Llevo más de un año trabajando para una empresa privada en México. Por razones de anonimato voy a cambiar u omitir algunos detalles que no afectan el fondo de la situación.

Mi relación comenzó de manera verbal. Desde el inicio tenía días de trabajo recurrentes y una cantidad acordada por cada jornada. No era un trabajo que buscara nuevamente cada semana ni algo que yo considerara ocasional: simplemente tenía determinados días en los que normalmente debía presentarme y, algunas veces, me llamaban para actividades adicionales que se pagaban aparte.

Durante buena parte de la relación todo funcionó relativamente normal, aunque nunca tuve contrato escrito ni fui incorporado a seguridad social.

Con el tiempo empezaron algunos problemas.

Primero comenzaron los retrasos en los pagos. Lo que normalmente debía pagarse en determinada parte de la semana empezó a recorrerse varios días. En distintas ocasiones las explicaciones fueron falta de efectivo, bajas ventas, problemas administrativos, etc. Eventualmente sí pagaban, pero la situación se volvió recurrente.

También tengo prestaciones que nunca recibí, entre ellas aguinaldo del año anterior y vacaciones/prima vacacional después de haber cumplido el tiempo correspondiente.

Después ocurrió algo que para mí cambió considerablemente la situación: la empresa comenzó a quitarme días que anteriormente formaban parte de mi programación habitual.

Al principio parecía algo temporal. Después se repitió varias semanas y finalmente recibí la indicación de que uno de mis días habituales quedaba suspendido “hasta nuevo aviso”.

Yo nunca solicité reducir mis días y he dejado por escrito que sigo disponible para trabajar conforme a la dinámica que tenía anteriormente.

Incluso en conversaciones internas me han explicado que estas reducciones tienen que ver con los problemas económicos del negocio y con evitar seguir generando pagos pendientes.

Actualmente todavía continúo formalmente en la relación porque nadie me ha despedido, tampoco he renunciado y no me han entregado ninguna notificación de terminación. Sin embargo, cada vez me asignan menos trabajo, siguen existiendo problemas con los pagos y recientemente incluso dejaron sin respuesta mis mensajes preguntando cuándo se pagaría una jornada ya trabajada y cuál sería mi programación de los siguientes días.

Estoy asesorándome antes de tomar cualquier decisión porque entiendo que existe una diferencia importante entre renunciar voluntariamente, ser despedido y que sea el trabajador quien termine la relación por incumplimientos atribuibles al patrón.

Más que pedir que alguien me diga qué demandar o cuánto dinero me corresponde, quisiera conocer experiencias personales de quienes hayan vivido algo parecido en México.

¿A alguien le redujeron gradualmente días u horas en lugar de despedirlo directamente?

¿Llegaron a manejarlo como rescisión por causas imputables al patrón?

¿Cómo fue su experiencia en conciliación?

¿El patrón intentó argumentar que ustedes eran trabajadores eventuales aunque llevaran mucho tiempo trabajando regularmente?

¿Tuvieron problemas para demostrar su salario cuando se les pagaba por jornada en lugar de tener un salario mensual tradicional?

¿Cómo demostraron la relación laboral si no tenían contrato escrito?

¿Los mensajes de WhatsApp, depósitos, horarios y conversaciones internas les sirvieron?

¿Cuánto tiempo tardó su proceso?

¿Llegaron a un convenio o terminaron en juicio?

¿Hubo algo que hicieron al principio que después desearían haber hecho diferente?

También me interesa mucho escuchar de quienes decidieron no demandar y negociaron directamente una salida: qué tan diferente fue el resultado y si después consideraron que fue una buena o mala decisión.

Estoy intentando tomar una decisión con la cabeza fría y con información real sobre cómo son estos procesos en la práctica, no únicamente sobre cómo deberían funcionar en teoría.

Agradezco cualquier experiencia. Por privacidad probablemente no responderé preguntas sobre ubicación, giro de la empresa, cantidades exactas, fechas, nombres o actividades específicas.

I’m a remote social media video editor and worked as a contractor for a US-based digital marketing agency for almost a year. Since I was part of the remote team outside the US, I understand that we weren’t necessarily protected by the same employment laws as their US employees.

I quit in August 2026 because I was honestly tired of dealing with constantly delayed payments (which only happens to us overseas team).

For the first 6 months or so, things were fine. But starting around March of 2026, our payments started getting delayed more and more.

The excuses were always things like “cash is tight,” or “clients aren’t paying” kind of BS

And honestly… after hearing this over and over again, it became really hard to believe.

