Quick answer

Most private-sector employment disputes should begin with a Request for Assistance (RFA) under DOLE’s Single Entry Approach, or SEnA. This is a free, 30-calendar-day conciliation-mediation process intended to help the worker and employer settle without formal litigation.

You may file an RFA:

Online through the official DOLE Assistance for Request Management System; or
Onsite at a DOLE regional, provincial, or field office, an NLRC office or Regional Arbitration Branch, or an office of the National Conciliation and Mediation Board.

If the dispute is not settled, the SEnA desk should issue the appropriate referral or certification so that the claim can proceed before the agency with jurisdiction. Claims for illegal dismissal, reinstatement, unfair labor practice, and most substantial employment-related money claims are generally adjudicated by a Labor Arbiter of the NLRC, not by an ordinary DOLE assistance desk.

Do not wait for an internal company investigation, a promise of payment, or repeated informal follow-ups if a filing deadline may be running.

DOLE and the NLRC do different jobs

“Filing with DOLE” and “filing with the NLRC” are not always the same procedure.

Use SEnA first for most labor disputes

SEnA accepts requests from individual workers, groups of workers, unions, workers’ associations, federations, kasambahays, OFWs, and employers. An immediate family member may file for an absent or incapacitated person if properly authorized through a special power of attorney; legitimate heirs may file when the aggrieved person has died.

Common issues brought to SEnA include:

Unpaid or underpaid wages;
Overtime, holiday, rest-day, night-shift, and premium pay;
Unpaid 13th-month pay, service incentive leave, or final pay;
Illegal deductions;
Separation pay;
Dismissal or forced resignation;
Non-remittance or non-registration concerns involving statutory benefits;
Contract or workplace disputes; and
Other issues arising from employment.

SEnA is ordinarily a required first step before a dispute is endorsed to the proper adjudicatory office. Republic Act No. 10396 establishes the 30-day mandatory conciliation-mediation framework, while DOLE Department Order No. 249, series of 2025 contains the revised implementing rules. Certain disputes or urgent remedies may be exempt or governed by special procedures. Let the receiving office determine whether an exception applies instead of assuming that SEnA can be skipped.

Go to the NLRC for cases within a Labor Arbiter’s jurisdiction

Labor Arbiters generally have original and exclusive jurisdiction over:

Unfair labor practice cases;
Termination disputes, including alleged illegal dismissal;
Claims involving wages, rates of pay, hours of work, and other terms of employment when accompanied by a claim for reinstatement;
Claims for actual, moral, exemplary, and other damages arising from employer-employee relations;
Cases arising from violations of the law on strikes and lockouts, subject to the powers reserved to the President or Secretary of Labor;
Most other employment-related claims exceeding the limited jurisdiction of a DOLE Regional Director; and
Claims of migrant workers when the governing migrant-worker law places the dispute within the Labor Arbiter’s jurisdiction.

A formal NLRC complaint is normally filed after the SEnA process ends without settlement and the required referral or certification is issued.

A DOLE Regional Director may decide certain simple money claims

Under Article 129 of the Labor Code, a DOLE Regional Director or authorized hearing officer may summarily decide a claim for wages or other monetary benefits when:

The claim arises from an employer-employee relationship;
The claimant does not seek reinstatement; and
The aggregate claim of each employee does not exceed ₱5,000.

This old statutory ceiling remains in the Labor Code. It should not be confused with DOLE’s separate visitorial and enforcement authority under Article 128. In an inspection or compliance case, DOLE’s authority is not necessarily limited to ₱5,000, subject to the statutory conditions and exceptions governing inspection findings.

Jurisdiction can depend on the relief requested, whether employment continues, the amount and nature of the claim, a collective bargaining agreement, and the identity of the worker. If uncertain, file the RFA promptly and ask for written referral to the proper office.

How to file a SEnA Request for Assistance

1. Write a short, factual account

Prepare a chronological summary stating:

Your complete name and contact details;
The employer’s correct legal or business name;
The employer’s address, worksite, and available contact details;
Your position, start date, employment status, and rate of pay;
What happened and when;
What amounts or benefits remain unpaid;
If dismissed, the date and manner of dismissal;
What you asked the employer to do; and
The specific relief you want, such as payment, reinstatement, correction of records, or release of documents.

