Quick answer

A private-sector employee can claim final pay whenever employment ends—whether through resignation, dismissal, retirement, redundancy, retrenchment, closure, or completion of a valid fixed-term or project engagement. The employee remains entitled to all wages and monetary benefits already earned, regardless of why the employment ended.

Under DOLE Labor Advisory No. 06, Series of 2020, final pay must generally be released within 30 days from the effective date of separation or termination. A shorter, more favorable period applies if provided by company policy, an individual agreement, or a collective bargaining agreement (CBA).

Final pay is not the same as separation pay. Every separated employee may claim earned final pay, but separation pay is due only when a law, contract, CBA, company policy, or settlement provides for it.

This discussion primarily covers private-sector employees governed by the Labor Code. Government personnel, overseas workers, international seafarers, kasambahays, and workers covered by special laws or contracts may have additional rules and remedies.

What should be included in final pay?

Final pay—sometimes called last pay or back pay in payroll practice—is the total of all wages and monetary benefits due when employment ends. Depending on the employee’s records and legal coverage, it may include:

Unpaid salary through the last day worked, including any unpaid overtime, holiday pay, premium pay, night-shift differential, commissions, or similar earned compensation;
Cash conversion of earned and unused statutory service incentive leave (SIL), if the employee is legally covered;
Cash conversion of unused vacation, sick, or other leave credits, but only when conversion is required by company policy, an employment contract, a CBA, or established practice;
Proportionate 13th-month pay;
Separation pay, when legally or contractually due;
Retirement pay, when the employee qualifies under the law or an applicable retirement plan;
Refund of excess income tax withheld, if any;
Other compensation promised under an employment agreement, CBA, company policy, incentive plan, or valid settlement; and
Cash bonds or deposits that are due for return.

The exact amount depends on payroll records, the employee’s classification, the reason for separation, and the governing contract or policy.

How to check the computation

Ask HR or payroll for an itemized final-pay statement. It should identify the period covered, each benefit included, the rate and formula used, and every deduction.

Unpaid salary and wage-related benefits

Check the final payroll period against attendance records, schedules, payslips, and approved overtime or leave. Do not assume the monthly salary should simply be divided by 30: the correct daily or hourly rate can depend on the employee’s pay arrangement and applicable workday divisor.

Proportionate 13th-month pay

Covered rank-and-file employees who worked for at least one month during the calendar year remain entitled to proportionate 13th-month pay even if they resigned or were terminated before December.

The basic formula is:

Total basic salary earned during the calendar year ÷ 12

Overtime pay, premium pay, night-shift differential, holiday pay, and most allowances are generally excluded unless they have been integrated into basic salary by agreement, policy, or company practice. The governing authorities include Presidential Decree No. 851, Memorandum Order No. 28, and the DOLE Workers’ Statutory Monetary Benefits Handbook.

Unused leave

The statutory SIL benefit is generally five paid days yearly for a covered employee who has rendered at least one year of service. The Labor Code contains exclusions, so eligibility must be checked against the employee’s actual duties and workplace.

Vacation and sick leave exceeding the statutory SIL are not automatically convertible to cash. Conversion depends on the contract, CBA, company policy, or established practice. Review the written leave rules and the employee’s leave ledger.

Tax adjustment and BIR Form 2316

Final pay is not automatically tax-free. Tax treatment differs among salary, 13th-month and other benefits, separation benefits, retirement benefits, and refunds of excess withholding.

The employee should receive an accurate BIR Form 2316. When employment ends before year-end, BIR Revenue Regulations No. 11-2018 requires the employer to provide the form on the day the last compensation payment is made. An employee joining another employer within the same calendar year should give the new employer the previous employer’s BIR Form 2316 for proper annualized withholding.

When is separation pay included?

Separation pay is not automatically due upon every resignation or termination.

Reason employment ended	General statutory rule
Installation of labor-saving devices or redundancy	At least the higher of one month’s pay or one month’s pay for every year of service
Retrenchment to prevent losses	At least the higher of one month’s pay or one-half month’s pay for every year of service
Closure or cessation not caused by serious business losses	At least the higher of one month’s pay or one-half month’s pay for every year of service
Closure because of proven serious business losses	Statutory separation pay is generally not required, unless another legal or contractual basis applies
Qualifying termination because of disease	At least the higher of one month’s salary or one-half month’s salary for every year of service
Ordinary voluntary resignation	No statutory separation pay, unless a contract, CBA, company policy, practice, or settlement grants it
Dismissal for a valid just cause	No statutory separation pay as a general rule, unless another valid basis applies
Expiration of a valid fixed-term contract or completion of a genuine project	No automatic statutory separation pay, subject to the contract, applicable regulations, or another legal basis

For the statutory formulas, a fraction of at least six months is generally treated as one whole year. The rules appear in Articles 298 and 299 of the Labor Code.

