Quick answer

Most workplace disputes must first go through the Single Entry Approach (SEnA), a mandatory conciliation-mediation process. File a Request for Assistance (RFA) with DOLE, the National Conciliation and Mediation Board, or an NLRC office—or submit it online through DOLE ARMS. The process generally runs for up to 30 days, although either party may ask to end it earlier and have unresolved issues referred to the agency with jurisdiction.

If no settlement is reached and the dispute belongs to the NLRC—such as illegal dismissal, constructive dismissal, unfair labor practice, or qualifying employment-related money and damages claims—obtain the referral and file a formal complaint with the appropriate NLRC Regional Arbitration Branch. SEnA itself is not yet a court-like case, and the conciliator cannot force either side to settle.

Do not wait for the last day of a legal deadline. Employment money claims generally prescribe in three years from accrual, while illegal-dismissal claims generally prescribe in four years. Special laws, collective bargaining agreements, seafarer rules, overseas-employment rules, and the exact nature of the claim can change the proper forum and deadline.

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

Understanding the offices prevents misfiling:

SEnA is the usual first step. A neutral officer helps the parties explore a voluntary settlement but does not decide who is legally right.
DOLE regional, provincial, or field offices administer SEnA and exercise labor-standards inspection and enforcement powers. A DOLE Regional Director may also adjudicate certain simple money claims under Article 129 of the Labor Code when the statutory conditions are met.
The NLRC is a quasi-judicial agency. Its Labor Arbiters hear cases within their jurisdiction and issue binding decisions. The Commission reviews Labor Arbiter decisions on appeal.
The NCMB handles SEnA and disputes involving notices of strike or lockout, preventive mediation, and voluntary arbitration.
Other agencies or procedures may control claims involving SSS, PhilHealth, Pag-IBIG, employees’ compensation, union registration, collective-bargaining grievance machinery, occupational safety emergencies, public-sector employment, or specialized seafarer and overseas-worker issues.

If you are unsure of the forum, describe every material fact in the RFA. The SEnA officer can identify the office to which unresolved issues should be referred, but you should obtain legal advice when jurisdiction or prescription is disputed.

When to begin with SEnA

Republic Act No. 10396 made mandatory conciliation-mediation the general entry point for labor and employment disputes. The Supreme Court has confirmed that it is ordinarily a condition precedent to an NLRC complaint.

Common concerns brought to SEnA include:

unpaid or underpaid wages;
overtime, holiday, rest-day, night-shift, service-incentive-leave, or 13th-month pay;
unpaid final pay or benefits;
illegal, constructive, or retaliatory dismissal;
suspension, demotion, forced resignation, or reduction of pay;
unauthorized deductions;
employment-status or regularization disputes;
non-remittance concerns involving statutory contributions;
claims involving kasambahays, groups of workers, unions, associations, employers, or overseas Filipino workers; and
other disputes arising from work or employment.

An RFA may be filed by an aggrieved worker, group of workers, employer, kasambahay, union, workers’ association, federation, or OFW. 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, subject to proof of their authority and relationship.

Important exceptions and special routes

SEnA is the general rule, not a substitute for every specialized procedure:

A dispute governed by a collective bargaining agreement may have to pass through its grievance machinery and, when applicable, voluntary arbitration.
A notice of strike or lockout and related preventive-mediation matters belong within the NCMB framework.
An imminent danger, serious accident, child-labor situation, or urgent occupational-safety violation should be reported immediately to the proper DOLE office; do not rely only on ordinary conciliation.
SSS, PhilHealth, Pag-IBIG, and employees’ compensation disputes may require action before the agency given statutory jurisdiction.
Government employees generally use Civil Service, administrative, or other public-sector remedies rather than the NLRC.
Seafarers and other OFWs may be covered by special statutes, contracts, medical procedures, grievance machinery, and jurisdictional rules.

Step 1: Prepare the facts before filing

Write a short, chronological account containing:

Your full name and current contact details.
The employer’s correct legal or business name, known addresses, and contact details.
Your position, work location, start date, wage rate, and usual work schedule.
The specific acts complained of and their dates.
Each amount or remedy claimed, if known.
What you already asked the employer to do and how it responded.
Whether there is a union, collective bargaining agreement, arbitration clause, pending case, or earlier settlement.
Whether you were dismissed, resigned, stopped reporting for work, or remain employed—and why.
Any approaching deadline or urgent health, safety, immigration, repatriation, or retaliation concern.

