to Prepare

Category	Examples
Identity and filing documents	Government-issued ID, completed RFA or complaint form, SEnA referral, contact details
Proof of employment	Contract, appointment letter, company ID, payslips, payroll deposits, BIR Form 2316, contribution records
Proof of dismissal	Termination notice, HR email, chat messages, blocked-access screenshot, security report, return-to-work communications
Due-process records	Notice to explain, employee response, hearing notice, minutes, investigation report, decision notice
Performance records	Evaluations, attendance records, memoranda, commendations, performance improvement plans
Monetary records	Salary rate, commissions, allowances, leave balances, unpaid wage records, benefits statements
Authorized-cause records	Redundancy or retrenchment notice, DOLE notice, separation-pay computation
Witness evidence	Signed affidavits containing facts personally known to the witness
Representative filing	Special power of attorney and identification documents
Filing from abroad	Properly executed and, when required, apostilled or authenticated special power of attorney

Bring originals for comparison when requested, but ordinarily submit legible copies and keep a complete duplicate set for yourself. Number or label each attachment consistently so the Labor Arbiter can easily match it to the discussion in the position paper.

Expected Timeline and Costs

Stage	Official or usual procedural period
Filing the SEnA RFA	May be submitted online or in person
SEnA conciliation-mediation	Generally up to 30 days
Issuance of NLRC summons	Ordinarily within two working days after receipt of the complaint
NLRC mandatory conferences	Generally completed within 30 calendar days from the first conference
Filing of position papers	On the date set within 10 calendar days after the conference stage ends
Filing of reply	Generally within 10 calendar days after receiving the other party’s position paper
Labor Arbiter decision	Target of 30 calendar days after submission for decision
Appeal to the NLRC Commission	10 calendar days from receipt of the decision

These periods do not mean that every case finishes within a few months. Service problems, postponements, appeals, court review, and execution proceedings can considerably extend the total duration.

The employee’s initial RFA and complaint filing are generally free. Possible out-of-pocket expenses include:

Printing and photocopying;
Notarization of affidavits or authorizations;
Courier or registered-mail charges;
Transportation and lost work time;
Apostille or consular authentication;
Professional computation or accounting assistance; and
Private counsel’s fees.

What Can an Illegally Dismissed Employee Recover?

Depending on the facts and evidence, the employee may request:

Reinstatement

Reinstatement means returning to the former position without loss of seniority rights and benefits. If the former position no longer exists, reinstatement to a substantially equivalent position may be considered.

The reinstatement portion of a Labor Arbiter’s decision is immediately executory even if the employer appeals. The employer may be directed to reinstate the employee physically or place the employee on payroll reinstatement, subject to prevailing rules and jurisprudence.

Full backwages

Backwages generally cover the employee’s salary, allowances, and other benefits or their monetary equivalent from the time compensation was withheld until actual reinstatement, subject to the final judgment and proper computation.

Separation pay instead of reinstatement

When reinstatement is no longer practical—for example, because the position has disappeared, the business has closed, or genuine strained relations make continued employment unworkable—the tribunal may award separation pay in lieu of reinstatement.

This judicially awarded separation pay should not automatically be confused with statutory separation pay under Article 298. The legal basis and computation may differ.

Unpaid employment benefits

The employee may also claim properly supported amounts such as:

Unpaid salary;
Overtime pay;
Holiday and premium pay;
Service incentive leave pay;
13th-month pay;
Commissions and contractual allowances;
Final pay; and
Other benefits required by law, agreement, or established company practice.

Damages and attorney’s fees

Moral damages, exemplary damages, and attorney’s fees are not automatic. They require an adequate legal and factual basis, such as proof that the employer acted fraudulently, oppressively, in bad faith, or in a manner contrary to morals or public policy.

Common Mistakes That Can Weaken an Illegal Dismissal Case

Filing only against a trade name

A branch, restaurant name, or online brand may not be the employer’s legal identity. Identify the registered company, agency, or individual employer and provide a usable service address.

