Quick answer

Start with the Single Entry Approach (SEnA) unless a specific exception applies. File a Request for Assistance (RFA) at a DOLE, NLRC, or National Conciliation and Mediation Board Single Entry Assistance Desk, or file online through DOLE ARMS. SEnA provides mandatory conciliation-mediation before most labor complaints proceed to adjudication.

If no settlement is reached—or either party asks to end conciliation early—request a referral or endorsement to the office with jurisdiction:

NLRC Regional Arbitration Branch: Usually for illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, and most money claims exceeding ₱5,000 per employee.
DOLE Regional Office: May handle certain simple wage or benefit claims not exceeding ₱5,000 per employee when reinstatement is not sought. DOLE also has separate inspection and enforcement powers over labor standards while the employment relationship still exists.
Another agency or process: Some disputes belong to the NCMB, grievance machinery and voluntary arbitration, the Department of Migrant Workers, Social Security System, Employees’ Compensation Commission, Civil Service Commission, or another specialized office.

Do not wait for the dispute to “work itself out.” Different claims have different prescriptive periods, and receiving an NLRC decision can trigger a non-extendible deadline as short as 10 calendar days.

DOLE and the NLRC perform different functions

The NLRC is attached to DOLE for policy coordination, but it is a quasi-judicial body with Labor Arbiters and Commissioners. Filing an RFA at an NLRC Single Entry Assistance Desk is not yet the same as filing a formal complaint before a Labor Arbiter.

Issue or objective	Usual starting or deciding office
Attempt an early settlement of most employment disputes	SEnA desk at DOLE, NLRC, or NCMB
Illegal or constructive dismissal	NLRC Labor Arbiter
Reinstatement or a wage claim accompanied by reinstatement	NLRC Labor Arbiter
Unfair labor practice	NLRC Labor Arbiter
Damages arising from the employment relationship	NLRC Labor Arbiter
Other employment-related money claims exceeding ₱5,000 per employee	NLRC Labor Arbiter
Simple wages or benefits not exceeding ₱5,000 per employee, without reinstatement	DOLE Regional Director or authorized hearing officer
Labor-standards violations discovered through inspection while employment continues	DOLE under its visitorial and enforcement authority
Interpretation or implementation of a collective bargaining agreement or company personnel policy	Grievance machinery and, if unresolved, voluntary arbitration
Actual strike or lockout, notice of strike or lockout, or preventive mediation	NCMB
Government employment dispute	Usually the Civil Service system, not the ordinary NLRC route

The ₱5,000 threshold remains in Article 129 of the Labor Code. It should not be confused with DOLE’s broader inspection authority under Article 128, which operates under different requirements. The correct forum can depend on whether employment is ongoing, whether reinstatement is requested, how the case arose, and what documents the employer presents. The relevant provisions appear in the Labor Code, while the Supreme Court has explained the distinction between Articles 128 and 129 in cases involving DOLE inspections and monetary claims, including People’s Broadcasting Service v. Secretary of Labor.

Check whether SEnA applies

The general rule is that labor and employment issues undergo mandatory conciliation-mediation before the appropriate adjudicating office entertains them. Either or both parties may ask to pre-terminate conciliation and obtain a referral or endorsement. This is established by Republic Act No. 10396 and implemented by DOLE Department Order No. 249-25.

The revised SEnA Rules exclude matters governed by specialized procedures, including:

Actual strikes or lockouts, notices of strike or lockout, and preventive-mediation notices;
CBA interpretation or implementation and enforcement of company personnel policies, which ordinarily pass through grievance machinery;
Applications for exemption from wage orders;
Certain licensing, permit, registration, and accreditation violations;
Occupational-safety matters involving imminent danger, dangerous occurrences, disabling injuries, or inadequate personal protective equipment;
Claims under social-security and welfare legislation;
Claims already covered by a SEnA settlement and quitclaim; and
Inter-union and intra-union disputes.