Use exact dates and amounts where possible. If an amount is only an estimate, label it as such and explain the calculation.

2. Gather supporting records

An RFA may begin with limited documents, but bringing organized evidence makes conciliation more productive. Preserve copies of:

Employment contract, job offer, appointment letter, or company ID;
Payslips, payroll records, bank-credit records, and time records;
Work schedules, attendance logs, overtime approvals, and leave records;
Notices to explain, memoranda, preventive-suspension notices, and termination letters;
Resignation letters and messages surrounding an alleged forced resignation;
Company policies, handbook provisions, or the applicable collective bargaining agreement;
Emails, text messages, chats, and workplace announcements;
Performance reviews, commendations, or disciplinary records;
Proof of commissions, incentives, deductions, or salary agreements;
SSS, PhilHealth, Pag-IBIG, and BIR records, where relevant;
Names and contact details of witnesses; and
Written demands and the employer’s responses.

Keep the original files and preserve complete conversations, not only cropped screenshots. Record where each document came from and when it was received. Do not alter company records or access an account after authorization has been withdrawn.

3. File online or onsite

For online filing, use DOLE-ARMS. Enter accurate information, review the submission, and save the generated reference number, confirmation, and any email or text acknowledgment.

For onsite filing, bring a valid ID and copies of your records to an authorized SEnA desk. Ask for a received copy or acknowledgment showing the filing date and reference or docket number.

An RFA may generally be lodged where the employer principally operates or where the issue arose. Venue and routing may differ for mobile workers, OFWs, multi-branch employers, and disputes governed by a collective bargaining agreement. The receiving desk can transfer or refer the matter when appropriate.

4. Attend the conferences

The SEnA conciliator-mediator is neutral. The officer helps the parties clarify the dispute and explore settlement but does not decide who wins.

Before agreeing to a settlement:

Check the computation line by line;
Confirm whether the amount is gross or net of lawful deductions;
Identify the payment date, method, and recipient account;
Require clear treatment of certificates of employment, clearance, final pay, and government records;
Avoid vague clauses such as payment “when funds become available”;
Read any quitclaim or waiver carefully; and
Request a signed copy before leaving or ending the online session.

A settlement reached through SEnA and signed by the parties is generally final, binding, and immediately executory. Do not sign merely because you feel pressured to finish the conference. Ask for time to read the document or obtain advice if its effect is unclear.

5. Obtain the closing document if there is no settlement

If the 30-day process ends without a full settlement, obtain the referral, endorsement, or certification needed to bring the unresolved issues to the proper office. Verify that it accurately identifies the parties and issues.

Keep this document. The NLRC or another adjudicatory agency may require it when the formal complaint is filed.

How to file a formal complaint with the NLRC

The governing procedure is in the official 2025 NLRC Rules of Procedure.

1. File in the proper Regional Arbitration Branch

A complaint is ordinarily filed with the NLRC Regional Arbitration Branch having territorial jurisdiction over the workplace. Special venue rules may apply to OFWs and to work performed in several places. The Executive Labor Arbiter may also address an improper venue or a justified request to transfer the case.

Before filing, confirm the correct branch through the NLRC directory and contact page.

2. Identify every proper party

Use the employer’s correct registered name and address. If the business uses a trade name, identify both the trade name and the legal entity when known.

Do not automatically name supervisors, HR personnel, corporate officers, clients, contractors, or affiliated companies as respondents. Personal or solidary liability requires a legal and factual basis. Conversely, contracting arrangements may require the contractor and principal to be identified. This is an area where early legal advice can prevent dismissal or unnecessary parties.

3. State every claim and requested remedy

List the causes of action and the relief requested, such as:

Illegal dismissal;
Reinstatement or separation pay in lieu of reinstatement;
Backwages;
Salary differentials;
Unpaid statutory benefits;
Illegal deductions;
Unpaid commissions;
Damages or attorney’s fees, when legally supportable; and
Other relief supported by the facts and law.