Failing to prove that a dismissal occurred

When the employer claims that the employee abandoned work or simply stopped reporting, the employee should present evidence of being told not to return, being locked out, receiving a termination message, or making genuine attempts to resume work.

Absence alone does not automatically prove abandonment. The employer normally must show both failure to report without a valid reason and a clear intention to sever the employment relationship. (Supreme Court of the Philippines)

Resigning without documenting the pressure

When resignation is forced, preserve the messages, threats, salary reductions, demotion records, or other circumstances showing that the resignation was not voluntary. A resignation letter can be challenged, but the employee must present convincing evidence of coercion or intolerable conditions.

Omitting related money claims

State all claims arising from the employment relationship as early as possible. Adding a new claim late in the case may cause delay or be disallowed when it changes the issues unfairly.

Missing conferences or submission deadlines

NLRC deadlines are short. Monitor email, text messages, registered mail, and notices from the branch. Update your address and telephone number immediately if they change.

Relying on isolated screenshots

Submit the complete exchange when possible. Identify the participants, date, platform, and surrounding conversation. Keep the original device or exported file available if authenticity is disputed.

Signing an unclear quitclaim

A quitclaim is not automatically valid merely because it was signed. Courts examine whether it was voluntary, whether the amount was reasonable, and whether there was fraud or undue pressure. Still, challenging a signed settlement can be difficult. Do not sign until the amount, payment schedule, claims covered, and consequences of default are clear.

Waiting until the last minute

An illegal dismissal action generally prescribes in four years from the date the cause of action accrued under Article 1146 of the Civil Code. Separate money claims arising from employer-employee relations generally prescribe in three years under Article 306 of the Labor Code. File promptly rather than relying on the outer deadline. (LawPhil)

Special Situations

Probationary employees

Probationary employees also have security of tenure during the probationary period. They may be dismissed for:

A just cause;
An authorized cause; or
Failure to meet reasonable standards that were made known to them at the time of engagement.

An employer cannot simply label a worker “probationary” and dismiss the person at will. If the employer relies on performance standards that were never communicated, or presents no credible evaluation, the dismissal may be challenged.

When the dismissal is solely for failure to meet known probationary standards, the notice requirements may differ from an ordinary just-cause case. If the accusation is misconduct, neglect, fraud, or another just cause, the usual twin-notice requirements apply. (Supreme Court of the Philippines)

Fixed-term and project employees

The expiration of a genuine fixed-term contract or the completion of a legitimate project is not necessarily a dismissal. However, employers cannot use repeated fixed-term contracts or artificial project labels to defeat security of tenure.

Relevant questions include:

Was the end date freely and knowingly agreed upon?
Was the employee informed of the project’s scope and expected completion?
Was the employee repeatedly rehired for work necessary to the employer’s usual business?
Did the employer terminate the contract before its lawful end?
Was the arrangement designed to prevent regularization?

Agency-hired or contractor-supplied workers

When an employee was recruited by an agency but supervised by a principal company, both entities may need to be examined. Evidence concerning hiring, salary payment, control over the manner of work, disciplinary authority, equipment, scheduling, and the power to dismiss can help determine the true employer and any solidary liability.

Include the agency and principal when the facts reasonably support claims against both rather than assuming that only the name appearing on the payslip is responsible.

Foreign nationals working in the Philippines

Foreign workers employed in the Philippines generally use the same SEnA and NLRC processes. Useful additional documents include:

Passport and valid immigration documents;
Alien Certificate of Registration Identity Card;
Alien Employment Permit, when applicable;
Local employment contract;
Payroll and tax records; and
Proof of the Philippine workplace and employer’s address.

A worker’s nationality does not remove the protections of Philippine labor standards when Philippine labor law governs the employment relationship.

Overseas Filipino workers and complainants abroad

An OFW may generally file with the NLRC Regional Arbitration Branch where the worker resides or where the respondent’s principal office is located. The proper parties may include the foreign employer, local recruitment agency, and responsible persons, depending on the contract and governing law.