A dispute over whether the stated ground—such as redundancy, retrenchment, project completion, or just cause—was genuine may be an illegal-dismissal case, not merely a final-pay computation issue. Final pay can be accepted without necessarily conceding that the dismissal was valid, but any accompanying quitclaim must be reviewed carefully.

Retirement pay may also be due

If no superior retirement plan or agreement applies, a covered private-sector employee who has served at least five years may generally retire upon reaching age 60 or more, with 65 as the compulsory retirement age. The statutory minimum is one-half month salary for every year of service, with the special inclusions stated in Article 302 of the Labor Code.

The statutory retirement rule has exceptions, including certain retail, service, and agricultural establishments employing not more than 10 workers. A company retirement plan or CBA may provide better benefits.

Can an employer require clearance?

Yes. Clearance procedures may be used to verify that company property has been returned and legitimate employment-related accountabilities have been settled.

In Milan v. NLRC, G.R. No. 202961, February 4, 2015, the Supreme Court recognized that an employer may withhold terminal pay and benefits pending the return of its property. This is a genuine exception to the general rule against withholding wages.

However, clearance is not a blank authority for indefinite delay. The employer should identify the specific property, debt, or accountability involved. The employee should promptly return company equipment, obtain a signed acknowledgment, complete required liquidations, and ask HR to identify any remaining clearance issue in writing.

For alleged loss or damage to tools, materials, or equipment, the employee must be given a reasonable opportunity to respond, responsibility must be clearly shown, and any deduction must be fair and must not exceed the actual loss. Articles 113 to 116 of the Labor Code regulate wage deductions and withholding.

How to claim final pay

1. Confirm the effective separation date

Keep the resignation letter and proof of receipt, acceptance letter, termination notice, retirement document, or notice of contract or project completion. The 30-day period runs from the effective separation or termination date—not merely the date a resignation letter was submitted.

2. Complete legitimate turnover requirements

Return laptops, phones, IDs, access cards, tools, vehicles, documents, funds, and other company property. Secure dated receipts or a signed clearance copy. Turn over work properly, but do not surrender the only copy of personal employment records.

3. Request the computation in writing

Send HR or payroll a written request for:

The itemized final-pay computation;
The proposed payment date and method;
The leave-credit ledger;
Details and supporting documents for deductions;
BIR Form 2316; and
A Certificate of Employment.

State the effective separation date and provide current contact and bank details. Keep proof that the request was received.

4. Review before signing

Compare the computation with the employment contract, payslips, time records, leave ledger, incentive rules, CBA, and company handbook.

Do not sign a release or quitclaim without reading the amount, covered claims, and legal consequences. A quitclaim can be binding when executed voluntarily, without fraud or coercion, for credible and reasonable consideration, and on terms consistent with law and public policy. Conversely, an unconscionable or improperly obtained quitclaim may not bar lawful claims. The Supreme Court explains these standards in Goodrich Manufacturing Corp. v. Ativo.

5. Send a documented follow-up or demand

If the stated payment date passes—or 30 days have elapsed—send a concise written demand. Identify the unpaid components, attach the relevant records, cite Labor Advisory No. 06-20, and request the computation and release of payment.

A phone call can help, but follow up by email, letter, or another retrievable written channel.

What to do if the employer still does not pay

A final-pay dispute may be brought through the Single Entry Approach, or SEnA, by filing a Request for Assistance (RFA).

An employee may:

File online through the official DOLE Assistance for Requests Management System; or
File personally at a Single Entry Assistance Desk of DOLE, the National Conciliation and Mediation Board, or the NLRC nearest the employee’s residence or at the employer’s principal place of business, as allowed by Department Order No. 249, Series of 2025.

SEnA is a non-litigious conciliation-mediation process. Under the current rules, the mandatory conciliation period is 30 calendar days beginning with the initial conference at which both parties appear. The parties may mutually agree to an extension of up to 15 calendar days when settlement remains possible. If the dispute is not settled, it may be referred to the DOLE office or labor tribunal with jurisdiction.

