Labor disputes in the Philippines within the jurisdiction of the National Labor Relations Commission (NLRC) through its Regional Arbitration Branch (RAB). The case is presided over by adjudicator called the "Labor Arbiter" (LA).

The LA is an adjudicator vested with significant powers derived directly from the Labor Code of the Philippines (Presidential Decree [PD] No. 442) and its implementing rules and regulations. These powers are multifaceted, encompassing the authority to hear and determine a wide array of labor controversies, to conduct investigations necessary for informed decision-making, and to issue writs and processes to ensure the efficacy of their pronouncements.

At this point, it is important to emphasize that the LA is not a judge and the RAB is not a court. Rather, this setup is within the concept of "quasi-judicial bodies." In other words, they are agencies within the framework of the Executive Branch, having fact-finding and adjudicatory powers, but are not Article VIII courts as contemplated by the 1987 Constitution of the Philippines.

Central to the role of the LA is the exercise of adjudicatory powers. This encompasses the jurisdiction to resolve substantive labor disputes, including allegations of illegal dismissal, wherein an employee claims termination without just cause or due process. In such instances, the LA possesses the authority to order remedies such as reinstatement with back wages, separation pay, and, where warranted by the evidence, the imposition of moral and exemplary damages arising from employment relations. Furthermore, the LA is empowered to address claims of unfair labor practices (ULP), lodged by either employees or labor organizations against employers (or vice versa), concerning actions that contravene the fundamental right to self-organization and collective bargaining. In these cases, the LA may issue cease and desist orders and impose corresponding penalties as prescribed by law.

More about the jurisdiction of the LA is the concept of employer-employee relationship. As a general rule, where there is no employer-employee relationship, the LA has no jurisdiction. Also, as a rule, where there is employer-employee relationship, regular courts have no jurisdiction. This is supported by the concept of primary jurisdiction in remedial law.

The jurisdiction of the LA extends to the resolution of money claims, which typically involve demands for unpaid wages, overtime compensation, holiday pay, 13th-month pay, separation benefits, retirement entitlements, and other monetary emoluments arising from the employer-employee relationship. In these instances, the LA is tasked with the computation and subsequent awarding of such claims, ensuring that employees receive the compensation legally due them. Moreover, in specific cases involving unfair labor practices, there exists a view that the LA should be interpreted to hold the prerogative to issue orders for reinstatement, hiring, promotion, or transfer of employees, thereby rectifying discriminatory or unlawful employment actions. Disputes concerning the interpretation and implementation of collective bargaining agreements (CBAs) also fall within the ambit of the LA's adjudicatory authority, enabling them to render definitive interpretations and mandate compliance with the terms of these agreements; this, of course, is unless the CBA itself specifically states that jurisdiction is granted to a voluntary arbitrator (VA) or a panel of VAs. Finally, the LA is empowered to adjudicate claims for damages arising from the employer-employee relationship, addressing various forms of loss or injury suffered by either party as a consequence of violations of labor laws and employment obligations.