Quick answer

Most workplace disputes should begin with a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file online through DOLE’s Assistance for Request Management System or in person at an authorized Single Entry Assistance Desk. SEnA provides mandatory conciliation-mediation, generally for up to 30 calendar days, to help the parties settle without a full case.

If no settlement is reached, the officer issues a referral or endorsement to the government office with jurisdiction. Claims such as illegal dismissal, unfair labor practice, reinstatement, and many employment-related money or damage claims ordinarily proceed as a formal complaint before an NLRC Regional Arbitration Branch, where a Labor Arbiter hears the case.

DOLE and the NLRC are not interchangeable:

DOLE regional offices principally enforce labor standards—such as minimum wage, holiday pay, overtime pay and workplace compliance—especially while employment continues.
NLRC Labor Arbiters decide termination disputes, unfair labor practices and claims within their statutory jurisdiction.
Other matters may belong to the NCMB, Bureau of Labor Relations, DMW, SSS, PhilHealth, Pag-IBIG, Employees’ Compensation Commission or another agency.

Because jurisdiction depends on the relief requested, employment status, collective bargaining agreement and supporting documents, describe every issue accurately when filing. The SEnA officer should route unresolved issues to the proper office.

Start with SEnA

The Single Entry Approach is the usual entry point for labor and employment disputes. Under Republic Act No. 10396, labor and employment issues are generally subject to mandatory conciliation-mediation before the office with jurisdiction entertains the formal case. Either or both parties may ask to pre-terminate SEnA and obtain a referral or endorsement; unresolved issues may also go to voluntary arbitration if both parties agree.

An RFA may be filed by an aggrieved worker—including a kasambahay or OFW—a group of workers, union, workers’ association, federation or employer. If the 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.

SEnA is not yet the trial of an NLRC complaint. The officer assigned to the RFA acts as a neutral conciliator-mediator and helps the parties explore settlement. The officer does not serve as the worker’s lawyer or promise a particular result.

Where and how to file an RFA

Online filing

Use the official DOLE ARMS portal. Select the correct type of requesting party, provide accurate contact and employment information, identify the employer or agency, and explain the assistance requested.

Save the confirmation page, reference number, docket number and any email or text acknowledgment. The portal also provides a Track RFA Status function using the reference or docket number.

Do not submit duplicate RFAs through several offices unless an authorized officer instructs you to do so. Duplicates can cause routing and record-matching problems.

Onsite filing

According to DOLE ARMS, onsite RFAs may be filed at:

DOLE regional or provincial offices;
the National Conciliation and Mediation Board central office or a regional branch; or
the NLRC central office or a Regional Arbitration Branch.

An official directory is available through DOLE’s website, while NLRC office information and issuances are available from the NLRC website.

Bring a valid ID and copies of your supporting records. Ask for a stamped receiving copy or written acknowledgment showing the date filed and reference or docket number.

What information to provide

A clear RFA should identify:

your complete name and active contact details;
the employer’s exact legal or business name, address and available contact details;
your job title, work location, hiring date and employment status;
your wage or salary and how it was paid;
the date and manner of dismissal, suspension, resignation or nonpayment, if applicable;
each issue requiring assistance;
the amounts claimed, with a simple computation when possible; and
the specific relief requested, such as payment, reinstatement, issuance of employment records or compliance with labor standards.

If a contractor, agency, principal, recruiter, manning agency or several related businesses may be responsible, identify each one and explain its role. Do not name an officer, owner or affiliated company as personally liable without a factual and legal basis.

Keep the account chronological and factual. Distinguish what you personally witnessed from what another person told you.

Documents and evidence to preserve

A worker should keep the originals and submit copies unless an officer requires otherwise. Useful evidence may include:

employment contracts, job offers and company policies;
payslips, payroll records, bank or e-wallet statements and cash-payment acknowledgments;
daily time records, biometric logs, schedules and overtime instructions;
notices to explain, written explanations, suspension or termination notices;
resignation letters and proof of when and how they were delivered;
performance evaluations, memoranda and investigation records;
emails, text messages and workplace-chat conversations;
proof of commissions, incentives, deductions or expenses;
company IDs, work assignments and records showing supervision or control;
SSS, PhilHealth and Pag-IBIG contribution records;
medical records for work-related injury, illness or disability claims;
the collective bargaining agreement and grievance records, when applicable;
names and contact details of witnesses; and
copies of the RFA, notices, settlement proposals and proof of attendance.

Preserve electronic records in their original form. Export complete conversations where possible instead of keeping only selected screenshots. Retain metadata, dates, sender details and backups. Do not secretly access accounts or records you are not legally entitled to use.

What happens during SEnA

The assigned officer normally schedules one or more conferences and notifies the parties. Attend every setting or promptly explain a genuine inability to attend. Keep your phone number, email address and mailing address current.

At the conference:

Explain the dispute briefly and identify the relief sought.
Bring computations and documents supporting the claim.
Listen carefully to any proposed settlement.
Ask how and when payment or other performance will occur.
Require every material term to appear in the written agreement.