OFW employment issues and money claims may still be accepted under SEnA, without prejudice to services and procedures administered by the Department of Migrant Workers. Seafarer claims may be subject to additional statutory, contractual, medical, grievance, bond, and execution rules.

Before filing: preserve the evidence

Create a secure folder and keep original files unchanged. Preserve documents even if the employer controls the official payroll or personnel records.

Useful evidence may include:

Employment contract, appointment letter, job offer, deployment documents, or proof of actual work;
Payslips, payroll records, bank statements, remittance records, commission statements, or proof of cash payments;
Daily time records, biometric logs, schedules, attendance sheets, trip tickets, dispatch records, or work-output reports;
Notices to explain, administrative charges, written explanations, hearing minutes, suspension notices, and termination notices;
Resignation letters, clearance forms, final-pay computations, releases, quitclaims, and certificates of employment;
Emails, text messages, chat exports, work-platform messages, and call logs;
Company policies, handbook provisions, memoranda, and the applicable CBA;
SSS, PhilHealth, Pag-IBIG, tax, and benefit records;
Medical records and incident reports when health or safety is involved;
Names and contact details of witnesses with personal knowledge;
The employer’s exact registered or business name, address, branch, owner or corporate officers, contractor, subcontractor, agency, or principal; and
A dated computation showing each amount claimed and how it was calculated.

Keep complete conversations rather than isolated screenshots. Export messages when possible, retain dates and account details, and make a backup outside the employer’s device or account. Write a chronology identifying the date, people involved, event, supporting document, and requested remedy.

A written demand may also matter. Under Article 1155 of the Civil Code, a written extrajudicial demand or written acknowledgment of debt can affect prescription in appropriate cases. Oral follow-ups alone may be difficult to prove.

How to file a SEnA Request for Assistance

Who may file

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

If the requesting party is absent or incapacitated, an immediate family member or duly authorized representative generally needs a Special Power of Attorney. A corporate representative should bring the required board resolution, secretary’s certificate, or other proof of authority. If the requesting party has died, the representative or heir may be required to present the death certificate and proof of relationship.

Where and how to file

An RFA may be filed:

Onsite at a Single Entry Assistance Desk of a DOLE regional, provincial, field, or district office;
At an NCMB central or regional office;
At the NLRC central office or a Regional Arbitration Branch; or
Online through DOLE ARMS.

Under the revised SEnA Rules, the requesting party may generally choose a qualified desk near their residence, the employer’s principal place of business, or the place of operation of the union, federation chapter, or workers’ association, as applicable. Offices may coordinate across regions when the most convenient filing desk is far from the employer.

In the RFA, state:

The correct names, addresses, email addresses, and telephone numbers of the parties;
The employment position, work location, dates of employment, and pay arrangement;
Each issue separately—for example, illegal dismissal, unpaid wages, overtime, final pay, 13th-month pay, deductions, separation pay, or certificate of employment;
The important dates and a concise account of what happened;
The remedy or amount requested; and
Any urgent safety, retaliation, prescription, or evidence-preservation concern.

Obtain and keep the RFA reference number, filing acknowledgment, date filed, assigned SEnA Desk Officer, and conference notice.

What happens next

For an onsite RFA, the initial conference date should ordinarily be set upon filing. For an online RFA, it should be set promptly after assignment to a SEnA Desk Officer. Current rules call for an initial conference within five calendar days, or at the earliest available date not exceeding ten days from assignment.

The mandatory conciliation-mediation period is generally 30 calendar days. It may be extended by mutual agreement for no more than 15 additional calendar days when settlement still appears possible.

Conferences may be face-to-face or conducted through an available digital platform. SEnA is non-litigious: the officer facilitates communication but does not decide who wins. Parties ordinarily appear and represent themselves. A representative appearing in an allowed situation must have proper authority, including authority to enter into a binding settlement.

Statements exchanged in conciliation are confidential and privileged under the SEnA Rules. Do not secretly make audio, video, or electronic recordings of a SEnA conference.