Do not inflate the claim. Show how each amount was calculated and identify the period covered.

4. Attach the required documents

Bring the SEnA referral or closing document, available evidence, valid identification, and the number of copies required by the branch. The complaint must comply with the current NLRC forms and procedural rules, including applicable verification and non-forum-shopping requirements.

Ask the receiving officer to check the submission for formal completeness. A receiving stamp does not guarantee that the NLRC has jurisdiction or that the allegations are legally sufficient.

5. Attend mandatory conciliation and preliminary conferences

After docketing, the case is assigned to a Labor Arbiter. The parties are notified of conferences at which settlement is again explored and the issues may be narrowed.

Never ignore a notice because settlement already failed at SEnA. Failure to appear can have serious procedural consequences, including dismissal of a complainant’s case or loss of an opportunity to present a defense.

6. Prepare a verified position paper

If the case is not settled, the Labor Arbiter generally directs the parties to submit verified position papers, affidavits, and supporting documents according to the schedule in the order or minutes.

The position paper is critical. It should contain:

A clear statement of material facts;
The legal issues;
The applicable law and requested relief;
Computations;
Sworn witness statements, if needed; and
Properly identified supporting documents.

Labor cases are commonly decided on the parties’ written submissions rather than a full trial with continuous witness testimony. Do not save important facts or evidence for a later stage without a valid reason.

How to follow up a SEnA request

For an online RFA, use the Track RFA Status function on DOLE-ARMS and enter the reference or docket number shown in the acknowledgment.

If no update appears:

Check your email, spam folder, text messages, and missed calls.
Contact the office identified in the acknowledgment.
Give your complete name, filing date, employer’s name, and reference number.
Ask whether a conciliator-mediator has been assigned and whether a conference notice has been issued.
Confirm that your mobile number and email address are correct.
Keep a log of each follow-up, including the date, person contacted, and response.
If the 30-day period appears to have ended, ask whether a settlement report, referral, or other closing document is ready.

Do not create multiple RFAs for the same dispute simply because an update is delayed. Duplicate filings can cause confusion. Follow up using the original reference number unless the office instructs otherwise.

How to follow up an NLRC case

Use the NLRC case number, not only the SEnA reference number. The case number identifies the Regional Arbitration Branch, year, and docketed proceeding.

To follow up:

Read every conference minute, order, and notice for the next deadline;
Contact the assigned Labor Arbiter’s office or the branch Records and Docket Unit;
Use the official contact information published by the NLRC;
Ask whether an order or decision has been released and how it was served;
Verify the address and email appearing in the case record;
Keep proof of every filed pleading and its service on the other party; and
If represented, coordinate with counsel but retain your own complete copy of the case file.

The NLRC publishes central contact numbers and branch-specific case-status channels. Use the details on its current official website because branch addresses, numbers, and email accounts can change.

A verbal statement that a decision is “already out” is not enough. Obtain a copy and determine the exact date of receipt because appeal periods are generally counted from receipt.

Deadlines that should never be ignored

Filing the original claim

The applicable prescriptive period depends on the claim:

Most money claims arising from employment must be filed within three years from accrual.
An illegal-dismissal action generally must be filed within four years from dismissal, because it is treated as an action for injury to rights.
An unfair labor practice claim under Book V of the Labor Code generally must be filed within one year from accrual.

Different claims in the same complaint can have different deadlines. A demand letter, internal grievance, or SEnA proceeding should not be assumed to preserve every claim in every situation. File promptly and obtain advice when a deadline is close.

Appealing a Labor Arbiter’s decision

An appeal from a Labor Arbiter’s decision to the NLRC must generally be perfected within 10 calendar days from receipt. The appeal must satisfy the grounds, form, proof-of-service, fee, and other requirements in the NLRC Rules.

When an employer appeals a monetary award, a cash or surety bond equivalent to the monetary award is generally required, subject to the governing rules and jurisprudence. Filing a motion without perfecting the required appeal does not necessarily stop finality.

