Quick answer

Start with a Request for Assistance under the Single Entry Approach (SEnA). For most labor disputes, this 30-calendar-day conciliation-mediation process is a mandatory first step before a formal case may proceed. You may file online through DOLE’s Assistance for Request Management System or onsite at a DOLE regional or provincial office, an NLRC Regional Arbitration Branch, or an office of the National Conciliation and Mediation Board.

If no settlement is reached—or either party asks to end conciliation early—the SEnA officer may issue a referral or endorsement to the agency with jurisdiction. Claims involving illegal dismissal, reinstatement, unfair labor practice, damages arising from employment, or qualifying money claims generally proceed before an NLRC Labor Arbiter. Certain labor-standards complaints may remain with DOLE.

Keep every reference number, notice, proof of submission, and date of receipt. Labor cases have prescriptive periods, and appeal deadlines can be as short as 10 calendar days.

DOLE, SEnA, and the NLRC are not the same

“Filing with DOLE” can mean several different things:

SEnA is a gateway for conciliation and possible settlement. It does not ordinarily decide which party is legally correct.
DOLE labor-standards enforcement addresses compliance with wage, hour, leave, occupational-safety, and similar laws, particularly where an employer-employee relationship still exists.
The NLRC, through its Labor Arbiters, hears and decides cases within its jurisdiction, including termination disputes and claims for reinstatement.
The NCMB or a voluntary arbitrator may have jurisdiction over disputes governed by a collective bargaining agreement, grievance machinery, or voluntary-arbitration agreement.
Claims of overseas workers, seafarers, kasambahays, public employees, or workers in specially regulated sectors may involve additional agencies or special rules.

The proper forum depends on the relief requested, whether employment is ongoing, the amount and nature of the claim, the existence of a collective bargaining agreement, and the parties’ employment documents.

When to begin with SEnA

Republic Act No. 10396 made conciliation-mediation a general prerequisite for labor and employment disputes. A Labor Arbiter or the appropriate DOLE office ordinarily entertains only a case endorsed or referred by an authorized SEnA officer, subject to statutory and regulatory exceptions.

An RFA may concern matters such as:

unpaid wages, overtime pay, holiday pay, premium pay, or night-shift differential;
unpaid 13th-month pay, service incentive leave, final pay, or separation pay;
illegal dismissal, constructive dismissal, forced resignation, or suspension;
underpayment of the applicable minimum wage;
unauthorized deductions;
non-remittance or employment-related concerns involving statutory benefits;
failure to issue employment records or a certificate of employment;
discrimination, harassment, retaliation, or unfair labor practice where these fall within labor-agency jurisdiction; and
disputes about employment terms or company policies.

A worker, group of workers, union, workers’ association, federation, kasambahay, OFW, or employer may file an RFA. If an aggrieved person is absent or incapacitated, an immediate family member may file with a special power of attorney. Legitimate heirs may file when the aggrieved person has died, subject to proof of their authority and status.

How to file a SEnA Request for Assistance

Online filing

Use the official DOLE ARMS portal:

Select Submit Request and the correct filer category.
Provide complete and accurate contact information.
Identify the employer or other responding party as precisely as possible.
Describe what happened in chronological order.
State each concern and the specific assistance or payment requested.
Review the information before submission.
Save the confirmation, reference number, screenshots, and any email or text acknowledgment.

The same portal includes Track RFA Status, which accepts a reference or docket number. Use the number shown in your receipt or confirmation.

Onsite filing

An RFA may be filed at:

a DOLE regional or provincial office;
the NCMB Central Office or a regional branch;
the NLRC Central Office or a Regional Arbitration Branch; or
another authorized SEnA desk.

Consult the official DOLE regional-office directory or the NLRC website before visiting because office addresses, operating arrangements, and contact details may change.

Bring a government-issued ID if available, your contact details, the employer’s correct legal or business name and address, and copies of relevant records. Ask for a stamped receiving copy or written acknowledgment showing the filing date and reference number.

What to include in the request

A useful RFA is factual and specific. Include:

your full name, address, mobile number, and email address;
the employer’s registered or commonly used name, workplace address, and contact details;
your position and principal place of work;
hiring date, employment status, salary or wage rate, and pay schedule;
the date and manner of dismissal, resignation, suspension, underpayment, or other disputed act;
a month-by-month or pay-period computation of any money claim, if possible;
the exact relief sought, such as payment, reinstatement, correction of records, or issuance of a certificate of employment; and
related cases, prior demands, grievance proceedings, or settlements.

