Short answer. No. The Labor Code flatly prohibits anyone who prepares or files an employees' compensation claim from charging a fee for it, and any agreement to pay one is void. Nothing may be deducted from your benefit to pay such a fee, and violating the ban is punishable.
What the law says
No agent, attorney or other person pursuing or in charge of the preparation or filing of any claim for benefit under this Title shall demand or charge for his services any fee, and any stipulation to the contrary shall be null and void.
Labor Code, Article 203 — No Fees For Claims. Read the full provision →
How wide the prohibition is
Read the wording carefully, because it is deliberately broad. It reaches an agent, attorney or other person — so it is not confined to lawyers, and a fixer, a union officer, a clinic staffer or a helpful neighbour is equally covered. It reaches anyone pursuing or in charge of the preparation or filing of the claim, which captures the person who merely assembles and lodges the papers as much as the one who argues it. And it bars demanding or charging any fee. A percentage of the award, a flat processing charge, a 'representation fee' and a 'facilitation' payment are all the same thing under this rule.
Two separate bans, not one
The article does two things. First, it voids the agreement: a stipulation to pay is null and void, so a signed contract, a notarized authorization or a chat message where you agreed to twenty percent gives the person nothing enforceable. He cannot sue you on it. Second, it separately prohibits retention or deduction of any amount from the benefit to pay such fees. That closes the obvious workaround — collecting the claim on your behalf and quietly taking a cut before handing over the balance. Consent is irrelevant to both. You cannot validly waive this, because the law removed the arrangement's legal force regardless of what you were willing to sign.
There is a penal consequence too
The provision is not purely civil. It states that a violation is punished by a fine of not less than five hundred pesos nor more than five thousand pesos, or imprisonment for not less than six months nor more than one year, or both, at the discretion of the court. Those peso figures are the ones written into the Labor Code text itself and have not kept pace with present-day money, so the meaningful deterrent for most people is the possible imprisonment and the voiding of the fee, rather than the fine.
What to do if you are being charged
Do not hand over a share of the benefit while the matter is unresolved, and do not let anyone receive the payout on your behalf if a cut has been discussed. Keep the written agreement, the receipts, the messages naming the percentage, and any deduction slip — these are the evidence of both the void stipulation and the prohibited deduction. If money has already been taken, the claim to recover it stands separately from your compensation claim. Assistance with an employees' compensation claim is available without paying a percentage to anyone, and it is worth checking your options before signing anything further.