Quick answer

For most private-sector labor disputes, the first step is to file a Request for Assistance (RFA) under the Single Entry Approach or SEnA. You may file onsite at a DOLE, NCMB, or NLRC Single Entry Assistance Desk, or online through the official DOLE Assistance for Request Management System.

SEnA is mandatory conciliation-mediation, not yet the formal labor case. If the dispute is not settled, ask for the SEnA referral and file the appropriate complaint:

Go to the NLRC Regional Arbitration Branch for illegal or constructive dismissal, unfair labor practice, reinstatement, damages arising from employment, or most employment money claims exceeding ₱5,000.
Go through the DOLE Regional Office for labor inspection and compliance issues while employment still exists, or for a simple money claim not exceeding ₱5,000 per worker when reinstatement is not sought.
Use another designated forum for matters excluded from SEnA, such as strikes or lockouts, CBA grievances, social-security claims, and certain permit, licensing, union, or urgent occupational-safety matters.

Do not wait for informal negotiations if a filing deadline is approaching. Pure employment money claims generally prescribe in three years, illegal-dismissal actions in four years, and unfair-labor-practice complaints in one year.

DOLE, NLRC, NCMB, or another agency?

The correct route depends on the relief sought, not merely on what the worker calls the complaint.

Main issue	Usual route
Illegal dismissal, constructive dismissal, or reinstatement	SEnA, then the NLRC Regional Arbitration Branch
Unfair labor practice	SEnA, then the NLRC; the one-year prescriptive period is especially important
Employment money claim exceeding ₱5,000	SEnA, then the NLRC
Damages arising from an employer-employee relationship	SEnA, then the NLRC
Simple wage or benefit claim of not more than ₱5,000 per worker, with no claim for reinstatement	SEnA, then the DOLE Regional Director or authorized hearing officer under Article 129
Labor-standards violations while the employer-employee relationship continues, particularly where inspection of records or premises is needed	DOLE Regional Office under its visitorial and enforcement authority
CBA interpretation, implementation, or enforcement of company personnel policy	Grievance machinery and, when applicable, voluntary arbitration
Actual or threatened strike or lockout, notice of strike or lockout, or preventive mediation	NCMB under its separate procedures
SSS, PhilHealth, Pag-IBIG, or other social-security and welfare claims	The agency administering the benefit; any separate wage claim may follow the proper DOLE or NLRC route
Inter- or intra-union dispute	DOLE labor-relations process, not ordinary SEnA adjudication
Imminent-danger OSH situation, dangerous occurrence, disabling injury, or lack of adequate PPE	Report promptly to the DOLE Regional Office for the appropriate inspection or enforcement action
Government employment	Usually the agency grievance system, CSC, or another public-sector forum; jurisdiction over a particular GOCC may depend on its charter
OFW employment-related money claim	SEnA may be filed with DOLE, NCMB, or NLRC; formal money claims generally fall within NLRC jurisdiction, without prejudice to services or regulatory remedies available through the DMW

The ₱5,000 limit applies to the DOLE Regional Director’s Article 129 summary money-claim jurisdiction. It does not impose the same limit on DOLE’s separate inspection and compliance authority under Article 128. The statutory provisions appear in the official DOLE publication of the Labor Code.

If the case involves several issues—such as dismissal, unpaid salary, overtime, and damages—identify all of them at the outset. The NLRC generally requires causes of action arising from the same employment relationship to be included in one complaint.

Before filing: preserve the evidence

Gather records before accounts are disabled, messages disappear, or witnesses become difficult to locate. Preserve originals and make backups of:

Employment contracts, job offers, company policies, handbooks, and collective bargaining agreements
Company IDs, onboarding records, schedules, work assignments, and evidence showing who supervised or controlled the work
Payslips, payroll summaries, bank statements, cash vouchers, and proof of deductions
Daily time records, biometric logs, attendance records, overtime approvals, and work-related messages sent outside regular hours
Termination notices, notices to explain, administrative-hearing records, suspension orders, resignation letters, clearance forms, and quitclaims
Emails, text messages, chat conversations, and screenshots showing the sender, date, time, and complete context
Leave applications, medical certificates, incident reports, and occupational-safety records
SSS, PhilHealth, and Pag-IBIG contribution records
Written demands and the employer’s responses
The employer’s correct registered name, trade name, business address, officers, contractor or agency, and principal or client
Names and contact details of witnesses with personal knowledge of the events

Prepare a short chronology containing dates, people involved, what happened, what documents prove it, and what relief you want. For monetary claims, make a pay-period or month-by-month computation. Separate amounts that may already fall outside the three-year period.