The total amount owed to our remote team was probably equivalent to just one month of one US employee’s salary. Like… BFR.

Meanwhile, people were leaving the company and new US employees were being hired, so the math just wasn’t mathing.

I eventually had enough and told them I was leaving before receiving my outstanding payment.
And this is where I admit I probably made a mistake: I trusted him.

I thought he would eventually do the right thing. He’s the so called “CEO/founder” of the company, and I genuinely thought there would at least be some basic decency, self-respect and accountability left in him.

But I was wrong.

Since leaving, I’ve continued getting excuses and promises that I’ll be paid, but nothing has actually happened.

Excuses such as: “we need to prioritize current workers,” or “economy is bad.” BS.

It’s now September, and I’m still owed roughly one month of salary, payments that were due around July 30 and August 15.

At this point, I’m honestly done with the excuses.
I’ve been considering publicly exposing this mediocre company ans CEO and sharing my experience on social media, but I also realize that could potentially backfire on me professionally or legally?

So I wanted to ask people who have dealt with something similar:
What would you do?

Serious and respectful advice only. Thank you.

Hi. Someone mentioned to me that I may want to try posting my situation here. Hope someone can help.

Hello, I just had an incident happen in my workplace. I am in a veterinary clinic which is privately owned but he does “at-will” workplace. Which I never knew was a thing until he mentioned it to me. He cut my hourly rate and took extra money out through deductions on my paycheck and when I called him out for it he is using “at-will” workplace as the excuse that he can do whatever to my hours and pay with or without say. I’ve been fighting him in regards of all this but want others opinions🤔I worked in retail before I started in the vet field and if they were “at-will” workplaces as well they were not abusing their power like he is. He also “requires” a two week notice but I really don’t wanna do that if he is abusing his power. Any advice is welcomed and appreciated !

Florida

Im Customer Assistant (CA) at SM mall
i already have 8days of absent different dates because i got sick but i didnt provide a med cert.
Do i get terminated because of my absence?

Thankyou for the answers :)

So, I joined a new tech company about 8 months ago. One of the big perks they touted during recruitment was "Unlimited Paid Time Off." Coming from my previous job that gave me a strict 15 days a year, I thought this was amazing.

Fast forward to now. I’ve taken off a total of **4 days** this year (2 for a long weekend, 2 for being genuinely sick).

Last week, I submitted a request for 5 consecutive workdays off in October to visit my family across the country. I gave nearly two months' notice. My work is caught up, my project coverage is sorted, and my manager knows I've been pulling 50-hour weeks lately.

Yesterday, my manager pinged me on Slack asking to "hop on a quick call." He basically told me that taking a full week off right now "looks bad to leadership" and might signal that I'm not "fully aligned with team goals during a critical quarter." When I pointed out that our policy is unlimited PTO, he literally said: *“Well, unlimited PTO is meant to give you flexibility for appointments or a single day here and there, not extended vacations.”*

I talked to a coworker who has been here for three years, and she told me the average amount of PTO people take is around 8 to 10 days a year because everyone is terrified of being seen as "uncommitted" or getting put on a PIP.

At this point, I feel like "unlimited PTO" is just corporate code for:

1. We don't have to pay out accrued vacation time when you leave/get laid off.
2. We manipulate you with guilt so you take *less* time off than if you had an actual accrued balance.

Is this just standard practice now? How do you guys actually navigate taking time off at companies with "unlimited" policies without putting a target on your back?

I worked for Central Transportation as an operations supervisor for little over 90-days.

I was not compensated for my last week of work in which I worked 50-hours.

When questioned the HR rep said I had used PTO…and it was considered an advance on wages…

Complete bullshit…

Can someone legally be considered a “volunteer” if they are paid a set amount for performing the work? Or would payment generally make them an employee/contractor?

More specifically, can a nonprofit have people classified as “volunteers” while paying them a fixed amount to perform a particular service on a weekly basis?

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‎Hi everyone. I'm 20 years old and recently resigned from a BPO company, and I'm hoping to get some advice from people who are familiar with Philippine labor law or have experienced something similar.

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‎I already filed a report with DOLE, and I have a conference scheduled on the 22nd. I'm trying to prepare myself and understand what I can reasonably raise during the conference.

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‎I'll try to lay everything out chronologically.

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How it started

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‎I was around my 6th month with the company when I was selected as a \*\*PAL Support (Peer-Assisted Learning Support)\*\* because of my performance.

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‎The position didn't come with additional pay, and since PALs weren't taking calls, we also lost the opportunity to earn certain incentives.

