The Labor-Management Council and Grievance Handling: Part 5 of Our Labor Law Series

The Labor-Management Council

Workers have their own representatives in this council, called employee representatives. If there's no labor union at the workplace, these representatives are elected directly by the workers themselves. But if a labor union already represents the majority of workers, then the employee representatives are either the union representatives or those recommended by the union. Either way, the election has to be done through a direct, secret, and unsigned vote.

The council also has a chairperson, elected by its members, and either the employer side or the employee side can hold that position. There's also room for a co-chairperson, and each side is required to have its own secretary.

This council isn't just a formality — it has to meet at least once every three months, and every meeting has to have minutes drawn up and kept. Those minutes need to record the date, time, and place of the meeting, the names of everyone present, the details of what was discussed and agreed upon, and any other matters raised. All members present have to sign or stamp the minutes, and they need to be kept for three years from the meeting date.

The Grievance-Handling Team

Separately, every business or workplace with 30 or more employees is required to have a Grievance-Handling Team, made up of a maximum of three people representing both labor and management. Their role is to hear and handle grievances raised by workers.

When a worker brings a grievance to this team, the team is required to inform that worker of the measures taken and the results within 10 days. If a matter turns out to be too complex for the Grievance-Handling Team to resolve on its own, it gets brought before the Labor-Management Council instead, and dealt with through consultation there.

One protection worth knowing: employers are not allowed to take any action against the members of the Grievance-Handling Team because of decisions the team makes. And any hours these members spend consulting or handling grievances are counted as regular working hours, not unpaid extra time.

The team is also required to keep a ledger recording the receipt and handling of grievances, and this has to be kept for at least one year.

Why This Matters to Us

Kababayan, I know that for many of us, raising a concern at work can feel intimidating, especially when we're not fully sure who we're supposed to talk to or whether it's even allowed. But these structures exist exactly for that purpose — to give every worker, including us, a proper channel to be heard. If your workplace has 30 or more employees, there should be a Grievance-Handling Team you can approach, and if you're ever unsure how to bring up an issue, Pinoy Sarang is here to help you figure out the right way to do it.

Next article: we close out this series with a look at protections for non-regular employees — fixed-term, part-time, and dispatch workers — and how discrimination against them can be corrected.

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About the Author

English Instructor in South Korea | 22 Years of Teaching Experience

Majella Pagayon is the founder of Pinoy Sarang, a community platform dedicated to helping Filipinos navigate life, work, education, and immigration in South Korea. She regularly writes practical guides, safety tips, and educational resources for Filipinos living and working abroad.