Being fired without a written notice, a clear explanation of the accusation, or a meaningful chance to respond can violate Philippine labor law. However, the absence of notice or a hearing does not always produce the same result. The dismissal may be completely illegal, or the employer may have had a valid reason but still owe damages for failing to follow the required procedure. The difference determines whether the employee may recover reinstatement, backwages, separation pay, damages, or a combination of these remedies.

When Is Termination Considered Illegal?

Private-sector employees in the Philippines enjoy security of tenure. Under Article 294 of the Labor Code of the Philippines, an employer generally cannot dismiss an employee unless both of the following requirements are satisfied:

Substantive due process: There is a valid just or authorized cause for termination.
Procedural due process: The employer follows the notice and opportunity-to-be-heard requirements applicable to that cause.

A dismissal is illegal when the employer cannot prove a lawful reason for ending the employment relationship. Compliance with paperwork and hearings cannot cure the absence of a valid cause. Conversely, when the employer proves a valid cause but fails to follow the required procedure, the dismissal may remain valid, but the employer can be ordered to pay nominal damages. (Lawphil)

What happened	General legal result	Possible employee remedies
No valid cause and no proper procedure	Illegal dismissal	Reinstatement, full backwages, benefits, or separation pay in lieu of reinstatement; possible damages and attorney’s fees
No valid cause, but notices and a hearing were given	Illegal dismissal	Same basic remedies because procedure cannot replace a valid cause
Valid just cause, but no proper notice or opportunity to answer	Dismissal may remain valid	Nominal damages, commonly using the ₱30,000 benchmark from Agabon
Valid authorized cause, but the 30-day notices were not properly given	Dismissal may remain valid	Required separation pay plus nominal damages, commonly using the ₱50,000 benchmark from Jaka
Employee alleges verbal dismissal, but cannot prove that employment was actually terminated	Illegal-dismissal claim may fail	The employee must first establish the fact of dismissal

The ₱30,000 and ₱50,000 figures are jurisprudential benchmarks, not automatic tariffs in every case. Courts may consider the employer’s conduct and the surrounding circumstances. The leading cases are Agabon v. NLRC for just-cause dismissals and Jaka Food Processing Corporation v. Pacot for authorized-cause dismissals. (Lawphil)

What Notice and Hearing Does Philippine Labor Law Require?

The correct procedure depends on whether the employer is invoking a just cause, which is based on the employee’s fault, or an authorized cause, which generally arises from business necessity or disease.

Termination for a just cause: the twin-notice rule

For dismissals based on serious misconduct, insubordination, neglect, fraud, breach of trust, crime against the employer, or an analogous cause, the employer must substantially follow the twin-notice process under DOLE Department Order No. 147-15.

1. First written notice or notice to explain

The first notice should state:

The specific charge or legal ground for possible dismissal
The company rule allegedly violated, when applicable
A detailed narration of the acts, dates, transactions, or circumstances involved
A direction to submit a written explanation

A vague notice saying only “loss of trust,” “poor performance,” “policy violation,” or “misconduct” may be inadequate. The employee must be given enough information to prepare an intelligent defense.

The employee should ordinarily receive at least five calendar days from receipt of the notice to study the accusation, consult a union officer or lawyer, gather evidence, and prepare an explanation. DOLE Department Order No. 147-15 expressly describes five calendar days as the reasonable period. (Supreme Court E-Library)

2. Meaningful opportunity to answer

The employee must be allowed to explain and submit supporting evidence. This opportunity may take the form of:

A written explanation
An administrative conference
A face-to-face or virtual hearing
Submission of records, affidavits, messages, or witness statements

A full trial-type hearing is not required in every disciplinary case. A formal conference becomes particularly necessary when:

The employee requests it in writing
Important factual disputes must be resolved
Company rules or established practice require a hearing
Similar circumstances make a conference necessary for fairness

This means that “there was no hearing” does not automatically establish a due-process violation when the employee received a detailed charge and was genuinely allowed to answer in writing. But dismissal without any notice, explanation period, or meaningful opportunity to defend oneself normally violates procedural due process. (Supreme Court E-Library)

3. Second written notice or termination decision

After considering the employee’s explanation and the available evidence, the employer must issue a written decision stating that:

The employee’s explanation and relevant circumstances were considered
The charge was found established
Termination is being imposed

A termination letter prepared or delivered before the employee’s explanation period has expired may suggest that the supposed investigation was only a formality.

