Quick answer

Most workplace disputes should begin with a Request for Assistance (RFA) under DOLE’s Single Entry Approach, or SEnA. You may file free of charge through the official DOLE Assistance for Request Management System or onsite at an authorized DOLE, National Conciliation and Mediation Board (NCMB), or National Labor Relations Commission (NLRC) office.

SEnA is a mandatory conciliation-mediation process for most labor and employment disputes. It generally gives the parties up to 30 calendar days to reach a voluntary settlement. If settlement fails—or a party validly asks to pre-terminate the proceedings—the SEnA officer may refer or endorse the unresolved issues to the agency with jurisdiction.

A referral to the NLRC is not yet the formal NLRC complaint itself. For an illegal-dismissal case or another matter within a Labor Arbiter’s jurisdiction, the complainant must separately file the required complaint and supporting documents with the proper NLRC Regional Arbitration Branch.

To follow up:

For an online RFA, use the reference or docket number through DOLE ARMS’ “Track RFA Status” function.
For an onsite RFA, contact the office and SEnA officer identified on the acknowledgment receipt or conference notice.
For a formal NLRC case, contact the receiving or docket section of the Regional Arbitration Branch handling it and provide the complete NLRC case number and party names.

Do not rely on verbal assurances that a complaint was “already forwarded.” Obtain and keep the written referral, stamped complaint, electronic acknowledgment, docket number, and every notice issued in the case.

DOLE, SEnA, and the NLRC are not interchangeable

“Filing a DOLE complaint” may refer to several different procedures. Choosing the proper route depends on the claim and the employment situation.

SEnA: the usual first step

Republic Act No. 10396 requires most issues arising from labor and employment to undergo mandatory conciliation-mediation before the Labor Arbiter or appropriate DOLE agency entertains the case. The current implementing issuance is DOLE Department Order No. 249, Series of 2025.

SEnA is intended to help the parties settle without a full adjudicatory case. The officer is a neutral conciliator—not the worker’s lawyer, the employer’s representative, or a judge deciding who is correct.

Common matters brought through SEnA include:

Unpaid or underpaid wages
Overtime, holiday, premium, or night-shift differential claims
Unpaid 13th-month pay or other employment benefits
Delayed final pay or failure to issue a certificate of employment
Illegal deductions
Disputes involving suspension, termination, or alleged constructive dismissal
Employment-related claims involving contractors or subcontractors
Requests involving kasambahays, groups of workers, unions, employers, and qualifying OFWs

Certain disputes are excluded or follow specialized procedures, including matters governed by grievance machinery and voluntary arbitration, notices of strike or lockout, and other categories identified by law or DOLE rules. The receiving office should determine the correct routing from the facts alleged.

DOLE Regional Office: labor-standards enforcement

DOLE Regional Offices exercise visitorial and enforcement authority over compliance with labor standards. This may be relevant when violations can be verified from employment records or workplace inspection, particularly while the establishment is operating and an employment relationship still exists.

Examples may include noncompliance with minimum-wage, wage-payment, hours-of-work, occupational-safety, or statutory-benefit requirements. The proper procedure can be an RFA, an inspection-related request, or another enforcement process, depending on the circumstances.

The often-cited ₱5,000 limit belongs to the summary money-claim jurisdiction described in Article 129 of the Labor Code, where the claim does not include reinstatement. It should not be confused with DOLE’s separate visitorial and enforcement power under Article 128. Jurisdiction cannot safely be determined from the amount alone.

NLRC Labor Arbiter: formal adjudication

Labor Arbiters generally decide cases such as:

Illegal or constructive dismissal
Unfair labor practice
Claims for reinstatement
Wage and damages claims arising from an employment relationship when joined with a reinstatement claim
Other employment-related money claims falling within Labor Arbiter jurisdiction
Certain claims involving overseas Filipino workers under applicable migrant-worker laws
Enforcement of qualifying settlement agreements when the governing rules place execution with the NLRC

A formal NLRC case is adversarial. It normally involves mandatory conferences, submission of verified position papers and evidence, and a decision by the Labor Arbiter.

Who may file an RFA

The official DOLE ARMS portal accepts RFAs from:

An individual worker
A group of workers
A kasambahay
A union
A federation
A workers’ association
An employer
An overseas Filipino worker

When the aggrieved person is absent or incapacitated, an immediate family member may file with a valid special power of attorney. In case of death, legitimate heirs may file, subject to proof of identity, relationship, and authority.