Do not alter screenshots or discard the source device. Do not secretly record SEnA proceedings: the revised rules treat the discussions as confidential and generally prohibit participants from using recording devices during conciliation-mediation.

Step 1: 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 aggrieved person is absent or incapacitated, an immediate family member or authorized representative may file with a Special Power of Attorney. If the person has died, an heir or representative must present the required proof of death and relationship.

Where and how to file

Under the revised rules, an onsite RFA may be filed at the SEAD nearest:

The requesting party’s residence;
The employer’s principal place of business; or
For a union, federation chapter, or workers’ association, its place of operation.

SEADs operate in DOLE Regional, Provincial, Field, and Satellite Offices; NCMB and its regional branches; and NLRC Regional Arbitration Branches. If the convenient desk is outside the region where the employer principally operates, the offices may conduct coordinated conciliation-mediation.

For online filing, use DOLE ARMS. Enter complete information and save the confirmation and reference number. An online RFA is an alternative way to start SEnA; it does not by itself become a formal NLRC complaint.

Information to provide

State clearly:

Your complete contact details;
The employer’s complete name and service address;
Your position, hiring date, salary or wage rate, and employment status;
Each issue or claim;
The important dates;
The relief sought; and
Any contractor, agency, principal, corporate officer, or foreign employer that may be a necessary party.

A vague entry such as “labor complaint” can delay validation or referral. Describe the actual issues—for example, illegal dismissal, unpaid salary for identified periods, overtime, 13th-month pay, unlawful deductions, separation pay, or non-remittance of contributions.

What happens during SEnA

The SEADO first interviews the requesting party and validates whether the matter is suitable for conciliation-mediation. For requests received through email, messaging applications, or letters, assignment and an interview should be arranged under the revised procedure.

The initial conference should ordinarily occur within five calendar days, or on the earliest available date not exceeding ten days, from assignment to the SEADO. Conferences may be face-to-face or conducted through an available digital platform.

The 30-day mandatory conciliation-mediation period starts from the initial conference at which both parties appear. It may be extended by no more than 15 calendar days if both parties agree and settlement remains possible. These periods come from DOLE Department Order No. 249, Series of 2025, effective March 3, 2025.

Attend every setting or promptly request a resetting on reasonable grounds. A resetting requires the other party’s concurrence and remains subject to the SEnA period.

If the parties settle

Insist on a written settlement that states:

Every validated issue and how it was resolved;
The exact amount or other consideration;
Whether payment is lump-sum or by installment;
The amount and due date of every installment;
Any reinstatement, lifting of suspension, issuance of documents, or other action required;
What claims are being waived; and
That the agreement was made voluntarily and without fraud, intimidation, violence, or coercion.

A settlement reached and attested by the SEADO is generally final and immediately executory, unless contrary to law, morals, public order, or public policy. Under the current rules, a waiver and quitclaim should be issued only upon full compliance with the settlement.

If the employer defaults, report it immediately to the same SEADO. The SEADO should call the parties to seek voluntary compliance. If default continues, obtain a referral to the DOLE Regional Office or NLRC Regional Arbitration Branch and file the appropriate motion for execution.

If there is no settlement

Ask for the written referral. Referral may be made when:

The parties cannot settle within the mandatory period;
Settlement appears remote;
The responding party misses two consecutive conferences despite notice;
Only some of several issues are settled; or
A settlement agreement is not honored.

Republic Act No. 10396 also permits either or both parties to pre-terminate conciliation-mediation and request referral to the agency with jurisdiction. The Supreme Court has confirmed that SEnA is ordinarily a condition precedent to an NLRC complaint, not a separate adjudication of the merits. See Naldo v. Corporate Protection Services, G.R. No. 243139, April 3, 2024.

Step 2: file the formal NLRC complaint

Choose the correct Regional Arbitration Branch

A formal NLRC complaint may be filed in the Regional Arbitration Branch covering either:

The complainant’s residence; or
The workplace, at the complainant’s option.

