Quick answer

For most employment disputes, start by filing a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file online through DOLE ARMS or personally at a Single Entry Assistance Desk in a DOLE regional or provincial office, an NCMB office, or an NLRC Regional Arbitration Branch.

SEnA is a mandatory conciliation-mediation stage for most labor issues. It is intended to help the parties settle within 30 days from the initial conference. The officer facilitates negotiations but does not decide who is legally right. Either party may ask to end the process early and have the unresolved issues referred to the office with jurisdiction.

If the dispute is not settled:

File a formal complaint with the NLRC Regional Arbitration Branch for illegal dismissal, reinstatement, unfair labor practice, employment-related damages, and most substantial money claims.
Proceed through the DOLE Regional Office for matters within the Regional Director’s labor-standards, inspection, or limited simple-money-claim authority.
Use another legally designated process for disputes involving a collective bargaining agreement, strikes or lockouts, government employment, social-insurance benefits, or specialized overseas-worker and seafarer rules.

SEnA is not merely optional paperwork. The Supreme Court has confirmed that mandatory conciliation is generally a prerequisite to an NLRC complaint. See Republic Act No. 10396 and Naldo v. Corporate Protection Services Philippines, Inc..

DOLE, SEnA, and the NLRC are not the same process

“Filing with DOLE” often refers to SEnA, but an RFA is not yet the formal adjudicatory complaint that a Labor Arbiter will decide.

Your concern	Usual starting or deciding office
You want to negotiate payment, reinstatement, correction of benefits, a certificate of employment, final pay, or another work-related solution	File a SEnA RFA
Illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, or money claims exceeding ₱5,000	NLRC Labor Arbiter, normally after SEnA referral
Simple wage or benefit claim not exceeding ₱5,000 for each employee, with no reinstatement claim	DOLE Regional Director under Labor Code Article 129
Ongoing labor-standards violation that may require inspection or a compliance order	DOLE Regional Office
Interpretation or implementation of a collective bargaining agreement or covered company personnel policy	Grievance machinery and voluntary arbitration
Notice of strike or lockout, preventive mediation, or an actual strike or lockout	National Conciliation and Mediation Board
SSS, employees’ compensation, PhilHealth, or similar statutory benefits	The agency or process specifically assigned by law
Civil-service government employment	Agency grievance system or Civil Service Commission, subject to the nature of the appointment and employing entity

Labor Arbiters’ current jurisdiction is stated in the 2025 NLRC Rules of Procedure. Jurisdiction can depend on the relief requested, the amount claimed, the existence of an employer-employee relationship, a CBA, the worker’s status, and the documents involved. When uncertain, disclose the complete facts to the SEnA officer and ask for a written referral to the proper office.

Who may file a SEnA request

An RFA may be filed by an individual worker, group of workers, kasambahay, union, workers’ association or federation, overseas Filipino worker, 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.

This coverage and the available filing locations are listed on the official DOLE ARMS portal.

How to file the SEnA request

1. Prepare a short, factual account

Write a chronological summary covering:

Your full name and current contact details
The employer’s correct legal or business name
The workplace and employer’s last known address
Your position, employment dates, wage, and work schedule
What happened, with exact dates where possible
The amounts or benefits you believe remain unpaid
Whether you were dismissed, resigned, stopped being scheduled, or were told not to report
What resolution you want
Any earlier written demands, HR meetings, or payments

Separate facts from conclusions. For example, state, “HR sent me a message on 12 July telling me not to return,” rather than merely writing, “I was illegally dismissed.”

2. File online or onsite

For online filing, submit the RFA through DOLE ARMS. Enter accurate contact and employer information. Save the confirmation, reference number, and a copy or screenshot of everything submitted.

For onsite filing, go to a nearby:

DOLE regional, provincial, field, or district office;
NCMB central office or Regional Conciliation and Mediation Branch; or
NLRC central office or Regional Arbitration Branch.

The 2025 SEnA guidelines allow filing at an office convenient to the requesting party, including one near the party’s residence, with coordination or routing when another office must handle the employer. The current rules are in DOLE Department Order No. 249, Series of 2025.