The standards were explained in King of Kings Transport, Inc. v. Mamac, which emphasized specific charges, adequate preparation time, an opportunity to defend oneself, and a written decision. (Lawphil)

Termination for an authorized cause

Authorized causes include redundancy, retrenchment, installation of labor-saving devices, closure or cessation of business, and qualifying disease.

For these dismissals, the employer must generally provide written notice to both:

The affected employee
The appropriate DOLE Regional Office

The notices must be served at least 30 days before the effective date of termination and must identify the authorized cause being invoked. A disciplinary hearing is not normally required because the termination is not based on employee wrongdoing, but the employer must still prove that the business or medical ground is genuine and legally sufficient. (Supreme Court E-Library)

Required separation pay generally follows these rules:

Authorized cause	Minimum separation pay
Installation of labor-saving devices	One month pay or one month pay for every year of service, whichever is higher
Redundancy	One month pay or one month pay for every year of service, whichever is higher
Retrenchment	One month pay or one-half month pay for every year of service, whichever is higher
Closure not caused by serious business losses	One month pay or one-half month pay for every year of service, whichever is higher
Closure caused by serious business losses	Separation pay is generally not legally required, unless granted by contract, CBA, policy, or agreement
Disease under Article 299	One month salary or one-half month salary for every year of service, whichever is higher

A fraction of at least six months is generally treated as one whole year when computing statutory separation pay. For disease-based termination, there must also be certification from a competent public health authority that the illness cannot be cured within six months despite proper medical treatment and that continued employment is prohibited by law or prejudicial to the employee’s or co-workers’ health. (Supreme Court E-Library)

What Reasons Can Legally Justify Dismissal?

Just causes under Article 297

An employer may dismiss an employee for:

Serious misconduct
Willful disobedience of a lawful and reasonable work-related order
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 an authorized representative
Other analogous causes

The alleged offense must fit the legal elements of the chosen ground. A minor mistake, isolated lapse, ordinary negligence, personality conflict, or unproven accusation does not automatically justify dismissal.

For example, “loss of trust and confidence” must be genuine and supported by established facts. It cannot be simulated, used as a cover for retaliation, or invented after the employee has already been removed. “Gross and habitual neglect” normally requires both serious negligence and repeated failure, although exceptionally serious single acts may be evaluated under other legal doctrines depending on the circumstances. (Supreme Court E-Library)

Authorized causes under Articles 298 and 299

Authorized causes are not based on employee fault. The employer must prove the factual and legal requirements of the selected ground.

For example:

Redundancy requires proof that the position or service has become genuinely excessive or unnecessary, good faith, and fair selection criteria.
Retrenchment requires substantial, actual, serious, or reasonably imminent losses supported by convincing evidence.
Closure must be a genuine business decision made in good faith.
Disease requires the specific public-health certification required by law.

Calling a termination “redundancy” does not make it valid. Organizational charts, approved restructuring plans, staffing patterns, financial evidence, job descriptions, and proof that the position was actually abolished are often important. If the supposedly redundant employee is quickly replaced by another person performing substantially the same work, the employer’s explanation may be questioned. (Supreme Court E-Library)

Probationary employees

Probationary employees may be terminated for a just cause or for failure to meet reasonable standards made known to them at the time of engagement. The employer cannot rely on hidden, vague, or newly invented regularization standards.

When termination is based on failure to qualify, written notice must still be served within a reasonable time from the effective date of termination. When the ground is misconduct or another just cause, the usual disciplinary due-process requirements apply. (Supreme Court E-Library)

Employee Remedies for Illegal Termination

Reinstatement

The ordinary remedy is reinstatement to the employee’s former position without loss of seniority rights and privileges. If the exact position no longer exists, reinstatement may be made to a substantially equivalent position.

Under the Labor Code and the current NLRC rules, the reinstatement portion of a Labor Arbiter’s decision is immediately executory even while the employer appeals. The employer may comply through actual reinstatement or, in appropriate circumstances, payroll reinstatement. The 2025 NLRC Rules direct the employer to submit a compliance report within 10 calendar days from receipt of a decision ordering reinstatement.