“Workplace” includes the assignment location, the place where a field or mobile worker receives instructions or wages and reports results, and an alternative telecommuting workplace. An OFW case may be filed where the complainant resides or where the principal office of any respondent is situated.

Bring the filing requirements

The NLRC’s current Citizen’s Charter lists these basic requirements:

One copy of the SEnA referral;
One original and photocopy of a valid government-issued ID; and
The duly accomplished complaint form supplied by the Complaint Unit after presentation of the referral.

The complaint must:

State the complete names and addresses of all complainants and respondents;
Be signed by every complainant;
Include all causes of action arising from the same employment relationship;
Be verified under oath; and
Include the certification against forum shopping.

The 2025 NLRC Citizen’s Charter describes personal filing as the regular procedure. If personal appearance is impossible because of illness, being outside the country, or another accepted ground, the branch may require an SPA and supporting medical, travel, immigration, DFA, or DMW documents. Confirm branch-specific requirements before sending a representative.

There is no agency filing fee for the initial SEnA or ordinary complaint-intake service reflected in the Citizen’s Charter. Notarial services, photocopies, legal representation, and later appeal fees are separate matters.

Do you need a lawyer?

A worker may represent himself or herself before the Labor Arbiter. SEnA is intended to be non-litigious, and lawyers are not encouraged to dominate the process.

A lawyer is advisable when the case involves prescription, corporate or contractor relationships, an OFW or seafarer claim, substantial damages, disputed employment status, union issues, a forced resignation or quitclaim, an appeal, or complex computations.

A friend, private “labor consultant,” or paralegal cannot automatically represent someone before the NLRC. Non-lawyer representation is limited to the situations expressly allowed by the NLRC Rules, such as self-representation, duly authorized legitimate labor-organization representatives, and qualifying legal-aid programs.

What happens after an NLRC complaint is filed

The complaint is docketed and assigned to a Labor Arbiter. Under the 2025 NLRC Rules of Procedure:

Summons: The Labor Arbiter should issue summons within two working days after receiving the complaint or amended complaint. The summons states two settings for mandatory conciliation-mediation.
Mandatory conferences: The Labor Arbiter attempts settlement and clarifies the parties, claims, issues, admissions, and preliminary matters. Except for justifiable grounds, this stage should end within 30 calendar days from the first conference.
Non-appearance: A complainant who misses both settings despite notice risks dismissal without prejudice. A second dismissal for the same unjustified non-appearance may be with prejudice. A respondent who misses both settings after proper service may be deemed to have waived the right to file a position paper.
Position papers: If no settlement is reached, the parties submit verified position papers, documents, and witness affidavits on the date set by the Labor Arbiter, within ten calendar days from termination of the mandatory conference. A reply may be filed within ten calendar days after receipt of the opposing position paper, on the schedule set by the Labor Arbiter.
Evidence: Witness affidavits ordinarily serve as direct testimony. The Labor Arbiter decides whether a clarificatory hearing or limited testimonial evidence is necessary. Do not assume there will be a full trial where missing documents can be supplied later.
Decision: A regular case should be decided within 30 calendar days after it is submitted for decision. An OFW case should be decided within 90 calendar days after the complaint is filed. These are rule-based decision periods, not guarantees that every case will be received, served, and enforced within those periods.

A complaint may ordinarily be amended before position papers are filed. Later amendment requires leave. Review every claim and respondent before the position-paper stage.

How to follow up a SEnA request

Keep the RFA reference number, date filed, SEAD, SEADO’s name, notices, conference dates, and copies of every submission.

For an online RFA:

Use the Check RFA Status function at DOLE ARMS.
If the status is unclear, contact the SEAD handling the request and give the reference number, names of the parties, date filed, and last conference date.
Ask whether the RFA has been validated, docketed, assigned, set for conference, settled, referred, or closed.
If it was referred, request a copy of the referral and confirm the proper receiving office.
If a settlement is being paid by installment, confirm that compliance reports and proof of payment are being placed in the record.

Do not file duplicate RFAs at several offices simply because one follow-up is unanswered. Duplicate requests may be consolidated and can create confusion about which office has the working record.