How to follow up a SEnA request

Use the Check RFA Status function on DOLE ARMS or contact the office where the RFA was filed. A useful written follow-up should contain:

RFA reference number;
Full names of the parties;
Filing date;
Assigned SEnA Desk Officer, if known;
Date and result of the last conference;
The specific update requested;
Any approaching deadline or urgent circumstance; and
Current telephone number and email address.

Ask whether notice was successfully served on the responding party and whether another conference has been scheduled. Keep copies of every follow-up and proof that the office received it.

If the responding party cannot be contacted, does not attend, or refuses to settle, that does not automatically establish liability. Ask the SEnA Desk Officer about closing the RFA and issuing the proper referral or endorsement.

Either or both parties may request pre-termination and referral before the 30-day period ends. Consider this when prescription is close, urgent relief is needed, or further conferences plainly serve no useful purpose.

If a SEnA settlement is offered

Read every term before signing. Confirm:

The exact gross and net amounts;
Whether taxes or deductions will be applied;
Whether payment is in full or by installment;
Each installment amount, due date, and payment method;
Reinstatement, lifting of suspension, certificate-of-employment, or clearance obligations;
Which claims are being released;
What happens if a payment is late or dishonored; and
Whether the person signing for the employer has authority to bind it.

A SEnA settlement signed by the parties and attested by the SEnA Desk Officer is final and immediately executory, subject to limited grounds such as terms contrary to law, morals, public order, or public policy. The revised rules state that a waiver and quitclaim should be issued only after full compliance with the settlement.

If the other party defaults, immediately report the non-compliance to the SEnA Desk Officer and provide the agreement, payment schedule, proof of amounts received, and proof of default. The officer should call the parties to pursue voluntary compliance. If non-compliance continues, the matter may be referred to the DOLE Regional Office or NLRC Regional Arbitration Branch for enforcement.

How to file the formal NLRC complaint

An unresolved case within a Labor Arbiter’s jurisdiction is filed with the proper NLRC Regional Arbitration Branch under the 2025 NLRC Rules of Procedure.

Choose the proper Regional Arbitration Branch

For most Labor Arbiter cases, the complainant may choose the branch covering either:

The complainant’s workplace; or
The complainant’s residence.

“Workplace” includes the place of assignment, the reporting point after temporary travel or detail, the regular salary or instruction point of field or itinerant workers, and the alternative workplace of telecommuting employees or workers under similar arrangements.

An OFW case may generally be filed where the complainant resides or where the principal office of any respondent is located. Venue rules have exceptions, and an objection to venue may be waived if it is not made on or before the first mandatory conference.

Use the NLRC directory of key officials and Regional Arbitration Branches to identify the correct office.

Prepare the complaint carefully

Under the current rules:

State the full names and addresses of every complainant and respondent;
Include all causes of action arising from the same employment relationship;
Every complainant must sign;
Execute the required verification and certification against forum shopping; and
Attach or bring the SEnA referral or endorsement and relevant supporting records.

Do not name only a trade name if the employer’s legal entity can be identified. If a contractor, agency, principal, foreign employer, or responsible corporate party may be involved, confirm the proper respondents before filing. Adding a respondent later requires amendment and proper service of summons.

The NLRC recognizes personal filing, registered mail, and courier service authorized by the Commission. For filing by registered mail or authorized courier, the mailing date is treated as the filing date, but proof must be preserved. Confirm the current documentary checklist and accepted filing channel with the particular branch. Complaint forms are available through the NLRC downloadable-forms page.

What happens before the Labor Arbiter

Summons and mandatory conferences

The Labor Arbiter is directed to issue summons within two working days after receiving the complaint or amended complaint. The summons should specify two settings for mandatory conciliation and mediation.

Attend both settings and arrive prepared to discuss settlement and identify all claims and parties. If the complainant, despite due notice, misses both settings, the case may be dismissed without prejudice. A second dismissal for the same reason can be with prejudice. If the respondent misses both conferences despite proper service, the respondent may be deemed to have waived the right to file a position paper; this is not an automatic judgment for the complainant, who must still present sufficient evidence.