Full backwages and benefits

An illegally dismissed employee is generally entitled to full backwages from the time compensation was withheld until actual reinstatement. These may include:

Basic salary
Regular allowances
Thirteenth-month pay
Benefits or their monetary equivalent
Salary increases that can be properly established
Other compensation the employee would normally have received

Backwages compensate the employee for earnings lost because of the illegal dismissal. They are different from separation pay. (Lawphil)

Separation pay in lieu of reinstatement

When reinstatement is no longer practical—for example, because the business has closed, the position genuinely no longer exists, or circumstances make a workable employment relationship impossible—the tribunal may award separation pay instead of reinstatement.

This separation pay is commonly computed at one month salary for every year of service, with the final computation depending on the decision and applicable jurisprudence. It is separate from backwages, which compensate the employee for the period of illegal unemployment. (Lawphil)

Nominal damages for lack of procedure

When the employer proves a valid reason for dismissal but fails to follow the proper notice procedure, nominal damages may be awarded to recognize the violation of the employee’s statutory rights.

The usual reference points are:

₱30,000 for a valid just-cause dismissal with defective procedure under Agabon
₱50,000 for a valid authorized-cause dismissal with defective procedure under Jaka

These amounts do not replace reinstatement and backwages when the dismissal itself is illegal. They principally apply when the dismissal had a valid substantive basis but was procedurally defective. (Lawphil)

Moral and exemplary damages

Moral damages are not automatically awarded whenever an employee wins an illegal-dismissal case. They may be granted when the dismissal was carried out in bad faith, fraudulently, oppressively, or in a manner contrary to morals, good customs, or public policy.

Exemplary damages may be awarded when the employer’s conduct was wanton, fraudulent, reckless, or oppressive and an example or correction for the public good is warranted. Evidence of humiliation, fabricated charges, retaliation, public shaming, coercion, or a deliberately sham process may be relevant. (Lawphil)

Attorney’s fees and legal interest

Attorney’s fees of up to 10% of recoverable wages or monetary awards may be granted when the employee was compelled to litigate to protect lawful rights, but the award must have a legal and factual basis.

Final monetary awards are also commonly subjected to legal interest at 6% per year from finality of the judgment until full payment, following Nacar v. Gallery Frames and subsequent labor cases. (Lawphil)

Final pay and certificate of employment

Regardless of an illegal-dismissal complaint, an employee may separately demand earned final pay and a certificate of employment.

Under DOLE Labor Advisory No. 06-20:

Final pay should generally be released within 30 days from separation or termination, unless a more favorable company policy or agreement applies.
A certificate of employment should generally be issued within three days from the employee’s request.

Final pay may include unpaid salary, prorated thirteenth-month pay, convertible leave credits, tax refunds, and other amounts due under company policy or contract. Receiving undisputed final pay does not necessarily mean the employee agrees that the dismissal was legal, but signing a broad waiver or quitclaim can create additional issues. (Department of Labor and Employment)

What to Do Immediately After Being Fired Without Notice

1. Establish exactly what happened

Write down the date, time, place, and exact words used. Identify everyone present.

If the instruction was verbal or ambiguous, send a calm written message such as:

I was instructed today not to report for work and was denied access to my duties. Please confirm in writing whether my employment has been terminated, the effective date, and the reason for the decision. I remain ready and willing to work unless formally advised otherwise.

This helps distinguish an actual dismissal from a temporary scheduling issue, suspension, reassignment, or misunderstanding.

An employee alleging illegal dismissal must first prove that a dismissal actually occurred. Once the fact of dismissal is established, the burden shifts to the employer to prove a valid cause. (Lawphil)

2. Preserve evidence before access is removed

Save lawful copies of:

Employment contract and job offer
Employee handbook and disciplinary policy
Payslips and payroll records
Performance evaluations and commendations
Notices to explain, memoranda, and termination letters
Emails, text messages, chat messages, and meeting invitations
Attendance records and leave approvals
Organizational charts and job descriptions
Evidence that another person replaced you
Names and contact details of witnesses

Preserve the original electronic files when possible. Screenshots should show dates, account names, and the surrounding conversation. Avoid altering or selectively editing records.

3. Do not casually sign a resignation or quitclaim

A resignation letter may be used to argue that the employee voluntarily left. A quitclaim may also be binding when it was knowingly and voluntarily signed for reasonable consideration.