For assistance locating a DOLE office, use the DOLE contact page or call Hotline 1349. The official hotline also receives concerns through hotline1349@dole.gov.ph.

How to follow up an NLRC case

Always use the NLRC docket number, not only the SEnA reference number.

Contact the Regional Arbitration Branch or the Labor Arbiter’s office and ask objective record questions, such as:

Was summons issued and successfully served?
What were the dates of service?
When are the two mandatory conferences?
Has an order terminating conciliation been issued?
What is the deadline for position papers or replies?
Has the case been submitted for decision?
Has a decision been promulgated and served?
Has an appeal, motion for reconsideration, entry of judgment, certificate of finality, or writ of execution been filed or issued?
If execution is pending, when was the writ assigned to the sheriff and what is the latest sheriff’s return?

Use the official NLRC office directory. The NLRC main-office contact details published on its website include (02) 8781-7877, 0966-982-2552, 0960-819-1032, and info@nlrc.dole.gov.ph, but branch-level follow-up is usually more useful because the physical record remains with the handling office.

If a rule-based decision period has passed, send a concise written status request to the Executive Labor Arbiter or appropriate branch office. Include the docket number, case title, date of submission for decision, and current contact details. Obtain a received copy or retain proof of email transmission.

Do not attempt private communications with the Labor Arbiter about how the merits should be decided. A follow-up should concern the status and record, with any substantive submission formally filed and served on the opposing party.

Protect your address and service dates

Inform the NLRC in writing of any change in postal address, email address, counsel, or authorized representative, and furnish the other party a copy.

Deadlines may run from legally completed service—not from the day the recipient finally reads the document. Under the 2025 Rules:

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

Monitor registered mail, courier notices, and the address given in the complaint. Refusing or ignoring delivery can cause an appeal deadline to expire.

Critical filing and appeal deadlines

Prescription of the original claim

Money claims arising from employment: generally three years from accrual under Article 306 of the Labor Code.
Illegal dismissal: generally four years from dismissal because the action concerns injury to the worker’s rights. See Arriola v. Pilipino Star Ngayon, G.R. No. 175689, August 13, 2014.
Unfair labor practice: generally one year from the act complained of.

The Supreme Court has treated the filing of a required SEnA request as the institution of a claim for prescription purposes in the circumstances of Zonio v. 88 Aces Maritime Services, G.R. No. 239052, October 16, 2019. Nevertheless, do not assume every claim accrues on the same date or that every informal demand interrupts prescription. File promptly.

Appeals

Labor Arbiter decision: Appeal to the NLRC within ten calendar days from receipt. No extension is allowed. A motion for reconsideration of a Labor Arbiter’s decision is prohibited and does not replace the appeal.
DOLE Regional Director decision under Article 129: Appeal to the NLRC within five calendar days from receipt.
NLRC Commission decision: One motion for reconsideration may be filed within ten calendar days from receipt, based on palpable or patent error and with proof of service on the other party.

A Labor Arbiter appeal requires a verified memorandum of appeal, stated grounds and arguments, material dates, relief sought, required fees, and proof of service. If an employer appeals a monetary award, it must generally post a cash or accredited surety bond equivalent to the monetary award, excluding damages and attorney’s fees. A mere notice of appeal does not perfect the appeal.

Seek counsel immediately upon receipt of an adverse decision. Ten calendar days leaves little time to obtain the record, prepare arguments, arrange service, and, for an employer, address the appeal bond.

Following up on enforcement after winning

A favorable decision does not always result in automatic payment.

Once a decision becomes final, the NLRC may issue a writ of execution on its own or upon motion. If the record is not yet back with the Labor Arbiter after an appeal, a motion for execution may need certified copies of the final decision, proof of service, and entry of judgment.

Execution by motion is available within five years from finality. After that period, enforcement generally requires an independent action filed within ten years from finality.

Ask for:

The certificate of finality or entry of judgment;
The writ of execution;
The name of the assigned sheriff;
The date the writ was served;
Any garnishment, levy, payment, or failed-service record; and
The latest sheriff’s return or status report.

The reinstatement portion of a Labor Arbiter’s decision is immediately executory even during appeal. The employer must comply through actual or payroll reinstatement as directed; failure may lead to execution for accrued reinstatement wages.