Do not deliberately name officers, directors, supervisors, agencies, contractors, or related companies as respondents without a factual and legal basis. Identifying the correct employer can be crucial, especially in contracting, agency, franchise, and corporate-group arrangements.

What happens during SEnA

SEnA generally provides up to 30 calendar days for conciliation-mediation. The assigned officer helps the parties communicate, clarify the issues, exchange computations or documents, and explore a voluntary settlement.

Either or both parties may request pre-termination of the process and referral or endorsement to the proper office. The availability and effect of early referral can depend on the applicable rules and the nature of the dispute.

Conciliation is not a full trial. The officer ordinarily does not decide contested facts or issue a judgment on the merits. If the dispute remains unresolved, obtain and preserve the referral, endorsement, or other closing document needed for the next forum.

If settlement is proposed:

ask for a written breakdown of every amount;
check whether taxes, deductions, release dates, and payment methods are stated;
identify which claims are being settled and which, if any, remain open;
confirm what happens if payment is late or incomplete;
do not sign blank pages or a document you do not understand; and
obtain a signed copy immediately.

A voluntary and reasonable settlement may bind the parties. Although Philippine courts scrutinize quitclaims, they are not automatically invalid. A quitclaim may be enforceable when it was entered into voluntarily, with full understanding, for credible and reasonable consideration, and without fraud or illegality. The Supreme Court discusses these principles in G.R. No. 243139, April 3, 2024.

When the complaint belongs with DOLE

DOLE may act on labor-standards violations through its visitorial and enforcement powers when the required employment relationship and jurisdictional facts exist. This can cover compliance with wage, hour, leave, occupational-safety, and related labor legislation.

For a simple employee money claim under the summary-recovery provision of the Labor Code, the DOLE Regional Director’s authority generally applies when:

the claim arises from an employer-employee relationship;
the claimant is a worker or domestic worker;
no reinstatement is sought; and
the aggregate claim for each worker does not exceed ₱5,000, excluding legal interest.

That ₱5,000 limit should not be confused with DOLE’s broader labor-standards enforcement authority. In an appropriate inspection or enforcement case involving an existing employer-employee relationship, DOLE’s authority is not necessarily limited by the amount claimed. Jurisdiction is highly fact-dependent, as explained by the Supreme Court in People’s Broadcasting Service v. Secretary of Labor, G.R. No. 179652, March 6, 2012.

If reinstatement is requested, the employment relationship is disputed, or the case principally concerns termination, the Labor Arbiter may be the proper forum.

When to file a formal NLRC complaint

After an unresolved SEnA proceeding and the necessary referral or endorsement, an NLRC Labor Arbiter generally has original and exclusive jurisdiction over:

unfair labor practice cases;
termination disputes, including illegal or constructive dismissal;
wage, work-condition, or company-policy claims accompanied by a request for reinstatement;
claims for actual, moral, exemplary, or other damages arising from the employment relationship;
qualifying money claims exceeding ₱5,000, whether or not accompanied by reinstatement; and
other cases assigned to Labor Arbiters by the Labor Code or special laws.

CBA interpretation and implementation disputes ordinarily pass through the agreement’s grievance machinery and, if unresolved, to voluntary arbitration. Do not assume that every union-related dispute belongs before a Labor Arbiter.

How to file the NLRC complaint

File with the NLRC Regional Arbitration Branch that has territorial jurisdiction under the applicable rules. Venue is commonly connected to the workplace where the complainant regularly performed work, but special venue provisions can apply. Confirm venue with the receiving branch, especially for remote work, multiple workplaces, overseas employment, seafarer claims, or several complainants.

At the Complaint Unit:

Present the SEnA referral or endorsement and identify every claim you intend to pursue.
Complete the current NLRC complaint form accurately.
Provide the respondents’ complete names and service addresses.
Sign the required verification and certification against forum shopping.
Attach or identify the supporting documents requested by the branch.
Obtain a stamped copy bearing the case or docket number.
Record the assigned Labor Arbiter and the dates of all scheduled conferences.

An aggrieved worker may personally file and participate without hiring a lawyer. A lawyer can nevertheless be important when the employment relationship is disputed, the respondent is difficult to identify, the claim is substantial, a CBA or foreign contract applies, or a deadline is near.

What happens after an NLRC complaint is filed

Under the NLRC procedural framework, the Labor Arbiter issues summons and schedules mandatory conciliation and mediation conferences. Settlement remains possible even after compulsory arbitration begins.

If the case does not settle, the Labor Arbiter will ordinarily direct the parties to submit verified position papers and supporting evidence. The position paper is not a casual letter: it is normally the main presentation of the party’s facts, legal arguments, computations, and evidence.