How to file through SEnA

1. Identify the employer correctly

Use the employer’s complete registered or business name if known. Include:

Workplace address
Principal office or branch address
Name of the owner, contractor, agency, or responsible officer
Current email address and telephone number, if available
Separate details for a contractor, subcontractor, principal, or recruitment agency involved in the dispute

An incorrect address can delay service and conferences. If the name appearing on payslips differs from the establishment’s trade name, list both and explain the relationship.

2. Prepare a short factual chronology

State the facts in date order:

When you were hired
Your position, salary, and work location
What happened
When payment, reinstatement, correction, or another remedy was requested
How the employer responded
The specific relief you now seek

Distinguish facts personally known to you from assumptions. Avoid unnecessary insults, conclusions, or unrelated accusations.

3. Gather supporting records

Useful documents include:

Employment contract, offer letter, deployment papers, or job description
Company ID and workplace records
Payslips, payroll summaries, bank-credit records, and cash-payment receipts
Daily time records, schedules, logbooks, biometrics reports, or attendance screenshots
Notices to explain, preventive-suspension notices, administrative findings, and termination letters
Resignation letter and proof of when and how it was delivered
Emails, text messages, and workplace-chat records
Company policies, handbooks, and applicable collective bargaining agreement
SSS, PhilHealth, and Pag-IBIG contribution records
Previous written demands and the employer’s replies
Names and contact details of witnesses
Your own itemized computation of monetary claims

Preserve original electronic files when possible. Screenshots should show the sender, recipient, date, time, and surrounding conversation. Do not alter or crop away information needed to authenticate the record.

4. Submit the RFA online or onsite

You may file online through DOLE ARMS. Enter accurate contact information because notices and scheduling details may be sent to the mobile number or email address supplied.

Onsite RFAs may be filed through the appropriate Single Entry Assistance Desk at:

A DOLE Regional, Provincial, or Field Office
The NCMB Central Office or a Regional Conciliation and Mediation Branch
The NLRC Central Office or a Regional Arbitration Branch

Ask for a stamped receiving copy or acknowledgment showing the filing date, office, and reference or docket number.

5. Attend the conciliation-mediation conferences

Bring identification, your documents, and a clear settlement proposal. If claiming money, prepare an itemized computation rather than only stating a lump sum.

If someone will appear for a party, confirm in advance what written authority the office requires. A company representative should ordinarily have sufficient authority to negotiate and bind the employer. A worker using a representative may be asked for a special power of attorney or other proof of authority.

Notify the SEnA officer immediately if you cannot attend. Do not assume that sending a message to the other party excuses an absence.

What happens during the 30-day SEnA period

The SEnA officer facilitates discussions and may ask each side to explain its position or produce records. Conferences may be conducted face-to-face or through an accessible digital platform.

The parties may:

Reach a full settlement
Settle only some issues
Continue discussing the remaining issues within the allowed period
Agree to voluntary arbitration where legally appropriate
Request referral or endorsement of unresolved issues to the proper agency

Under Republic Act No. 10396, either or both parties may request pre-termination and referral at any stage. Pre-termination does not guarantee that the case belongs in the forum preferred by a party; the receiving agency must still possess legal jurisdiction.

If the parties settle

The agreement should clearly identify:

Each settled claim
The exact amount or nonmonetary obligation
Payment dates and method
Tax or deduction treatment, if applicable
Consequences of noncompliance
Whether the settlement is full or partial
The claims, if any, that remain unresolved

A SEnA settlement that complies with the governing rules is final and executory. Read every waiver, release, and quitclaim before signing. Do not sign a statement that payment has already been received if it has not.

If the other party later defaults, promptly return to the office that handled the RFA. Under Department Order No. 249-25, the requesting party may seek execution through the appropriate DOLE Regional Office or NLRC Regional Arbitration Branch, depending on the case. Bring the settlement, proof of default, payment records, and conference documents.

If no settlement is reached

Obtain the written referral or endorsement and confirm:

Which issues were referred
Which agency or office should receive the case
Whether another complaint form must be filed
What documents must accompany it
Whether an original or electronic record is required
The address and receiving hours of the proper office

An unsuccessful SEnA proceeding does not automatically produce an NLRC decision, judgment, or award.

How to file the formal NLRC complaint

For a case within Labor Arbiter jurisdiction, proceed to the proper NLRC Regional Arbitration Branch after obtaining the required SEnA referral or endorsement, unless the matter falls within a recognized exception.