3. Keep the reference information

Obtain and preserve:

The RFA reference number
The filing date
The office handling the request
The name or contact details of the assigned conciliator-mediator
Conference notices
Minutes, settlement drafts, referral forms, and closure records

The ARMS portal includes a Check RFA Status function using the reference number.

4. Attend every conference

Bring your records and a clear computation of any monetary claim. Notify the assigned officer immediately if your telephone number, email, or address changes.

SEnA conferences generally run for up to 30 days from the initial conference. Either party may request pre-termination and referral before the period ends. An employer cannot be forced to accept a settlement, but refusal or nonappearance does not prevent the requesting party from asking for referral to the proper adjudicatory office.

5. Review any settlement carefully

A valid assisted compromise can be final and binding. Do not sign a settlement, resignation, waiver, or quitclaim until you understand:

The exact gross and net amount
The claims being released
The payment date and method
Any tax or lawful deduction
Whether reinstatement, clearance, or document release is included
What happens if the employer does not comply
Whether payment is being made before or after signing

Do not sign a document containing blank spaces or terms different from what was discussed. Ask for a signed copy immediately. A settlement obtained through fraud, coercion, serious mistake, or misrepresentation may be challenged, but setting it aside can require further litigation. The Labor Code’s rule on assisted compromises appears in Presidential Decree No. 442, as amended.

How to file the formal NLRC complaint

If SEnA does not resolve an NLRC matter, obtain the RFA referral and proceed to the appropriate Regional Arbitration Branch.

Choose the proper branch

Under the 2025 NLRC Rules, a complainant may generally file in the Regional Arbitration Branch with jurisdiction over either:

The workplace; or
The complainant’s residence.

“Workplace” may include the employee’s assignment location, regular reporting point, or alternative workplace under telecommuting or a similar arrangement.

An OFW case may generally be filed where the complainant resides or where the principal office of any respondent is located. Special DMW, seafarer, CBA, or contract rules may still affect the case.

Use the official NLRC key-official and branch directory to confirm the current address and contact information before going.

Bring the filing requirements

The NLRC Citizen’s Charter lists these basic requirements:

One copy of the SEnA referral
One valid government-issued ID, with the original and a photocopy
A duly accomplished complaint form

The complaint must identify all complainants and respondents, state the causes of action, and be sworn and verified. Under the 2025 NLRC Rules, all complainants must sign and execute the verification and certification against forum shopping.

Personal appearance is normally required. If the complainant is medically unable to appear, is abroad, or has died, a representative may be permitted upon submission of a Special Power of Attorney and the supporting documents required by the branch, such as a government physician’s medical certificate, travel or immigration records, or proof of death and relationship. Confirm the requirements with the receiving branch because the Citizen’s Charter distinguishes some NCR and regional procedures.

The Citizen’s Charter lists no fee for filing the complaint itself. Copying, representation, appeal, bond, and other later costs are separate matters.

Get proof of filing

Before leaving, obtain:

The docket or case number
A stamped copy of the complaint
The name or office of the assigned Labor Arbiter
The dates of the two mandatory-conference settings
Instructions for later pleadings

Check that every respondent’s name and address is correct. An incomplete or obsolete address can delay service of summons.

What happens after the complaint is filed

The Labor Arbiter issues summons with two settings for mandatory conciliation and mediation. Settlement efforts may continue even though a formal case has already begun.

If there is no settlement, the Labor Arbiter identifies the parties, issues, causes of action, admissions, and other preliminary matters. The formal mandatory-conference period should ordinarily end within 30 calendar days from the first conference, unless justified circumstances require otherwise.

The Labor Arbiter then sets a date, within 10 calendar days from termination of the conference, for simultaneous filing of verified position papers. A position paper should contain the factual and legal arguments, affidavits, and supporting documents for every pleaded claim. A reply may ordinarily be filed within 10 calendar days after receipt of the opposing position paper, on the schedule set in the case.

The complaint form is not a substitute for a complete position paper. Claims and respondents should be corrected before position papers are filed whenever possible. Amendments afterward require permission.

Consequences of missing conferences

A complainant’s unjustified nonappearance at both settings may result in dismissal without prejudice. A second dismissal for the same reason after refiling may be with prejudice.