Common mistakes to avoid

Treating the online RFA as if it were already the formal NLRC complaint
Filing directly with the NLRC without the required SEnA referral when no exception applies
Naming only a trade name and omitting the company’s legal identity or correct service address
Failing to include the contractor, agency, principal, or other necessary respondent
Stating “all benefits” without identifying the benefit, period, rate, and computation
Omitting claims from the complaint and trying to add them only in the reply
Missing SEnA conferences, Labor Arbiter settings, position-paper deadlines, or courier notices
Waiting for HR’s repeated promises until prescription is near
Filing duplicate RFAs or complaints in several offices
Changing address without notifying the NLRC and the opposing party in writing
Signing a blank resignation, quitclaim, waiver, or settlement without a complete computation
Signing a final quitclaim before installment payments are completed
Relying on oral settlement terms rather than a written, attested agreement
Withholding documents until a hearing that the Labor Arbiter may never find necessary
Recording confidential SEnA discussions
Following up only through unofficial social-media accounts or personal messages

When legal help is urgent

Obtain immediate legal assistance when:

A three-year, four-year, or one-year prescriptive period is close;
You have received a decision and an appeal or reconsideration period is running;
You were forced to resign or sign a quitclaim, blank paper, or backdated document;
The employer is closing, transferring assets, or becoming insolvent;
The case involves several corporations, a contractor, a foreign principal, or disputed employer status;
You are an OFW or seafarer facing contract-specific medical, reporting, or claim deadlines;
A union, CBA, strike, lockout, or unfair-labor-practice issue is involved;
There is violence, a threat to personal safety, retaliation, or an imminent-danger occupational-safety condition; or
A settlement or final judgment is being ignored.

Workers who cannot afford private counsel may inquire with the Public Attorney’s Office, the Integrated Bar of the Philippines legal-aid program, recognized law-school legal clinics, or a legitimate labor organization.

FAQ

Can I file a labor complaint online?

You can file the initial SEnA RFA online through DOLE ARMS. The NLRC Citizen’s Charter describes personal filing for the formal sworn complaint after referral. Do not assume that uploading an RFA automatically files the adjudication case.

Can I go directly to the NLRC?

Generally, no. Most labor and employment disputes must first undergo SEnA and be referred. Direct routing may apply to matters expressly excluded from SEnA or governed by a separate law or procedure.

Is filing free?

SEnA and initial NLRC complaint intake are government services for which the current Citizen’s Charter lists no filing fee. You may still incur expenses for copies, notarization, travel, counsel, and later appeals.

What if the employer does not attend SEnA?

If the responding party misses two consecutive conferences despite proper notice, the SEADO may refer the unresolved issues to the office with jurisdiction. In the formal NLRC case, failure to appear after proper summons does not necessarily stop the proceedings.

What if my claim exceeds ₱5,000 but I am still employed?

A claim exceeding ₱5,000 ordinarily falls within Labor Arbiter jurisdiction, but DOLE may separately exercise visitorial and enforcement authority for labor-standards violations while the employer-employee relationship exists. The proper route depends on the facts and relief requested.

Can I withdraw my complaint and file again?

A case dismissed without prejudice may sometimes be revived or refiled, but prescription continues to matter. Under the 2025 NLRC Rules, a motion to revive or reopen must be filed within ten calendar days from receipt of the dismissal order; otherwise, the remedy is generally to refile. A second dismissal caused by the complainant’s unjustified non-appearance may be with prejudice.

Is a quitclaim always invalid?

No. A quitclaim may be binding if it was voluntary, understood, supported by credible and reasonable consideration, and not contrary to law or public policy. Fraud, coercion, deception, or an unconscionable settlement may affect validity. Obtain advice before signing, especially when the document waives dismissal or substantial wage claims.

How long should an NLRC case take?

The 2025 Rules direct a Labor Arbiter to decide an ordinary case within 30 calendar days after submission for decision and an OFW case within 90 calendar days from filing. Conciliation, service problems, authorized incidents, appeal, and execution can make the complete process longer.

Official references

This article provides general legal information, not advice for a particular case. Jurisdiction, prescription, computation, and available remedies can change based on the employment relationship and documents. Official sources and procedures were checked as of August 5, 2026.