For questions about the proper office, contact DOLE Hotline 1349 or consult the DOLE regional-office directory.

If the dispute requires interpretation or implementation of a CBA or company personnel policy, the applicable grievance machinery may have to be used instead of ordinary SEnA processing.

Evidence to preserve

Keep lawful copies of:

Employment contract, job offer, and amendments;
Company handbook, compensation policies, incentive plans, and relevant CBA provisions;
Payslips, payroll registers available to the employee, and bank-credit records;
Daily time records, schedules, approved overtime, and attendance records;
Leave ledger and approved leave forms;
Commission, bonus, or incentive computations;
Resignation letter, termination notice, retirement papers, or contract-completion notice;
Clearance forms and receipts for returned property;
Emails or messages concerning final pay and promised payment dates;
The employer’s proposed computation, deduction schedule, waiver, or quitclaim;
BIR Form 2316 and relevant tax records; and
Proof of written demand and delivery.

Preserve personal employment evidence, but do not take confidential business information, customer data, trade secrets, or records the employee has no right to retain.

Time limits

Money claims arising from employment generally must be filed within three years from accrual under Article 306 of the Labor Code. The point of accrual can depend on when the payment became due and the facts of the claim, so employees should not wait until the deadline is near.

An illegal-dismissal complaint generally has a separate four-year prescriptive period. It can also involve reinstatement, backwages, damages, or other relief beyond ordinary final pay. The Supreme Court discusses that distinction in Arriola v. Pilipino Star Ngayon, Inc..

Common mistakes to avoid

Assuming that resignation cancels unpaid salary or proportionate 13th-month pay;
Assuming that every termination automatically carries separation pay;
Counting 30 days from the submission of a resignation instead of its effective date;
Treating all unused vacation and sick leave as automatically convertible;
Ignoring legitimate clearance requirements or failing to obtain receipts for returned property;
Accepting unexplained deductions without requesting their basis;
Signing a blank, incomplete, or inaccurate computation or quitclaim;
Relying only on verbal follow-ups;
Confusing final pay with backwages awarded for illegal dismissal; and
Waiting so long that a claim approaches its prescriptive deadline.

When legal help is urgent

Seek prompt help from DOLE, a union representative, or a Philippine labor lawyer when:

The employer is closing, liquidating, or transferring assets;
A large amount of salary, commissions, separation pay, or retirement pay is disputed;
The employer alleges theft, fraud, property loss, or an employment-related debt;
The employee was required to sign a resignation or quitclaim under pressure;
The stated reason for dismissal appears false or discriminatory;
The employee wants reinstatement or intends to challenge the dismissal;
A settlement agreement has not been honored; or
A three-year money-claim or four-year illegal-dismissal deadline may be approaching.

Frequently asked questions

Can a resigned employee claim final pay?

Yes. A resigned employee may claim all earned salary, proportionate 13th-month pay, covered unused leave, refundable deposits, applicable tax adjustment, and other earned benefits. Ordinary resignation does not automatically create a right to separation pay.

Can an employee dismissed for misconduct still receive final pay?

Yes. A valid dismissal for just cause does not erase wages and benefits already earned. Separation pay is generally not due, but unpaid salary, applicable 13th-month pay, refundable deposits, and other vested benefits remain payable.

Is the employer allowed to say “no clearance, no final pay”?

A real clearance process is lawful, particularly when company property or an employment-related accountability remains outstanding. Ask for a written, specific list. Once the property is returned or the issue is disputed on reasonable grounds, the employee may seek DOLE assistance rather than accept an unexplained or indefinite

Quick answer

A private-sector employee may claim final pay whenever employment ends—whether by resignation, dismissal, retirement, redundancy, closure, or completion of a valid fixed-term or project engagement. Final pay covers wages and monetary benefits already due; it is not a discretionary company benefit.

Under DOLE Labor Advisory No. 06, Series of 2020, the employer must release final pay within 30 days from the effective date of separation or termination, unless a company policy, individual agreement, or collective bargaining agreement gives the employee a more favorable period.

This does not mean every departing employee is entitled to separation pay. Separation pay is only one possible part of final pay and requires a separate legal, contractual, or company-policy basis.