Before signing, examine whether the document:

States that you resigned voluntarily
Waives illegal-dismissal claims
Confirms full payment of all benefits
Contains a broad release of the company and its officers
Describes the payment as a complete settlement

Philippine courts scrutinize quitclaims, especially when the amount is unconscionably low or the employee’s consent was obtained through pressure or deception. However, a voluntary and reasonable settlement can be enforced. (Lawphil)

4. Request your records and computation

Ask the employer in writing for:

The official termination letter
The notices and evidence relied upon
Final-pay computation
Separation-pay computation, when applicable
Certificate of employment
Copy of any DOLE termination notice for an authorized-cause dismissal
Clearance requirements and schedule for release of company benefits

Return accountable company property through a documented turnover. Obtain a signed receipt or delivery confirmation.

5. File a SEnA Request for Assistance

Most termination disputes must first undergo the Single Entry Approach, or SEnA, under Republic Act No. 10396.

An employee may file a Request for Assistance:

Online through the DOLE Assistance and Referral Management System
At a DOLE Regional, Provincial, or Field Office
At an NLRC Regional Arbitration Branch
At an NCMB office or regional branch

SEnA is a 30-day mandatory conciliation-mediation process intended to help the parties reach a voluntary settlement before full litigation. It is accessible to individual workers, groups of workers, unions, kasambahays, local workers, and OFWs. (Lawphil)

During SEnA, possible settlement terms may include:

Reinstatement
Separation package
Backwages or a negotiated portion
Release of final pay and benefits
Correction of employment records
Issuance of a certificate of employment
Agreed payment dates and penalties for delay

A signed SEnA settlement is generally final and binding, so the amounts, tax treatment, installment schedule, waiver language, and consequences of nonpayment should be read carefully. (Supreme Court E-Library)

6. File an illegal-dismissal complaint with the NLRC

If SEnA does not settle the dispute, the case may proceed to the appropriate NLRC Regional Arbitration Branch. Labor Arbiters have original and exclusive jurisdiction over private-sector termination disputes and related claims for reinstatement, backwages, damages, and other employment benefits.

The proper venue is generally the NLRC branch covering the workplace. Special venue rules may apply to field employees, telecommuters, mobile workers, and OFWs.

No filing fee is ordinarily required from an employee filing an illegal-dismissal case. Legal representation is not legally mandatory, although position papers and evidence must still be organized carefully. (National Labor Relations Commission)

7. Attend conferences and prepare the position paper

After the complaint is docketed, the Labor Arbiter issues summons and schedules mandatory conciliation and mediation conferences. If settlement fails, the parties submit verified position papers with supporting documents and witness affidavits.

Under the 2025 NLRC Rules:

The mandatory conference is generally conducted in two settings.
Conciliation efforts may continue for up to 30 calendar days from the first conference, absent justified grounds.
Position papers are generally due on the date set by the Labor Arbiter, within 10 calendar days from the termination of mandatory conciliation.
The complainant’s repeated failure to appear or submit a position paper can result in dismissal of the case.

The position paper should clearly explain:

The employment relationship
The employee’s status, duties, salary, and length of service
How and when dismissal occurred
Why the stated cause is false, insufficient, or unsupported
Which procedural requirements were violated
The specific remedies and monetary claims requested
The evidence supporting each allegation

8. Watch the appeal deadline

A Labor Arbiter’s decision generally becomes final unless appealed to the NLRC Commission within 10 calendar days from receipt. No extension of this appeal period is allowed.

An employee who receives an unfavorable decision should not wait for a company representative, former co-worker, or informal intermediary to explain it. The date of actual or legally effective receipt must be recorded immediately.

Documents Commonly Needed

Document or evidence	Why it matters
Employment contract, appointment letter, or job offer	Proves employment terms, position, salary, and status
Employee ID, payroll records, SSS records, tax forms	Helps establish the employment relationship
Payslips and bank-credit records	Supports salary and backwage calculations
Notice to explain and written response	Shows whether the first-notice requirement was followed
Hearing notices and minutes	Shows whether there was a meaningful opportunity to defend
Termination letter	Identifies the official cause and effective date
Emails, texts, and chat messages	May prove verbal dismissal, coercion, retaliation, or inconsistent explanations
Performance evaluations	Relevant when poor performance or failure to qualify is alleged
Company handbook and code of discipline	Shows applicable rules, penalties, and required procedure
Witness affidavits	Supports disputed conversations, instructions, and workplace events
DOLE notice and proof of service	Important in redundancy, retrenchment, closure, and other authorized causes
Financial statements or restructuring documents	Often central to retrenchment or redundancy disputes
Final-pay and separation-pay computation	Helps identify unpaid or incorrectly computed benefits