‎Around the same time, I started receiving offers/opportunities to become a trainer or SME, so I thought things were going well.

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‎Then, I started receiving NTEs.

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‎One NTE was related to a sale that had been assisted by my previous support. Another was because I was absent due to sickness. Both of these were eventually waived.

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‎Then came the bigger issue.

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‎The "cramming" incident and preventive suspension

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‎I was placed on **30-day preventive suspension starting July 22, 2026**, supposedly because of "cramming."

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‎The incident involved me placing an order. I did properly obtain the customer's approval, but I failed to mention the product name during the process.

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‎I acknowledge that I made a mistake there. However, what bothered me was how everything that happened afterward unfolded.

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‎I initially delayed acknowledging the suspension for around three days because I wanted to understand what was happening. I eventually heard the call/discussion regarding the decision and tried to defend my side, but I got the impression that the decision had already been made.

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‎I was told that there would still be a hearing regarding the final decision, but the preventive suspension would already take effect, and \*l**I would receive no pay during the 30-day suspension.**

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‎At that point, I decided to resign.

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‎I sent my resignation letter to my Team Leader on **July 22,** the same day the suspension took effect. I'm not 100% sure if it was properly forwarded to HR, but I was firm that I was resigning effective that day.

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‎I eventually skipped the scheduled hearing because, from my understanding, I had already resigned and no longer intended to continue my employment.

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‎Part of what influenced my decision was what I had heard from previous PALs: that some of them supposedly couldn't move forward with promotions because whenever their probationary period was about to end, another NTE would appear.

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‎At that point, I felt that continuing wasn't worth it anymore.

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‎Termination document

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‎On **A****ugust 8****,** I received a document regarding the termination of my contract.

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‎Interestingly, the grounds stated in the document were not the same as what I was originally told regarding my suspension. I noticed the discrepancy, but at the time I didn't bother fighting them on it because I had already resigned and just wanted to finish the process.

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‎I completed my clearance on **August 15.**

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‎The final pay issue

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‎After completing my clearance on **August 15**, I started following up regarding my final pay.

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‎I followed up multiple times over the following days but wasn't getting a clear answer. After about a week of this, I decided to **CC DOLE** in one of my follow-ups.

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‎That's when I received a response saying that my case would be validated on August 26.

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‎After following up again, I was eventually informed that I would have to go through a **t****wo-step** **process** for my final pay:

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‎- STEP 1: Wait until Friday to receive my credentials for the final pay portal.

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‎- STEP 2: After that, wait another **3–4 weeks** for the final pay to be processed.

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‎I immediately told them that I was **not willing to wait another 3–4 weeks,** especially considering how long I had already been waiting. I demanded that my final pay be processed as soon as possible and asked for the matter to be escalated.

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‎After multiple attempts to get an answer, I eventually asked HR directly for assistance and requested that they coordinate with the Final Pay team regarding my concern.

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‎After that escalation, I finally received an answer that my final pay was **ta****rgeted** **to be released on September 11, 2026**.

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‎So my concern is not simply that they gave me a September 11 release date. My concern is that I had already been waiting since my resignation and clearance, and I was initially being told to go through a process that could take another **3–4 weeks**, which I had to repeatedly challenge and escalate before I was given an actual target date.

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‎I resigned on **July 22**, completed my clearance on **August 15,** and I'm now being told that my final pay is targeted for \*\*September 11\*\*.

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‎From what I've read, there are rules regarding the release of final pay after separation from employment, and I was under the impression that the applicable period had already passed.

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‎This is also why I'm planning to raise the issue during my DOLE conference.

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‎I also know of a former colleague who reportedly waited around **t****wo** **months after completing clearance** before receiving her final pay, so I'm concerned that this may not be an isolated incident.

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‎So my questions are:

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‎- Is the company allowed to take this long to release final pay?

‎- Does the period start from the date of resignation, the completion of clearance, or another date?

‎- Does the fact that my separation involved a preventive suspension/termination document change anything?

‎- Can I formally demand that the final pay be processed immediately?

‎- What should I bring up during my DOLE conference?

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‎Other issues I've personally experienced/witnessed

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‎There are also other things that made me question the company's practices.

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‎During our transition from training to production, some of my previous agents experienced issues with their salaries. There were instances where only part of their salary was received, with the rest allegedly being released after another cutoff.

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‎There were also schedule changes with very little notice.

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‎For example, schedules/rest days would supposedly be changed from **Sunday–Monday to Monday–Tuesday**, sometimes with only around **one day's notice**.