Challenging an NLRC decision

A motion for reconsideration of an NLRC decision is governed by a short, non-extendible period under the NLRC Rules and is generally required before a party seeks judicial review. A later petition for certiorari under Rule 65 involves a separate 60-day period and strict procedural requirements.

Seek legal help immediately upon receiving an adverse decision. Do not wait until the last day, and do not rely on ordinary mail time without checking the governing filing and service rules.

Common mistakes to avoid

Filing against a brand name while omitting the actual employer;
Using the wrong office and failing to obtain a referral;
Waiting for HR promises until a claim prescribes;
Missing a conference because the notice went to an old address or spam folder;
Filing several RFAs or complaints involving the same dispute without disclosure;
Signing a quitclaim without checking the amount and scope of the waiver;
Claiming every workplace disagreement as “illegal dismissal” or “unfair labor practice”;
Submitting unsupported lump-sum computations;
Omitting the contractor, agency, principal, or other necessary party where the arrangement makes that party relevant;
Posting confidential evidence publicly instead of preserving it for the case;
Altering screenshots, deleting original messages, or using unlawfully obtained records;
Ignoring a position-paper deadline; and
Assuming an appeal or motion automatically stays every aspect of a decision.

When legal help is urgent

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

A 10-day appeal or reconsideration period is running;
A decision, writ of execution, garnishment order, or reinstatement directive has been received;
The employer denies that an employment relationship existed;
Several contractors, agencies, corporate entities, or foreign parties are involved;
The case concerns an OFW or seafarer contract;
A collective bargaining agreement or grievance procedure may control;
The worker is being pressured to sign a quitclaim or backdated document;
Retaliation, threats, violence, sexual harassment, or discrimination is involved;
The employer is closing, transferring assets, or entering rehabilitation or insolvency proceedings;
The claim may prescribe soon; or
A settlement contains broad confidentiality, waiver, tax, repayment, or release provisions.

The Public Attorney’s Office, IBP legal-aid chapters, law-school legal-aid clinics, unions, and accredited worker-support organizations may be possible sources of assistance, subject to their eligibility rules and capacity.

Frequently asked questions

Is filing through SEnA free?

Yes. Filing an RFA and participating in SEnA conciliation-mediation are government services and should not require payment to a fixer or private intermediary.

Must I still be employed to file?

No. Current workers, dismissed workers, and other qualified requesting parties may seek assistance. The proper forum and available remedies depend on whether the employment relationship continues and whether reinstatement is requested.

Do I need a lawyer?

A lawyer is not required simply to submit an RFA. A worker may also begin an NLRC complaint without counsel. Legal assistance becomes especially valuable for position papers, jurisdiction disputes, substantial claims, appeals, execution, or cases involving several corporate parties.

Can I file if I have no employment contract?

Yes. The absence of a written contract does not automatically disprove employment. Preserve evidence showing recruitment, hiring, payment, supervision, work schedules, company rules, and the employer’s power to control the manner of work.

Can SEnA force the employer to pay?

The conciliator-mediator does not adjudicate the merits or compel an unwilling party to settle. A signed SEnA settlement is generally binding and immediately executory. If there is no settlement, the unresolved claim must proceed to the office with adjudicatory authority.

What if the employer does not attend SEnA?

The SEnA officer records the nonappearance and processes the request under the applicable rules. Ask for the document needed to take the dispute to the proper adjudicatory office. Do not assume that nonappearance automatically proves the claim.

Can I file directly with the NLRC?

Mandatory SEnA generally applies before formal adjudication, but the law and implementing rules recognize exceptions and special proceedings. Present the facts to the NLRC or DOLE desk and obtain an official determination or routing instruction.

Where can I check the current rules?

Use the official DOLE-ARMS portal, Republic Act No. 10396, the Labor Code of the Philippines, and the 2025 NLRC Rules of Procedure. Current office details are available on the DOLE and NLRC websites.

General-information notice

This article provides general Philippine legal information, not legal advice or a prediction of any case outcome. Jurisdiction, deadlines, available remedies, and required documents may change according to the facts, the worker’s status, the applicable contract or collective bargaining agreement, and later laws or issuances. Official sources and procedures were last checked on 1 September 2026.