Position papers and evidence

If the case is not settled, the Labor Arbiter sets a date—within ten calendar days from termination of the mandatory conferences—for simultaneous filing of verified position papers.

The position paper should contain the material facts, legal and factual arguments, requested remedies, computations, supporting documents, and witness affidavits. Under the current rules, it should cover the claims stated in the complaint or properly amended complaint. Do not assume that an omitted claim can safely be introduced later.

A reply may be filed within ten calendar days from receipt of the opposing position paper on the date set before the Labor Arbiter. The Labor Arbiter may decide the case on the papers or conduct a clarificatory hearing when necessary.

A complainant who does not file the required position paper risks dismissal. A respondent who fails to file generally waives submission of a position paper, and the case may be decided from the existing record.

Decision

The current rules direct the Labor Arbiter to decide within 30 calendar days after the case is submitted for decision. This is different from a promise that every case will be released on that exact date; service issues, amendments, hearings, and other incidents can affect actual progress.

How to follow up an NLRC case

Keep a case sheet containing:

Arbitral docket number;
Regional Arbitration Branch;
Name of the Labor Arbiter;
Parties’ complete case title;
Dates of conferences and submissions;
Date each pleading was filed and served;
Date the case was submitted for decision; and
Current mailing, email, and telephone details on record.

Follow up with the branch’s Records and Docket Unit or through an official NLRC case-status facility available to the branch. The NLRC contact page publishes central and branch contact information.

When requesting an update, ask for the procedural status—not a private discussion of the merits. For example, ask whether summons was served, whether a position paper was received, whether the case has been submitted for decision, whether a decision has been promulgated, or whether the record was transmitted on appeal.

Check registered mail, courier deliveries, address notices, and communications from counsel every day. Under the 2025 Rules:

Registered-mail service may become complete upon receipt or five calendar days after the first postmaster’s notice, whichever is earlier.
Authorized-courier service may become complete upon receipt, after at least two delivery attempts, or five calendar days after the first attempt, whichever is earlier.

Ignoring an attempted delivery can therefore cause an appeal period to expire. Immediately notify the NLRC and the other party of any change in address or authorized representative, using a properly filed and served notice.

Deadlines after an NLRC decision

A Labor Arbiter’s decision becomes final unless a proper appeal is filed within 10 calendar days from receipt. If the tenth day falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day. No extension to perfect the appeal is allowed.

The appeal must be filed with the Regional Arbitration Branch or DOLE Regional Office of origin, not directly with another office. It must satisfy all requirements, including:

A verified memorandum of appeal;
Grounds and supporting arguments;
Specific relief requested;
Material dates, including the date of receipt;
Two legible copies with attachments;
Proof of payment of required lawful fees;
Proof of service on the other party; and
For an employer appealing a monetary award, the required cash or surety appeal bond.

A mere notice of appeal does not stop the deadline. An employer’s motion to reduce the bond does not suspend the appeal period and must be accompanied by a reasonable bond in relation to the award.

A party opposing the appeal may file an answer, reply, or opposition within ten calendar days from receipt.

After the Commission issues a decision, resolution, award, or order, only one motion for reconsideration may be entertained. It must be based on palpable or patent error and filed within 10 calendar days from receipt, with proof of service on the adverse party.

Seek legal help immediately upon receiving any adverse decision. Do not use the follow-up process as a substitute for filing the required appeal or motion.

Do not lose the case through prescription

Common general periods include:

Employment-related money claims: Three years from accrual under Article 306 of the Labor Code.
Illegal or constructive dismissal: Generally four years from accrual under Article 1146 of the Civil Code, as explained in Arriola v. Pilipino Star Ngayon.
Unfair labor practice: One year from accrual under the Labor Code.

Different components of one complaint can have different periods. For example, an illegal-dismissal claim may still be timely while some older overtime or wage claims are already barred.