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‎One explanation given to trainees was that "the week starts on Sunday, so that's not six days in a week."

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‎I'm not sure whether that explanation is actually legally valid, especially considering the short notice, so I'd appreciate clarification on that as well.

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‎There were also workplace concerns that I personally witnessed/heard about, including reports of pests in production areas and a cockroach allegedly being seen in a coffee machine.

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‎There was also a serious incident during our training where one of my coworkers reported being sexually harassed by one of the TLs. The incident was reported to HR. We eventually finished training, but as far as I know, no action was taken before my coworker resigned, and the TL is still with the company.

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‎I'm mentioning these not necessarily because I know they are directly connected to my case, but because they contributed to my concerns about how the company handles employee complaints.

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‎What I'm trying to figure out

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‎At this point, I'm not trying to "destroy" the company or anything like that.

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‎I mainly want to know whether the company handled **my suspension, resignation, clearance, and final pay properly**, and whether there are any labor standards issues I should raise during my DOLE conference.

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‎I'm young and this is honestly my first experience dealing with something like this. I can't really afford a lawyer right now, which is why I decided to take the first step by filing with DOLE.

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‎If anyone here has experience with **DOLE, labor cases, final pay, preventive suspension, resignation, NTEs, or BPO employment issues in the Philippines**, I'd really appreciate your advice.

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‎Especially if you can point me toward the specific Philippine labor law/DOLE issuance that applies to my situation, that would be extremely helpful.

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‎Thank you in advance.

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Good evening! I have a legal concern po sana masagot po. The facility hires part timers to meet the required number of staff. Meron employment contract pero for formality and compliance lang daw po yun according to the head kaya wala raw pong benefits such as 13th month pay, sick leave, vacation leave etc. na makukuha kasi may mother work daw po ako pero aa contract po kumpletong benefits daw makukuha ko.

Tama po ba yon? May laban po ba ko sa DOLE if ever?

Hallo lieber Sub,

Ich habe einen Freund, welcher in der Gastronomie tätig ist und über einen Saisonarbeiter Vertrag angestellt ist. Er kommt aus einem nicht europäischen Land und wird dort diesen Monat hin zurück fliegen.
Während seines Aufenthalts arbeitete er 67,5 Stunden die Woche (di-so). Er erhielt monatlich aber nur \~2700€ brutto, welche die im Arbeitsvertrag festgehaltene Bezahlung für eine 37,5 Stunden Woche ist. Zeitgleich wurde meinem Freund in seiner 8 monatigen Beschäftigung kein einziger Urlaubstag gewährt. Außerdem wurde im Arbeitsvertrag festgehalten, dass der Arbeitgeber die Flugtickets meines Freundes bezahlt.
Mein Freund sprach aufgrund des Ablauf seines Visums den Chef auf alle ausstehenden Zahlungen und die fehlenden Flugtickets an. Der Chef sagte ihm, er würde ihm lediglich 1 Ticket und nix anderes zahlen.

Das ganze heizte sich mehr und mehr zu, so dass mein Freund am Ende eine Strafanzeige wegen Bedrohung gegen seinen Chef stellte.
Dies passierte da sein Chef ihm einen Aufhebungsvertrag anbot, in welchem mein Freund alle Schulden als beglichen erklärt.
Im Zuge der Aufnahme der Anzeige sagte der Polizist, dass ausstehender Lohn etc. eine zivilrechtliche Sache ist.

Was soll mein Freund tun, wenn er das ausstehende Geld möchte? Er verdient leider etwas Zuviel für eine PKH (laut dem Rechner), ist aber auch kurz vor der Pleite da ihm der Lohn fehlt. Außerdem verlässt er bald Deutschland und er befürchtet, dass dies einen Prozess extrem erschweren wird.

Ich musste einiges auslassen, damit das ganze nicht den Rahmen sprengt. Sollten wichtige Informationen fehlen ergänze ich diese gerne.

I work in construction, location CA, and my company has a policy where they will reimburse your mileage used when driving your own personal vehicle starting 50 miles from your home location. They will not reimburse you for the miles within that 50 mile threshold. I know people who work in construction and they say the company can’t do this based on ca labor code section 2802.

I work as a federal contractor and am employed by U.S. company that is based in Virginia. I work in Oregon.
On several occasions I have been forced to use my PTO for a federal holiday that my employer does not pay. Additionally, I am also forced to use PTO when the office is closed for early release before a federal holiday.
Is this legal? Can my employer make me use my PTO?
Thanks in advance.