Follow the deadline stated in the order. Under the procedural rules, position-paper deadlines can be short and may be treated as non-extendible. A reply may be allowed under the timetable set by the Labor Arbiter, but it should not be used to introduce entirely new causes of action omitted from the complaint or position paper.

Attend every conference. If personal appearance is impossible, promptly ask the branch what written motion, authority, medical proof, or remote-appearance arrangement is required. Do not assume that an email, telephone call, or message to the opposing party excuses nonappearance.

How to follow up a SEnA request

For an online RFA:

Open DOLE ARMS.
Select Track RFA Status.
Search using the reference or docket number.
Check the email address and mobile number supplied in the RFA.
If the status is unclear, contact the assigned office and provide the reference number, filing date, parties’ names, and your current contact details.

For an onsite RFA, contact or visit the receiving SEnA desk. Bring the receiving copy. Ask specifically:

whether the RFA has been docketed;
who the assigned SEnA officer is;
whether a conference has been scheduled;
whether service on the responding party was successful;
whether additional contact details or documents are needed; and
whether the matter was settled, referred, endorsed, withdrawn, or closed.

Document each follow-up: date, time, office, person contacted, and response received.

How to follow up an NLRC case

Use the case number shown on the complaint, summons, order, or decision. Contact the Regional Arbitration Branch where the complaint was filed—not merely the NLRC Central Office—unless the case is already on appeal before a Commission Division.

Ask the appropriate records, docket, or Labor Arbiter’s office about:

the assigned Labor Arbiter;
dates of conferences and submission deadlines;
whether summons or an order was served;
whether a position paper, reply, motion, decision, or appeal has been filed;
whether a decision is ready for release;
whether the record has been transmitted on appeal; or
whether a certificate of finality or writ of execution has been issued.

A status inquiry does not extend a deadline. Personally monitor registered mail, courier deliveries, email, electronic notices authorized by the tribunal, and notices received by counsel or an authorized representative. Update the branch in writing if your address, phone number, email, or representative changes, and furnish the other party when required.

Evidence to preserve

Keep originals safely and submit copies unless the tribunal directs otherwise. Useful evidence can include:

employment contracts, appointment papers, job offers, and company IDs;
payslips, payroll records, bank-credit records, time sheets, bundy cards, and schedules;
notices to explain, written explanations, suspension or termination notices, and resignation letters;
performance evaluations, memoranda, handbooks, and company policies;
emails, text messages, chat logs, call records, and screenshots showing dates and participants;
proof of attendance, assignments, supervision, and reporting arrangements;
SSS, PhilHealth, Pag-IBIG, BIR, and other official employment records;
medical records where illness, disability, or fitness for work is relevant;
demands, grievances, meeting minutes, and prior settlement offers;
names and contact details of witnesses with personal knowledge; and
your own chronological account prepared while events are fresh.

Preserve electronic files in their original form. Keep complete conversations rather than isolated screenshots. Do not secretly access accounts, devices, or records you are not authorized to use.

For money claims, prepare a table showing the pay period, legal or contractual rate, amount paid, amount allegedly due, and supporting record. State clearly when an amount is only an estimate because the employer controls the records.

Time limits that should not be ignored

Different claims have different prescriptive periods:

Ordinary money claims arising from employment generally must be filed within three years from accrual.
An illegal-dismissal action generally prescribes in four years from dismissal. The Supreme Court explains this rule in Arriola v. Pilipino Star Ngayon, G.R. No. 175689, August 13, 2014.
An unfair labor practice claim under Book V of the Labor Code generally must be filed within one year from accrual.
Special laws and particular causes of action may impose different periods.

Determining when a claim “accrued,” and whether a demand, grievance, SEnA filing, or filing in another forum interrupted prescription, can require legal analysis. Filing in a forum that lacks jurisdiction may not protect the claim. Do not wait for an internal promise or informal negotiation when a deadline is approaching.

Appeals and other critical deadlines

A Labor Arbiter’s decision generally becomes final and executory unless appealed to the NLRC within 10 calendar days from receipt. An appeal requires a proper memorandum, verification, proof of service, applicable fees, and compliance with other procedural requirements. An employer appealing a monetary award ordinarily must also post the required cash or surety bond; special rules apply to some seafarer cases.

An NLRC decision generally becomes final and executory after 10 calendar days from receipt. A motion for reconsideration is generally allowed only once and must be filed within that same 10-calendar-day period.