A settlement reached with authorized assistance is generally final, binding and immediately enforceable. Read it before signing. Check the amount, payment dates, method of payment, tax treatment if relevant, reinstatement or clearance terms, scope of any waiver, consequences of default and who is signing for the employer.

Do not sign a blank document or rely on an oral promise that contradicts the written settlement. Ask for a signed copy immediately.

If the dispute remains unresolved, obtain the referral or endorsement document and confirm:

which agency or branch will receive the formal case;
which unresolved issues are included;
whether you must personally file another form;
what documents must accompany it; and
whether a deadline or scheduled appearance applies.

When the case belongs to DOLE

DOLE’s visitorial and enforcement powers generally cover compliance with labor standards while an employer-employee relationship still exists. Under Republic Act No. 7730, authorized DOLE officials may inspect employment records and issue compliance orders based on inspection findings. This enforcement power is not limited to claims of ₱5,000 or less.

Examples may include unpaid minimum wages, overtime, holiday pay, service incentive leave, 13th-month pay and other statutory labor standards. The correct procedure may involve inspection and compliance proceedings rather than an NLRC adjudication.

The mere fact that an employer disputes the employment relationship does not automatically prevent DOLE from examining whether that relationship exists. The Supreme Court has recognized DOLE’s authority to make that preliminary determination in the exercise of its visitorial and enforcement powers. Jurisdiction, however, remains fact-sensitive—particularly when employment has ended or the requested relief includes reinstatement or damages.

When the case belongs to the NLRC

Under the Labor Code, Labor Arbiters have original and exclusive jurisdiction over matters including:

unfair labor practice cases;
termination disputes, including alleged illegal or constructive dismissal;
certain wage, hours-of-work and employment-condition cases accompanied by a claim for reinstatement;
claims for actual, moral, exemplary or other damages arising from employment relations;
specified disputes involving strikes and lockouts; and
other employment-related claims within the jurisdiction provided by law.

The statutory ₱5,000 language in the Labor Arbiter jurisdiction provision should not be treated as a general minimum amount required before seeking labor assistance. DOLE’s inspection authority, the continuing or ended employment relationship, the relief requested and the nature of the claim all affect the proper forum.

Claims for SSS, PhilHealth, Pag-IBIG or employees’ compensation benefits ordinarily belong to the agencies administering those programs, not to the Labor Arbiter merely because they arose during employment. A worker may need separate complaints before the appropriate agencies.

Disputes concerning the interpretation or implementation of a collective bargaining agreement or the interpretation or enforcement of company personnel policies may have to pass through the contractual grievance machinery and voluntary arbitration. Union-registration and intra- or inter-union disputes follow different procedures.

OFWs and seafarers may also be covered by special statutes, contracts and DMW or maritime dispute procedures. They should disclose their status immediately rather than assume the rules for local employment apply unchanged.

Filing the formal NLRC complaint

After receiving the proper referral or endorsement, go to the identified NLRC Regional Arbitration Branch. Use the current NLRC complaint form and include all causes of action and requested relief. The complaint must be completed and verified as required by the applicable rules.

Venue ordinarily depends on the workplace and the governing NLRC rules. Special venue provisions can apply to OFWs, seafarers and parties with workplaces in different regions. Follow the referral and confirm venue with the receiving branch rather than choosing an office solely for convenience.

Provide enough copies for the case record and respondents, as instructed by the branch. Obtain a stamped copy showing the case number and filing date. Representation by a lawyer is permitted but is not always required at the initial stage.

A formal case commonly involves:

assignment to a Labor Arbiter;
service of summons and notices;
mandatory conciliation and mediation conferences;
identification and possible amendment of claims;
submission of verified position papers, affidavits and documentary evidence;
replies or further submissions if ordered; and
a decision based on the record.

NLRC proceedings are less technical than an ordinary court trial, but due process still matters. Evidence should be attached at the proper stage, allegations should be supported, and every order should be followed on time. Do not assume that evidence can always be supplied for the first time on appeal.

How to follow up an RFA

For an online RFA, use Track RFA Status on DOLE ARMS and enter the correct reference or docket number.

For onsite or office-assisted filing:

contact the office where the RFA was lodged;
give the complete name of the requesting party and reference or docket number;
ask for the assigned officer and current status;
confirm the date, time and mode of the next conference;
ask whether any notice was returned or could not be served; and
update your contact information in writing.

Keep a log of every follow-up: date, office, person contacted, advice received and next step. If the 30-day SEnA period has passed without settlement, ask whether the matter was extended by agreement, pre-terminated, closed or referred—and request the corresponding document.

How to follow up an NLRC case

Use the exact NLRC case number in every communication. Contact the Regional Arbitration Branch handling the case and verify:

the name of the assigned Labor Arbiter;
whether summons was served;
the next conference or submission date;
whether an order or decision has been issued;
when and how it was served; and
whether the record reflects your current address and counsel.