Who may claim final pay

Final pay is due regardless of why employment ended. It may be claimed by an employee who:

Resigned voluntarily;
Was dismissed for just or authorized cause;
Was laid off because of redundancy, retrenchment, closure, or installation of labor-saving devices;
Retired;
Completed a valid fixed-term, seasonal, or project engagement; or
Otherwise ceased working for the employer.

The reason for separation affects which benefits are included, particularly separation pay, retirement pay, and possible remedies for illegal dismissal. It does not erase salary and benefits already earned.

This general discussion concerns private-sector employment governed by the Labor Code. Government personnel, overseas workers, international seafarers, kasambahays, and workers covered by special statutes or contracts may have additional rules and different claim procedures.

What final pay may include

DOLE defines final pay—sometimes called last pay or back pay in workplace practice—as the total wages and monetary benefits due when employment ends. Depending on the employee’s records and coverage, it may include:

Unpaid salary. This covers salary earned through the last working day, including any established overtime pay, holiday pay, premium pay, night-shift differential, commissions, or other compensation that remains unpaid.
Cash value of unused service incentive leave. A covered employee who has rendered at least one year of service is generally entitled to five days of service incentive leave under Article 95 of the Labor Code. Only earned and unused credits should be included, and statutory exclusions may apply.
Other unused leave credits. Vacation leave, sick leave, or other company leave must be converted to cash only when conversion is required by the employment contract, collective bargaining agreement, established company policy, or practice. Not every unused company leave is automatically convertible.
Proportionate 13th-month pay. Covered rank-and-file employees who worked for at least one month during the calendar year remain entitled even if they resigned or were terminated before December. The minimum amount is generally:

[ \text{13th-month pay}=\frac{\text{total basic salary earned during the calendar year}}{12} ]

The rule comes from Presidential Decree No. 851, as expanded by Memorandum Order No. 28. Overtime, premiums, allowances, and similar payments are normally excluded unless treated as part of basic salary by agreement, policy, or established practice.
Separation pay, if legally due. Entitlement depends on the reason for termination, as discussed below.
Retirement pay, if applicable. In the absence of a superior retirement plan, the Labor Code generally provides statutory retirement benefits to a covered employee who has served at least five years and retires at age 60 or older, but not beyond the compulsory retirement age of 65. Statutory exceptions include certain retail, service, and agricultural establishments employing not more than 10 workers.
Excess income tax withheld. Any overwithheld compensation tax should be adjusted or refunded when applicable.
Contractual or collectively agreed compensation. This may include earned bonuses, incentives, commissions, allowances, or benefits promised by an individual agreement, collective bargaining agreement, or enforceable company policy.
Returnable cash bonds or deposits. Any bond or deposit that is due for return must be accounted for.

An employee should request an itemized computation, not merely accept a single net figure.

When separation pay is included

Final pay and separation pay are not interchangeable.

Reason employment ended	General separation-pay rule
Voluntary resignation	No statutory separation pay, unless provided by contract, collective bargaining agreement, company policy, established practice, or settlement
Dismissal for a valid just cause	No statutory separation pay as a general rule, unless another lawful basis applies
Expiration of a valid fixed-term contract or completion of a valid project	No automatic statutory separation pay, subject to the governing contract and applicable sector rules
Installation of labor-saving devices or redundancy	At least one month’s pay or one month’s pay for every year of service, whichever is higher
Retrenchment to prevent losses	At least one month’s pay or one-half month’s pay for every year of service, whichever is higher
Closure not caused by serious business losses	At least one month’s pay or one-half month’s pay for every year of service, whichever is higher
Closure caused by proven serious business losses	Statutory separation pay is generally not required, unless another basis provides it
Valid termination because of disease	At least one month’s salary or one-half month’s salary for every year of service, whichever is greater

For the statutory formulas, a fraction of at least six months is treated as one whole year. The actual amount may be higher under a contract, collective bargaining agreement, policy, or established practice. Articles 298 and 299 of the Labor Code govern the principal authorized-cause rules.

A dispute about whether the stated ground was genuine—such as whether redundancy was valid or business losses were proven—is more than a routine final-pay computation. It may involve an illegal-dismissal claim and should be addressed promptly.

Clearance and legitimate accountabilities

Employers may use a reasonable clearance process to recover company property and settle genuine employment-related accountabilities. The Supreme Court recognized in Milan v. NLRC that terminal pay and benefits may be withheld while an employee has not returned property belonging to the employer.