Judicial review of an NLRC ruling is not an ordinary appeal. It is generally pursued through a petition for certiorari under Rule 65 before the Court of Appeals, ordinarily within 60 days from notice of the challenged ruling or the denial of a timely motion for reconsideration. Filing such a petition does not automatically stay execution unless the reviewing court issues the necessary restraining or injunctive order.

Deadline computation and service rules can determine whether a remedy is lost. Obtain legal assistance immediately upon receiving an adverse decision or order.

If you win but the employer does not pay

A favorable decision does not always result in automatic collection. Once the award is final and executory—or immediately enforceable under an applicable rule—ask the Labor Arbiter’s office about:

issuance of a certificate of finality;
filing a motion for execution, if required;
issuance of a writ of execution;
the assigned sheriff;
updated computations, legal interest, or partial payments; and
lawful information about the employer’s assets or business location that may assist execution.

Do not personally seize property, threaten respondents, or accept an undocumented side payment. Obtain an official receipt, written acknowledgment, or satisfaction document for every payment.

Common mistakes

Filing against a trade name while omitting the correct legal employer.
Giving an incomplete or obsolete address, preventing service.
Treating SEnA as the formal NLRC complaint and failing to obtain the referral.
Omitting a claim from the complaint and attempting to add it only in a late pleading.
Missing conferences because no paper notice was received despite known schedules.
Ignoring notices sent to counsel or an authorized representative.
Signing a quitclaim without checking the amount and scope of the release.
Relying on verbal promises while prescription continues to run.
Submitting screenshots without dates, sender identities, or the surrounding conversation.
Inflating computations or claiming benefits without checking coverage and exemptions.
Posting confidential pleadings or personal information publicly.
Assuming that repeated follow-ups suspend appeal or filing deadlines.

When legal help is urgent

Seek assistance immediately if:

dismissal occurred nearly four years ago;
unpaid compensation is nearing the three-year limit;
an alleged unfair labor practice is nearing one year;
you received a Labor Arbiter or NLRC decision;
the employer disputes that you were an employee;
you are being asked to sign a resignation, settlement, waiver, or quitclaim;
several companies, contractors, agencies, or corporate officers may be involved;
a CBA, overseas contract, seafarer contract, or foreign employer is involved;
the claim includes serious injury, death, disability, harassment, retaliation, or possible criminal conduct;
the employer appears to be closing, transferring assets, or leaving the Philippines; or
you cannot attend a conference or meet a pleading deadline.

Workers who cannot afford private counsel may inquire with the Public Attorney’s Office, a recognized legal-aid organization, an accredited union representative, or the appropriate government help desk. Eligibility and representation rules apply.

Frequently asked questions

Do I have to hire a lawyer?

No. A worker may personally file an RFA and an NLRC complaint. However, legal help is advisable for jurisdictional disputes, complicated computations, position papers, appeals, CBA cases, overseas or seafarer claims, and urgent deadlines.

Can I file while still employed?

Yes. SEnA and labor-standards remedies are not limited to former employees. Preserve evidence of any retaliation and report new incidents promptly.

Can I go directly to the NLRC?

Generally, the dispute must first pass through mandatory SEnA conciliation and be properly referred or endorsed. Exceptions exist under the Labor Code, special laws, and rules issued by the Secretary of Labor and Employment.

Where can I file SEnA online?

Use the official DOLE ARMS portal. The portal also permits status tracking by reference or docket number.

How long does SEnA take?

The mandatory conciliation-mediation period is generally up to 30 calendar days, although a party may request pre-termination and referral under Republic Act No. 10396. Administrative scheduling and proper service can affect actual developments.

What if the employer ignores SEnA?

Nonappearance does not by itself prove the worker’s claims. The SEnA officer may close the conciliation process and issue the appropriate referral or endorsement, after which the claimant must timely proceed in the correct forum.

Can I file for final pay or a certificate of employment?

Yes, these concerns may be raised through SEnA. Whether a formal unresolved claim belongs with DOLE or the NLRC depends on the relief, amount, employment status, and jurisdictional facts.

Is a SEnA settlement final?

A valid voluntary settlement is generally binding and may be immediately enforceable under the applicable rules. Its enforceability can still depend on whether consent was genuine, the consideration was credible and reasonable, and the agreement complied with law and public policy.

Can an appeal be filed after 10 calendar days?

The statutory period is strictly applied, and a late appeal ordinarily results in finality. Limited equitable exceptions recognized in jurisprudence are not a safe basis for delay. Consult counsel immediately.

Official references

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, deadlines, and remedies can change based on the facts, documents, governing contract, and special laws. Official sources were checked as of August 31, 2026.