Venue

Under the 2025 NLRC Rules of Procedure, cases are generally filed in the Regional Arbitration Branch having jurisdiction over the workplace where the complainant regularly worked when the cause of action arose. Special venue rules and transfers may apply to field or mobile workers, overseas-employment cases, multiple complainants, or circumstances in which another venue is legally permitted.

When uncertain, ask the NLRC receiving section to verify venue before filing. Filing in the wrong branch can cause transfer and delay.

Documents commonly required

Requirements depend on the case, but prepare:

Accomplished NLRC complaint form
SEnA referral or endorsement, when required
Valid identification
Complete names and service addresses of all complainants and respondents
Documents establishing employment
Termination, disciplinary, payroll, and timekeeping records
Itemized monetary computation
Special power of attorney or proof of representative authority, if applicable
Proof of relationship and authority for heirs
Other forms or certifications required by the current NLRC Rules and receiving office

Use the NLRC downloadable-forms page and consult the official 2025 NLRC Rules of Procedure. Do not rely on an old form without checking whether it remains current.

Secure a stamped copy or electronic acknowledgment containing the case number and filing date.

What happens after an NLRC complaint is docketed

The case is assigned to a Labor Arbiter. The parties receive notices requiring attendance at mandatory conferences. Conciliation remains possible even after formal filing.

If no settlement is reached, the Labor Arbiter ordinarily directs the parties to submit verified position papers, supporting evidence, and responsive pleadings within the periods stated in the applicable rules or order. Labor cases are generally resolved through these written submissions rather than a full trial with continuous witness testimony, although clarificatory hearings may be called when necessary.

Do not treat the initial complaint form as a substitute for the position paper. The position paper should coherently present the facts, legal grounds, requested relief, computations, and authenticated supporting evidence.

How to follow up a pending SEnA request

For an online RFA

Use the “Track RFA Status” function at DOLE ARMS and enter the reference or docket number shown in the acknowledgment.

If the status does not change or no officer contacts you:

Check your spam folder, text messages, and missed calls.
Confirm that the mobile number and email address in the RFA are correct.
Contact the DOLE office identified in the acknowledgment.
Give your full name, respondent’s name, filing date, and reference number.
Ask whether the RFA has been validated, docketed, assigned, or scheduled.
Request written confirmation of any new conference date.

Do not submit repeated RFAs for the same dispute merely because no immediate update appears. Duplicate filings can create confusion. Follow up using the original number unless the agency confirms that the first submission failed.

For an onsite RFA

Contact or visit the handling office. Bring the receiving copy and ask for the assigned SEnA officer. Record:

Date and time of the follow-up
Name and office of the person contacted
Information or instructions given
Next conference or compliance date
Documents still required

For a formal NLRC case

Use the complete case number when communicating with the Regional Arbitration Branch. Ask the receiving, docket, or assigned Labor Arbiter’s office whether:

Summons and notices were issued
Service on the respondent was successful
A conference was scheduled or reset
An order requiring position papers was issued
A pleading or decision is ready for release
Your mailing, email, and contact details remain correct

The official NLRC contact page lists its offices. Follow-ups should concern case status and copies of official issuances; staff cannot give private legal advice or predict the result.

Deadlines that should not be ignored

Filing an RFA should never be used as a reason to delay indefinitely. Depending on the claim:

Money claims arising from employer-employee relations generally prescribe in three years from accrual.
Unfair-labor-practice cases generally prescribe in one year from accrual.
Illegal-dismissal actions have generally been treated as actions based on injury to rights, subject to a four-year prescriptive period.
An appeal from a Labor Arbiter’s decision must generally be perfected within 10 calendar days from receipt.
For an employer appealing a monetary award, perfection generally requires the appeal bond prescribed by law and the NLRC Rules, subject to recognized rules on bond reduction and substantial compliance.

The exact accrual date, interruption of prescription, method of service, deadline computation, bond requirement, and available remedy can be fact-sensitive. Seek advice immediately when a prescriptive or appeal deadline is near.

If the employer does not attend

The employer’s nonappearance does not automatically prove every allegation or entitle the worker to the amount demanded.

During SEnA, the officer may document unsuccessful service or nonappearance and take the action authorized by the rules, including referral when appropriate. During formal NLRC proceedings, the case may proceed after proper notice, but the complainant must still establish the claim with substantial evidence.

Provide every known business address, email address, branch location, and responsible officer to improve the chances of effective service.