Review each notice personally even if you have a representative. Deadlines may run from receipt by the party, counsel or authorized representative under the applicable rule. Keep the envelope, courier record, email header or electronic-service record because the date of receipt can determine whether an appeal is timely.

A status inquiry does not replace a required motion, pleading, appeal or personal appearance.

Critical time limits

Do not delay merely because settlement talks are continuing.

Money claims

Article 306 of the Labor Code generally requires employment-related money claims to be filed within three years from accrual. Different items may accrue on different dates, so older portions of a recurring wage claim may prescribe before newer portions.

Illegal dismissal

An illegal-dismissal action is generally treated as an injury to rights and must ordinarily be filed within four years from dismissal, under Supreme Court doctrine applying Article 1146 of the Civil Code.

Unfair labor practice

An unfair labor practice claim under Book V of the Labor Code generally must be filed within one year from accrual.

Appeal from a Labor Arbiter

A Labor Arbiter’s decision, award or order generally must be appealed to the NLRC within 10 calendar days from receipt. The appeal must satisfy the permitted grounds and procedural requirements. When an employer appeals a monetary award, perfection ordinarily requires the prescribed cash or surety bond. Reinstatement ordered in an illegal-dismissal case is immediately executory even while an appeal is pending.

These periods are not interchangeable. Tolling, interruption, accrual and the effect of an earlier filing can be legally complex. Never wait for the last day, and do not assume that an internal company grievance, demand letter or informal government inquiry suspended every applicable period.

Common mistakes to avoid

Filing only a narrative without identifying the relief requested.
Naming the wrong employer or omitting the contractor, agency or principal involved.
Using a trade name when the correct legal entity is known.
Claiming one lump sum without showing how it was computed.
Ignoring notices because the employer has offered private settlement talks.
Missing conferences, position-paper deadlines or appeal periods.
Changing phone numbers or addresses without notifying the office in writing.
Signing a waiver, quitclaim or settlement without understanding its scope.
Submitting altered screenshots or incomplete message threads.
Giving away original records without retaining copies and proof of receipt.
Assuming an NLRC complaint automatically covers SSS, PhilHealth, Pag-IBIG or employees’ compensation issues.
Filing in several offices and failing to disclose related proceedings.
Waiting until evidence, witnesses or company records are no longer available.

When legal help is urgent

Seek prompt assistance from a labor lawyer, union representative, the Public Attorney’s Office if eligible, or an appropriate legal-aid organization when:

a filing or appeal deadline is near;
you have already received a Labor Arbiter or NLRC decision;
the employer is closing, transferring assets or becoming insolvent;
several companies, contractors or foreign parties may be liable;
you are being asked to sign a quitclaim or compromise;
the dispute involves union activity, a strike, lockout or alleged unfair labor practice;
retaliation, threats, violence or immediate safety risks are present;
the case involves a deceased, injured, disabled or medically repatriated worker;
the employment relationship or worker classification is seriously disputed;
there is a collective bargaining agreement or arbitration clause; or
the amount, evidence or procedural history is complicated.

For immediate physical danger, contact emergency or law-enforcement authorities. A labor complaint is not a substitute for urgent protection.

Frequently asked questions

Can I file even if I am still employed?

Yes. SEnA and DOLE labor-standards mechanisms may be used while employment continues. Continuing employment can be particularly important to DOLE’s visitorial and enforcement jurisdiction.

Do I need a lawyer to file an RFA?

No. An individual may file an RFA personally. A lawyer can nevertheless be valuable when jurisdiction, prescription, evidence, settlement language or a formal NLRC appeal is involved.

Is filing an RFA the same as filing an NLRC complaint?

No. An RFA begins SEnA conciliation-mediation. If it remains unresolved, a referral or endorsement may be issued, after which the claimant may need to file a separate formal complaint with the NLRC or another proper office.

Can I go straight to the NLRC?

The general rule is that labor and employment issues first pass through mandatory conciliation-mediation. The law allows either or both parties to pre-terminate that process and request referral or endorsement. Specific statutory or administrative exceptions may also apply.

What if the employer does not attend SEnA?

Keep attending as directed and ask the officer for the next official step. The requesting party should not treat the employer’s absence as an automatic victory. The case may be referred to the office with jurisdiction.

What if the employer ignores a signed settlement?

Return promptly to the office that assisted in the settlement and bring the signed agreement, proof of default and payment records. Ask about enforcement. Labor settlements assisted by the proper office are generally binding, subject to limited grounds such as fraud, misrepresentation or coercion.

Can I follow up without a reference or case number?

The office may be able to search using party information, but this is slower and less reliable. Preserve the RFA reference number, docket number or NLRC case number from the moment it is issued.

Where should contribution complaints be filed?

Questions involving SSS, PhilHealth or Pag-IBIG coverage, remittances and benefits generally require action before the corresponding agency. A labor case may involve related wage issues, but the NLRC does not acquire jurisdiction over every statutory contribution dispute.

Official references

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, deadlines and remedies may change based on the facts, documents, type of worker and later issuances. Official sources were checked as of September 2, 2026.