Notarization is generally required for verified position papers and affidavits filed in the case. Employees living abroad may need to execute documents before a Philippine embassy or consulate or use an apostille when the document originates from a country covered by the Apostille Convention. An authorized representative filing or settling for an absent employee may also need a properly executed Special Power of Attorney.

Common Illegal-Termination Scenarios

“Do not report tomorrow” sent through text or chat

A dismissal can be verbal or electronic. The law does not require the employer to use the word “terminated” if the surrounding acts clearly show that the employee has been permanently excluded from work.

The employee should preserve the message, ask for written clarification, and state continued willingness to work. This reduces the risk that the employer later claims the employee simply stopped reporting.

Forced resignation

A resignation obtained through threats, intimidation, deception, an ultimatum, or unbearable working conditions may amount to constructive dismissal.

Constructive dismissal exists when continued employment becomes impossible, unreasonable, or unlikely, or when there is a serious demotion, substantial reduction in pay or benefits, or discriminatory treatment that effectively forces the employee to leave. (Lawphil)

Employer claims abandonment

Mere absence does not automatically constitute abandonment. The employer must show both:

Absence without a valid or justifiable reason
A clear and deliberate intention to sever the employment relationship

Filing an illegal-dismissal complaint, promptly protesting the termination, or repeatedly asking to return to work can contradict an allegation that the employee intended to abandon the job. (Lawphil)

Termination during preventive suspension

Preventive suspension is not itself a penalty. It may be imposed when the employee’s continued presence poses a serious and imminent threat to the employer’s property or the safety of co-workers.

An indefinite suspension, prolonged “floating” status, or failure to recall the employee without lawful justification may eventually support a constructive-dismissal claim. The facts, applicable industry rules, and length of the suspension must be examined carefully.

Redundancy followed by immediate replacement

The employer must prove that the position genuinely became unnecessary. Changing the job title while retaining substantially the same duties, or replacing the employee shortly after termination, may undermine the redundancy defense.

Employee refuses to receive the notice

Refusing to sign or receive a notice does not necessarily invalidate service. Employers may document personal refusal or send the notice to the employee’s last known address.

An employee who disagrees with a notice may acknowledge receipt while stating that receipt does not mean agreement with the accusation. Ignoring the notice can cause the employee to lose a valuable opportunity to place a detailed defense on record.

Time Limits and Expected Duration

Stage or claim	General period
SEnA conciliation-mediation	Up to 30 calendar days, subject to applicable extension rules
Illegal-dismissal claim	Four years from accrual of the cause of action
Ordinary employment money claims	Three years from accrual
Labor Arbiter mandatory conciliation	Generally terminated within 30 calendar days from the first conference, absent justified grounds
Labor Arbiter decision	Rules direct a decision within 30 calendar days after submission for decision
Appeal from Labor Arbiter to NLRC	10 calendar days from receipt
Employer’s compliance report for ordered reinstatement	10 calendar days from receipt of the decision

An illegal-dismissal complaint is treated as an action for injury to the employee’s rights and generally prescribes after four years. Separate claims for unpaid wages, overtime, leave conversion, or similar monetary benefits normally have a three-year prescriptive period. Filing the SEnA Request for Assistance interrupts or tolls the applicable period under the governing SEnA rules. (Lawphil)

The periods stated in the rules are official procedural targets. Actual cases may take longer because of difficulty serving summons, postponements, document production, appeals, remand, computation of awards, or enforcement against an employer that refuses to pay.

Special Situations

Foreign employees working in the Philippines

A foreign national who is genuinely employed in the Philippines is generally protected by Philippine labor standards governing security of tenure. The employee should preserve the employment contract, passport identification, Alien Employment Permit, work visa records, payroll documents, and proof of the local employer-employee relationship.

An immigration or permit issue does not automatically give an employer the right to fabricate a dismissal ground or ignore earned wages, although immigration and labor-permit consequences may need to be addressed separately.