This exception is not permission for an indefinite or unexplained delay. The employer should identify the particular property, debt, or accountability involved. The employee should:

Return laptops, phones, tools, identification cards, vehicles, documents, and other company property;
Obtain a dated acknowledgment for every item returned;
Liquidate cash advances and reimbursable expenses;
Ask HR to identify in writing any remaining clearance issue; and
Keep a completed or partially completed clearance form.

Deductions from wages are restricted by Articles 113 to 116 of the Labor Code. For alleged loss or damage to tools, materials, or equipment, the employee must be given a reasonable opportunity to respond, responsibility must be clearly shown, and the amount must be fair and no greater than the actual loss. A vague “accountability,” unsupported replacement cost, or unexplained deduction may be disputed.

How to claim final pay

1. Establish the effective separation date

Keep the document showing when employment legally ended, such as:

Resignation letter and proof of receipt;
Employer’s acceptance or confirmation of the last day;
Notice of termination;
Redundancy, retrenchment, or closure notice;
Retirement notice; or
Contract or project-completion document.

The 30-day period is counted from the effective separation or termination date—not merely from the date the resignation letter was submitted.

2. Complete turnover and clearance promptly

Ask for the employer’s clearance requirements before the last day when possible. Return company property through a traceable process and obtain receipts, emails, photographs, or signed turnover records.

Do not retain confidential company data merely to support a claim. Preserve only records that the employee may lawfully possess.

3. Request an itemized computation

Ask HR or payroll to show:

Salary period covered;
Leave credits converted;
13th-month-pay basis;
Separation or retirement formula, if applicable;
Commissions, incentives, or other earned benefits;
Tax adjustment;
Each deduction and its legal or contractual basis; and
The net amount and payment method.

Compare the computation with the contract, payslips, attendance records, leave ledger, collective bargaining agreement, and applicable policies.

4. Request the Certificate of Employment separately

A Certificate of Employment is not the same as final pay. Upon request, the employer must issue it within three days. It should state the dates of engagement and termination and the type or types of work performed. Even a current employee may request one under Labor Advisory No. 06-20.

The employer should not make issuance of the certificate depend on whether final-pay computation has been completed.

5. Send a written demand if payment is late or incorrect

If 30 days have passed—or a shorter, more favorable company deadline has expired—send HR and the employer a written demand stating:

The effective separation date;
The benefits believed to be unpaid;
Any disputed deductions;
Confirmation that property was returned or accountabilities were settled;
A request for the itemized computation; and
A request for payment.

Send it through a channel that produces proof of delivery, such as company email, registered mail, or an acknowledged physical copy.

6. File a SEnA Request for Assistance

If the employer does not resolve the matter, file a Request for Assistance under the Single Entry Approach or SEnA. Online filing is available through DOLE’s Assistance for Requests Management System. Onsite filing may be made at an appropriate Single Entry Assistance Desk of DOLE, the National Conciliation and Mediation Board, or the NLRC.

Under Department Order No. 249, Series of 2025, an employee may generally file physically at the office nearest the employee’s residence or at the employer’s principal place of business. The agencies can coordinate when the parties are in different regions.

SEnA is a conciliation-mediation process, not yet a full trial. Its 30-calendar-day period starts when the initial conference is conducted and both parties appear. The parties may mutually agree to an extension of up to 15 calendar days when settlement remains possible. If the dispute is not settled, it may be referred to the DOLE office or NLRC branch with jurisdiction.

A dispute arising from the interpretation or implementation of a collective bargaining agreement or company personnel policy may need to pass through the applicable grievance machinery instead.

Evidence to preserve

Keep copies of:

Employment contract, job offer, and amendments;
Payslips and payroll records;
Time records, schedules, overtime approvals, and attendance reports;
Leave balances;
Commission or incentive reports;
Company handbook and relevant policies;
Collective bargaining agreement, if any;
Resignation, acceptance, termination, or retirement documents;
Clearance and turnover records;
Receipts for returned property;
Tax records and BIR Form 2316;
Bank statements showing salary payments;
HR emails, messages, demand letters, and proof of delivery;
The employer’s final-pay computation and quitclaim; and
Names of persons who handled the clearance or payroll inquiry.

Employment and payroll records are commonly under the employer’s control, and the employer generally bears the burden of proving payment. Employees should nevertheless preserve all records available to them.