Evidence to preserve while the case is pending

Keep a separate, backed-up case folder containing:

RFA acknowledgment and tracking number
Referral or endorsement
NLRC complaint and docket number
Conference notices and proof of receipt
Pleadings and proof of filing or service
Employment and payroll records
Original messages and exported chat histories
Audio or video evidence obtained lawfully
Settlement drafts and signed agreements
Payment receipts and bank records
A dated log of calls, visits, and follow-ups

Do not secretly record private conversations without first considering the Anti-Wiretapping Act and other applicable privacy rules. Written notes made immediately after a conversation may be safer and remain useful.

Common mistakes

Filing against the wrong legal entity

A trade name, manpower agency, contractor, franchisee, and parent company may be legally distinct. Identify the entity that hired, paid, supervised, or dismissed the worker, and include other potentially responsible entities only when the facts support doing so.

Treating SEnA as the completed lawsuit

An RFA is ordinarily a pre-litigation request. After referral, the worker may still need to file a formal DOLE or NLRC case.

Missing notices because contact details changed

Immediately inform the handling office in writing of a new address, mobile number, or email address.

Signing an unclear quitclaim

A broadly worded quitclaim may cover more claims than expected. Verify the amount, payment date, tax treatment, scope of release, and enforcement mechanism before signing.

Claiming an unsupported lump sum

Separate basic wages, overtime, holiday pay, 13th-month pay, commissions, deductions, separation pay, back wages, and damages. Identify the period and basis for each item.

Withholding documents until later

Labor proceedings move quickly and rely heavily on written submissions. Present relevant evidence at the required stage instead of assuming it can always be introduced on appeal.

Waiting for the agency beyond the prescriptive period

Follow up promptly and preserve proof of filing. If the deadline is close, obtain legal advice on the correct formal filing rather than relying on informal assurances.

When legal help is urgent

Consult a labor lawyer, union representative, or qualified legal-aid office promptly when:

A termination or forced resignation has just occurred
Prescription may expire soon
A position-paper or appeal deadline is running
An employer must post an appeal bond
The worker is being asked to sign a quitclaim immediately
The employer has closed, transferred assets, or cannot be located
Several contractors or corporate entities may be liable
The dispute involves union rights, a strike, lockout, or unfair labor practice
The claim concerns an OFW, recruitment agency, or foreign employer
A SEnA settlement has been breached
The case involves retaliation, threats, harassment, or immediate safety risks

Workers who cannot afford private counsel may inquire with the Public Attorney’s Office, an accredited legal-aid organization, their union, or the NLRC’s available assistance services, subject to eligibility and office rules.

Frequently asked questions

Is filing an RFA free?

Yes. Filing and participating in SEnA do not require a filing fee. Be cautious of anyone demanding payment merely to “activate” a DOLE complaint.

Do I need a lawyer for SEnA?

No. The process is designed to be accessible without counsel. Legal advice can nevertheless be valuable when the claims are substantial, prescription is near, or a settlement and quitclaim are being proposed.

Can I file while still employed?

Yes. A current employee may seek assistance concerning unpaid benefits, deductions, working conditions, or other employment issues. The proper enforcement route depends on the facts.

Can an employer file an RFA?

Yes. DOLE ARMS expressly includes employers among the permitted requesting parties.

May I file online?

Yes. The official centralized portal is DOLE ARMS. Save the submission acknowledgment and reference number.

Does an RFA automatically become an NLRC complaint after 30 days?

No. If the dispute remains unresolved, obtain the referral or endorsement and complete the separate filing required by the agency with jurisdiction.

What if I do not know the exact amount owed?

File the best itemized estimate supported by the records available and state what documents the employer possesses. Do not invent work hours or amounts. A final computation may depend on payroll and timekeeping evidence.

What if the employer ignores the conference notices?

Report any known alternative address or contact information. Nonappearance may lead to referral or continuation under the applicable procedure, but the worker must still prove the claim.

Can I withdraw an RFA?

A requesting party may communicate a voluntary withdrawal to the handling office, subject to documentation under the applicable rules. Before withdrawing because of a private promise to pay, consider having the settlement properly written, explained, and attested so that enforcement rights are preserved.

Where can I check the controlling rules?

See Republic Act No. 10396, DOLE Department Order No. 249-25, the official DOLE ARMS portal, the 2025 NLRC Rules of Procedure, and the NLRC Citizen’s Charter.

This article provides general legal information, not advice for a particular case. Jurisdiction, prescription, computation, and filing requirements depend on the facts and documents. Official sources and procedures were checked as of August 24, 2026.