A respondent who fails to appear at both settings despite proper service may lose the right to file a position paper, allowing the Labor Arbiter to decide from the evidence on record.

How to follow up a SEnA request

Use the RFA reference number—not only your name—when following up.

Check the status through DOLE ARMS.
Contact or return to the office where the RFA was filed.
Ask whether the request has been validated, assigned, transferred, scheduled, settled, pre-terminated, or closed.
Confirm the assigned conciliator-mediator and the next conference date.
If the 30-day period from the initial conference has ended without settlement, ask for the closure or referral document needed for the proper complaint.
If you want to proceed sooner, submit a clear request for pre-termination and referral.
Keep written proof of every follow-up and any updated contact information.

Do not open duplicate RFAs in several regions merely because one office has not responded. Duplicate filings can cause confusion and delay. Follow up on the original reference or ask the receiving office to transfer or coordinate the request.

How to follow up an NLRC case

Use the complete docket number in every inquiry and pleading.

You may follow up with:

The RAB docket or complaint unit;
The office of the assigned Labor Arbiter; or
The NLRC contact channels listed on its official contact page.

Ask a specific question, such as:

Was summons successfully served?
What is the next scheduled conference?
Has an order requiring position papers been issued?
Was my position paper or reply entered in the record?
Is the case already submitted for decision?
Has a decision, certificate of finality, or writ been issued?

Keep stamped receiving copies and proof that later pleadings were also served on the opposing party. Under the 2025 Rules, a pleading generally will not be acted upon without proof of service, except when it is filed simultaneously during a scheduled proceeding.

File a written notice of any change in address and furnish the opposing party. Do not rely on verbal notice to staff. Registered-mail and authorized-courier rules may treat service as complete after the applicable notice or delivery attempts, so failing to claim mail can cause a deadline to run without your actual reading of the document.

Critical deadlines

Prescription of the underlying claim

Do not wait for repeated internal promises or informal follow-ups.

Ordinary money claims arising from employment generally prescribe in three years from accrual.
An illegal-dismissal action generally prescribes in four years from dismissal, including the backwages and damages sought as consequences of that dismissal.
Unfair labor practice claims generally have a one-year prescriptive period.

The date of accrual can be disputed, particularly for recurring underpayments, constructive dismissal, continuing employment, or demands that were acknowledged or partially paid. The Supreme Court has treated the filing of a required SEnA request as the institution of the claim for prescription purposes in Zonio v. 88 Aces Maritime Services, Inc.. Nevertheless, file promptly and in the proper forum. A filing made in an office with no jurisdiction may not always protect the claim.

The four-year rule for illegal dismissal and the distinction from ordinary unpaid-wage claims are explained in Arriola v. Pilipino Star Ngayon, Inc..

Appeal from a Labor Arbiter

A Labor Arbiter’s decision must be appealed to the Commission within 10 calendar days from receipt. No extension is allowed. A motion for reconsideration of a Labor Arbiter’s decision is prohibited; the remedy is an appeal.

If the tenth day falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day. An employer appealing a monetary award must normally post a cash or qualified surety bond equivalent to the monetary award, excluding damages and attorney’s fees, subject to the rules on a meritorious motion to reduce bond.

Appeal from a DOLE Regional Director

A decision under Labor Code Article 129 must generally be appealed within five calendar days from receipt.

Motion for reconsideration at the Commission

A motion for reconsideration of an NLRC Commission decision must be filed within 10 calendar days from receipt, with proof of service on the adverse party. Only one motion from the same party will be entertained, and it must identify palpable or patent errors.

Judicial review is generally through a Rule 65 petition for certiorari in the Court of Appeals—not an ordinary appeal—and ordinarily must be filed within 60 days from notice of the denial of the timely motion for reconsideration. Court review has technical requirements, so obtain legal assistance immediately upon receiving an adverse Commission ruling.