Overseas Filipino workers

OFW termination disputes can involve the Philippine recruitment agency, foreign principal, employment contract, and the Migrant Workers and Overseas Filipinos Act. The 2025 NLRC Rules allow certain OFW cases to be filed at the Regional Arbitration Branch where the complainant resides or where a respondent’s principal office is located, at the complainant’s option.

Government employees

Employees in national government agencies, local government units, and many government entities are generally governed by civil service laws and must use Civil Service Commission remedies rather than filing an ordinary illegal-dismissal complaint with the NLRC.

Unionized employees

When a dispute primarily involves interpretation or enforcement of a collective bargaining agreement or company personnel policy, the grievance machinery and voluntary arbitration provisions may apply. The CBA should be reviewed immediately because it may contain short internal deadlines.

Frequently Asked Questions

Can my employer fire me immediately without warning?

An employer may immediately remove an employee from the workplace when urgent safety or property concerns justify preventive measures, but permanent dismissal still requires a valid cause and the applicable due-process procedure. Immediate termination without notice and an opportunity to answer is generally procedurally defective when based on alleged misconduct.

Is termination through text message legal?

A text message can prove that a dismissal occurred, but using text does not excuse the employer from proving a valid cause and complying with the required procedure. Preserve the complete conversation and ask for the official reason in writing.

Can I file an illegal-dismissal case even if I did not receive a termination letter?

Yes. A written termination letter is not required for the employee to prove that a dismissal occurred. Verbal instructions, removal from the schedule, blocked workplace access, deactivation of company accounts, replacement by another worker, and management messages may collectively establish dismissal.

Do I need a lawyer to file with DOLE or the NLRC?

No. Employees may personally file a SEnA request and an NLRC complaint. However, the position-paper stage involves legal arguments, affidavits, calculations, and evidence, so careful preparation is important.

Can I ask only for separation pay instead of returning to work?

An employee may request separation pay in lieu of reinstatement, but it is not automatically granted solely because the employee prefers not to return. The Labor Arbiter or reviewing tribunal determines whether reinstatement remains feasible. The parties may also negotiate a separation package during SEnA.

What happens if the employer ignores the SEnA conference?

Nonappearance does not automatically award the case to the employee. The SEnA proceedings may be terminated and referred to the proper NLRC branch or other agency. The employee must still prove the claim in compulsory arbitration.

Can my employer claim I resigned even though I was told to sign a resignation letter?

The employer bears the burden of proving that a resignation was voluntary when resignation is raised as a defense. Evidence of threats, pre-prepared resignation documents, ultimatums, immediate exclusion from work, or pressure to sign may support a finding of forced resignation or constructive dismissal. (Lawphil)

Does accepting final pay prevent me from filing a case?

Receiving amounts that are already undisputed—such as unpaid salary or prorated thirteenth-month pay—does not necessarily waive an illegal-dismissal claim. A signed settlement or quitclaim may have broader consequences, especially when the amount is reasonable and the document was voluntarily executed with full understanding.

How long do I have to file an illegal-dismissal complaint?

The general period is four years from the dismissal. Related wage and benefit claims may prescribe in three years, so delaying can reduce or eliminate recoverable claims.

What if the employer proves misconduct but never gave me a notice to explain?

The dismissal may remain valid if the misconduct legally justified termination and was proved by substantial evidence. However, the employer may be ordered to pay nominal damages for violating procedural due process, commonly guided by the ₱30,000 benchmark in Agabon.

Key Takeaways

A lawful dismissal normally requires both a valid cause and the correct procedure.
Just-cause termination requires a detailed first notice, at least five calendar days to explain, a meaningful opportunity to defend, and a written decision.
A formal hearing is not required in every case, but it becomes important when requested, when evidence is disputed, or when company rules require it.
Authorized-cause termination generally requires 30-day advance notices to both the employee and DOLE, proof of the business or medical ground, and the proper separation pay.
When there is no valid cause, the usual remedies are reinstatement, full backwages, benefits, or separation pay in lieu of reinstatement.
When the cause is valid but procedure was defective, nominal damages may be awarded instead of declaring the dismissal illegal.
Preserve messages, contracts, payroll records, notices, company policies, and witness information immediately.
File a SEnA Request for Assistance promptly and observe the four-year limit for illegal dismissal and the three-year limit for ordinary monetary claims.