In Zonio v. 88 Aces Maritime Services, the Supreme Court treated the date of the worker’s SEnA request as the date the claim was instituted because SEnA was a prerequisite to the Labor Arbiter complaint. However, prescription depends on the particular claim, accrual date, governing contract, prior demands, and procedural history. Do not rely on SEnA or informal negotiations to save a claim filed near the deadline without obtaining case-specific advice.

Common mistakes to avoid

Filing with the wrong office based only on the amount claimed;
Waiting for an internal company investigation or verbal promise while prescription continues;
Failing to identify the employer’s correct legal name and address;
Omitting a claim or respondent from the complaint;
Claiming a lump sum without a dated computation;
Submitting cropped screenshots without the full conversation or account details;
Surrendering original documents without retaining copies and proof of delivery;
Missing either of the two mandatory conferences;
Ignoring registered-mail or courier notices;
Filing a position paper late or without verification, documents, and affidavits;
Serving the NLRC but not the opposing party;
Filing an appeal with the wrong office;
Assuming a notice of appeal or request for extension preserves the 10-day period;
Signing a quitclaim before receiving the entire settlement;
Secretly recording a confidential SEnA conference; and
Paying a fixer or relying on a person who is not authorized to represent parties before the NLRC.

When help is urgent

Contact the appropriate government office or a Philippine labor lawyer promptly when:

A 10-day appeal or reconsideration deadline is running;
A money claim, illegal-dismissal claim, or unfair-labor-practice claim is close to prescription;
There is imminent danger, a disabling workplace injury, violence, detention, threats, or serious retaliation;
The employer is closing, transferring assets, leaving the Philippines, or becoming insolvent;
The respondent is evading summons or using multiple business names;
A quitclaim, settlement, affidavit, resignation, or admission is being demanded immediately;
The dispute involves union rights, a strike, a CBA, an OFW or seafarer contract, or competing government jurisdictions;
The employer alleges theft, fraud, violence, data misuse, or another act that may also lead to a criminal case;
A reinstatement order is being ignored; or
A final monetary award remains unpaid and execution is necessary.

Frequently asked questions

Do I need a lawyer to file?

No. A worker may file and appear personally. A lawyer can be valuable when jurisdiction, prescription, evidence, large monetary claims, union rights, OFW rules, appeal bonds, or appellate deadlines are involved. Non-lawyer representation is permitted only in situations allowed by the NLRC Rules and requires proper authority.

Can I file while still employed?

Yes. Wage, benefit, discrimination, safety, contracting, retaliation, and other labor issues can arise during employment. DOLE’s inspection and enforcement authority may be particularly relevant when the employment relationship continues.

Can I file SEnA online?

Yes. Use the official DOLE ARMS portal. Save the confirmation and reference number. A formal NLRC complaint is a separate filing governed by the NLRC Rules and the receiving branch’s current requirements.

What if the employer does not attend SEnA?

The SEnA officer may continue efforts to notify the employer and then close or refer the unresolved matter. Non-attendance does not automatically prove the claim.

What if the employer does not attend the NLRC conferences?

If summons was properly served and the employer misses both mandatory settings, the employer may waive the right to submit a position paper. The complainant must still prove the claim with substantial evidence.

How long should SEnA take?

The ordinary mandatory conciliation-mediation period is 30 calendar days. A mutually agreed extension may not exceed 15 additional calendar days when settlement remains possible. Either party may ask for pre-termination and referral.

Can an NLRC award be enforced immediately?

A final and executory judgment may be enforced through a writ of execution. An order of reinstatement in a Labor Arbiter’s decision is immediately executory even during appeal. Execution procedure depends on the judgment, appeal status, assets, bonds, and orders issued in the case.

Where can I verify the current rules and office details?

Use the official sources below and confirm branch-specific requirements directly with the receiving office.

Official sources

This article provides general legal information, not legal advice or a prediction of any case outcome. Jurisdiction, prescription, available remedies, and procedural requirements can change based on the facts, documents, employment arrangement, governing contract, and later issuances. Official sources and current procedures were checked as of August 6, 2026.