A person abroad who cannot appear personally may need to appoint a Philippine representative through a special power of attorney. When executed overseas, the document may need an apostille if issued in a country that participates in the Apostille Convention. Documents from non-participating countries may require Philippine consular authentication. Requirements should be confirmed with the receiving branch and the official DFA Apostille portal. (Apostille Philippines)

Frequently Asked Questions

Can I file directly with the NLRC without going through DOLE SEnA?

In most illegal dismissal disputes, the employee should first undergo the mandatory SEnA conciliation process unless a recognized legal or procedural exception applies. If SEnA fails, obtain the referral or endorsement and file the formal complaint with the NLRC.

Do I need a lawyer to file an illegal dismissal complaint?

No. An employee may personally file an RFA and NLRC complaint. Assistance is available for completing the prescribed forms. A lawyer can be helpful when the facts are complicated, several companies are involved, substantial monetary claims are disputed, or the case proceeds to appeal, but representation is not a condition for filing.

How much does it cost to file an illegal dismissal case?

Filing an employee’s RFA and initial NLRC complaint is generally free. Expenses may arise from printing, notarization, transportation, courier services, document authentication, or private representation.

What if my employer never gave me a termination letter?

A written termination letter is helpful but not indispensable. You can prove dismissal through verbal instructions confirmed by witnesses, messages telling you not to report, deactivated access, removal from the schedule, refusal to admit you to the workplace, or ignored return-to-work communications.

After a verbal dismissal, send a calm written message confirming what happened and stating that you remain ready and willing to work. This creates a contemporaneous record without using inflammatory language.

What if the employer says I resigned?

The tribunal will examine whether the resignation was voluntary. Evidence of threats, coercion, demotion, salary reduction, humiliation, or a demand to resign as a condition for receiving final pay may support constructive dismissal. A resignation letter is relevant evidence, but it is not always conclusive.

What if the employer says I abandoned my job?

The employer must prove more than absence. Abandonment generally requires both an unjustified failure to report for work and a clear intention to end the employment relationship. Messages showing that you tried to return, asked for a schedule, requested instructions, or contested the dismissal can undermine an abandonment defense.

Can a probationary employee file an illegal dismissal complaint?

Yes. A probationary employee can file when there was no valid cause, when the alleged performance standards were not communicated at the start, when the evaluation was fabricated or unsupported, or when required procedure was not observed.

Can I file while I am outside the Philippines?

Yes, depending on the facts and the ability to comply with filing and representation requirements. An OFW may use the venue options provided by the NLRC Rules. A complainant abroad may be required to execute an apostilled or authenticated special power of attorney for a representative in the Philippines.

What happens if the employer ignores DOLE or NLRC notices?

Failure to attend SEnA usually leads to referral rather than an automatic judgment. At the NLRC stage, repeated nonappearance despite proper service can result in waiver of procedural opportunities, and the case may proceed based on the available record. The employee must still prove the complaint with sufficient evidence.

How long does an illegal dismissal case take?

SEnA is designed to conclude within 30 days. The NLRC rules also contain relatively short periods for conferences, position papers, decisions, and appeals. In practice, a straightforward case may still take several months, while a contested case involving service difficulties, multiple respondents, appeals, court review, or execution may take substantially longer.

Key Takeaways

“Filing with DOLE” usually begins with a SEnA Request for Assistance; the formal illegal dismissal case is decided by an NLRC Labor Arbiter.
A valid dismissal requires a lawful just or authorized cause and compliance with the applicable procedure.
A worker can be illegally dismissed even without a termination letter, including through constructive dismissal.
Preserve complete records, prove the fact of dismissal, and identify the employer’s correct legal name and address.
Attend every conference and observe the short deadlines for position papers, replies, and appeals.
The main remedies may include reinstatement, full backwages, separation pay in lieu of reinstatement, unpaid benefits, and legally supported damages.
Illegal dismissal claims generally prescribe in four years, while related money claims commonly prescribe in three years, so prompt filing is important.