Evidence to preserve

Keep the originals and organized copies of:

Employment contract, appointment letter, job offer, and company ID
Payslips, payroll records, bank-credit records, and remittance receipts
Daily time records, schedules, attendance logs, and approved overtime
Leave requests and approvals
Job descriptions, evaluations, and performance standards
Notices to explain, memoranda, suspension or termination notices, and your replies
Resignation letters, quitclaims, clearance forms, and final-pay computations
Emails, text messages, chat exports, and call records showing instructions or dismissal
Employee handbook, company policies, CBA, and grievance records
Medical certificates and incident reports when relevant
Written demands and the employer’s responses
Names and reliable contact details of witnesses
Every DOLE, NCMB, and NLRC form, notice, minute, order, and proof of filing

Export electronic conversations with dates and participant information where possible. Preserve the original device or account and avoid editing screenshots. Obtain evidence lawfully; do not remove unrelated confidential business or personal data merely because you can access it.

Common mistakes

Filing a formal NLRC complaint without first obtaining the required SEnA referral
Naming only a supervisor instead of the correct employer or responsible corporate entities
Giving an incomplete employer address
Filing duplicate RFAs or cases
Leaving claims out of the complaint and trying to add them only in the position paper
Missing conferences because no written address update was filed
Failing to serve later pleadings on the opposing party
Submitting computations without payroll periods or supporting records
Signing a quitclaim before payment or without understanding the release
Waiting until the prescriptive period is almost over
Treating the 10-day appeal period as working days instead of calendar days
Filing a prohibited motion for reconsideration of a Labor Arbiter’s decision
Assuming that an employer’s nonappearance automatically means the worker wins

When legal help is urgent

Consult a labor lawyer, union representative, the Public Attorney’s Office subject to its eligibility rules, or an IBP legal-aid office immediately when:

A prescriptive deadline or appeal deadline is near
You have received a Labor Arbiter or Commission decision
The employer disputes that you were an employee
Several contractors, agencies, principals, or corporate officers may be liable
The case involves union activity, unfair labor practice, a strike, or a CBA
You are being asked to resign or sign a quitclaim immediately
The employer threatens a criminal, civil, or administrative case
You need urgent relief involving safety, violence, retaliation, or an imminent workplace hazard
You are an OFW or seafarer with disability, death, medical-assessment, third-doctor, bond, or contract issues
The dispute involves a government entity or another jurisdictional exception

For imminent danger, violence, or a medical emergency, use the appropriate emergency and enforcement channels immediately rather than waiting for an ordinary SEnA conference.

Frequently asked questions

Can I go directly to the NLRC?

Generally, no. Most labor disputes must first undergo SEnA and be endorsed or referred. Exceptions exist under special laws and DOLE rules. Ask the NLRC complaint unit to confirm before attempting direct filing.

Can I file while still employed?

Yes. SEnA and DOLE labor-standards remedies are not limited to separated workers. Consider possible workplace consequences and preserve evidence of any retaliation.

Do I need a lawyer?

A worker may represent themselves. A lawyer is not required to file an RFA or basic complaint, but legal assistance becomes particularly important for position papers, jurisdictional disputes, appeals, complex computations, and settlement releases.

What if the employer ignores SEnA?

Report the nonappearance to the assigned conciliator-mediator and ask about pre-termination, closure, and referral. SEnA cannot compel a settlement, but an employer’s refusal to participate does not erase the worker’s right to pursue the proper complaint.

Can DOLE order payment during SEnA?

The SEnA officer facilitates a voluntary settlement and does not adjudicate the merits. A payment obligation may arise from a signed settlement. Otherwise, an authorized DOLE official or Labor Arbiter must act through the appropriate enforcement or adjudicatory process.

Can I withdraw my RFA?

Yes, but withdrawal may affect your practical ability to pursue the claim and does not necessarily extend the applicable prescriptive period. Obtain a copy of the withdrawal or closure record and seek advice before withdrawing a time-sensitive claim.

What if the employer violates the settlement?

Return promptly to the office that assisted or approved the settlement with the signed agreement and proof of nonpayment. The proper remedy depends on whether it was a SEnA agreement, a Labor Arbiter-approved compromise, or another form of settlement.

Where can I verify the current office and procedure?

Use the DOLE e-Services page, DOLE ARMS, the NLRC website, and the official regional-directory links before visiting or sending documents.

Official legal and procedural sources

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, prescription, available relief, and procedural requirements may change based on the facts, documents, worker classification, CBA, and applicable special law. Official sources and procedures were checked as of 6 August 2026.