Review tax documents before closing the account

Final pay is not automatically tax-free. The treatment of salary, leave conversions, 13th-month pay, separation benefits, and retirement benefits depends on tax law and the reason for payment.

Ask for BIR Form 2316 and verify the compensation, tax withheld, tax due, and any refund. Under BIR Revenue Regulations No. 11-2018, when employment ends before year-end, the form must be furnished on the day the last compensation payment is made. An employee who transfers to another employer during the same calendar year should provide the new employer with the previous employer’s Form 2316.

Be careful with quitclaims

Do not sign a release, waiver, or quitclaim without checking the computation and understanding which claims are being waived. Ask for time to read it and retain a complete copy.

A quitclaim is not automatically invalid. The Supreme Court generally recognizes one when it was executed voluntarily, without fraud or coercion, for credible and reasonable consideration, and on terms not contrary to law or public policy. An unconscionable or improperly obtained quitclaim may not bar the employee’s lawful claims.

If only part of the computation is disputed, ask whether the undisputed amount can be paid without requiring a waiver of the disputed balance.

Common mistakes to avoid

Assuming that resignation cancels unpaid salary or proportionate 13th-month pay;
Assuming that every resignation or dismissal carries separation pay;
Counting the 30 days from the wrong date;
Leaving company property without obtaining proof of return;
Treating all unused leave as automatically convertible;
Accepting a net amount without an itemized computation;
Ignoring deductions for loans, damage, tax, or alleged accountabilities;
Signing a quitclaim without keeping a copy;
Relying only on verbal follow-ups;
Confusing final pay with backwages awarded for illegal dismissal; and
Waiting until the claim is close to prescription.

Money claims arising from employment must generally be filed within three years from accrual under Article 306 of the Labor Code. Illegal-dismissal complaints generally have a separate four-year prescriptive period. File promptly because the precise accrual date and available remedies may depend on the facts.

When help is urgent

Seek immediate assistance from DOLE, the union, or a Philippine labor lawyer when:

The employer is closing, insolvent, or disposing of assets;
The employee disputes the legality of the dismissal;
Redundancy, retrenchment, or closure appears fabricated;
The employer demands payment for unexplained or inflated accountabilities;
A signature on a quitclaim or clearance document was forged or obtained through pressure;
A large separation or retirement benefit is disputed;
The employee is being threatened for asking about wages;
Several workers have the same unpaid claim; or
A filing deadline may be approaching.

DOLE may also be reached through Hotline 1349.

Frequently asked questions

Can a resigned employee still receive final pay?

Yes. Resignation does not remove the right to salary and benefits already earned. The employee may receive unpaid salary, proportionate 13th-month pay, convertible leave, tax adjustments, and other earned benefits. Statutory separation pay is not normally due for a voluntary resignation unless another basis provides it.

Can an employee dismissed for misconduct receive final pay?

Yes. Earned salary and other vested benefits remain payable. However, statutory separation pay is generally not due following a valid dismissal for just cause. Legitimate deductions or accountabilities may also affect the net amount.

Can the employer hold final pay because clearance is incomplete?

It may do so when the employee has a genuine unresolved obligation, such as unreturned company property. Ask the employer to identify the exact accountability in writing, complete the required turnover, and preserve proof. A purely internal routing delay with no identified accountability should be challenged.

Must unused vacation and sick leave be converted to cash?

Not always. Statutory service incentive leave and company-granted vacation or sick leave follow different rules. Company leave is convertible only when required by contract, collective bargaining agreement, policy, or established practice.

Does the employee need to wait 30 days before following up?

No. The employee may request the computation and complete clearance immediately. The 30-day rule is the general deadline for release, not a prohibition against earlier payment or follow-up.

What if the company promises payment after 60 or 90 days?

Ask for the legal or contractual basis in writing. Unless a valid and more favorable arrangement applies or a legitimate unresolved accountability exists, the DOLE standard is release within 30 days from separation.

Where should a complaint be filed?

A final-pay dispute generally begins with a SEnA Request for Assistance, filed online through ARMS or onsite with an appropriate DOLE, NCMB, or NLRC Single Entry Assistance Desk. The handling officer can refer unresolved issues to the office with adjudicatory jurisdiction.

Official sources

This article provides general legal information, not advice for a specific employment dispute. Entitlement and computation may change based on the employee’s status, documents, workplace policy, collective bargaining agreement, and reason for separation. Official sources were checked as of 1 August 2026.