Use exact dates where possible. If you do not know the precise amount due, state the underlying facts and identify the records needed to compute it. Do not inflate a claim or include facts you cannot honestly support.

Step 2: Preserve evidence

Keep originals safe and prepare readable copies of relevant records, including:

employment contracts, job offers, agency agreements, and company policies;
identification cards and proof of employment;
payslips, payroll records, bank credits, cash vouchers, and time records;
schedules, logbooks, biometric records, delivery records, or work-system logs;
notices to explain, preventive-suspension notices, memoranda, and decisions;
termination, resignation, transfer, demotion, or return-to-work communications;
emails, text messages, chat messages, and screenshots showing dates and participants;
performance evaluations, commendations, incident reports, and witness details;
proof that you reported for work or were denied entry;
medical records when health or disability is relevant;
SSS, PhilHealth, and Pag-IBIG contribution records;
the CBA and grievance documents, if applicable; and
computations showing how each money claim was derived.

Preserve electronic records in their original form when possible. Export complete conversations rather than saving only selected screenshots. Keep proof of when notices and decisions were actually received because appeal periods often run from receipt.

Do not secretly access restricted systems, take records unrelated to your claim, alter screenshots, or publish confidential personal information. Ask a lawyer how to preserve evidence lawfully if access is disputed.

Step 3: File the SEnA Request for Assistance

You may file:

Online: Submit the RFA through DOLE ARMS. Save the acknowledgment, reference number, docket number, and confirmation email or message.
Onsite: Go to a DOLE Regional or Provincial Office, the NCMB Central Office or a Regional Conciliation and Mediation Branch, or an NLRC Central Office or Regional Arbitration Branch that accepts RFAs.

Provide complete and accurate contact information. A wrong telephone number, inactive email address, or incomplete employer address can delay notice and conferences.

Ask for or retain:

a stamped or electronic copy of the RFA;
the reference and docket numbers;
the assigned office and SEnA officer;
the date and mode of the first conference; and
instructions for uploading or submitting documents.

What happens during SEnA

The SEnA officer facilitates discussions and may help the parties clarify claims, exchange computations, or formulate settlement terms. The officer is not acting as your lawyer and cannot compel an admission, payment, reinstatement, or settlement.

The mandatory conciliation-mediation period is generally 30 days under the current SEnA framework. Republic Act No. 10396 also allows either party to request pre-termination and referral to the proper office; unresolved issues may instead go to voluntary arbitration if both sides agree.

Attend every conference or promptly explain a genuine inability to attend. Bring your records, a realistic computation, and a clear proposal. If appearing through a representative, confirm in advance what written authority the office requires.

Before signing a settlement

Read every provision. Confirm that the document accurately states:

the exact gross and net amounts;
the payment dates and method;
whether reinstatement, resignation, clearance, or certificate-of-employment terms are included;
the tax and deduction treatment;
which claims are being settled or released;
what happens if payment is late or incomplete; and
when any quitclaim takes effect.

Do not sign a blank document, an inaccurate acknowledgment of full payment, or a quitclaim you do not understand. Not every quitclaim is invalid: the Supreme Court recognizes settlements that are voluntary, understood, lawful, and supported by credible and reasonable consideration. Conversely, fraud, coercion, or an unconscionable settlement may affect validity. A signed settlement should therefore be treated seriously.

Step 4: If SEnA does not resolve the dispute

Request and keep the official referral or endorsement covering the unresolved issues. Check that it identifies the parties and the proper receiving office.

If the dispute falls within NLRC jurisdiction, proceed to the appropriate Regional Arbitration Branch and file the prescribed complaint. Labor Arbiters generally have original and exclusive jurisdiction over matters such as:

unfair labor practice cases;
termination disputes, including illegal or constructive dismissal;
wage, hours-of-work, and employment-condition cases accompanied by a claim for reinstatement;
damages arising from employer-employee relations;
specified strike or lockout cases; and
other employer-employee money claims placed within their jurisdiction by the Labor Code or special laws.

Jurisdiction does not depend solely on whether an employer-employee relationship is alleged. The nature of the principal claim, requested remedy, amount, employment status, governing statute, CBA, and specialized agency jurisdiction all matter.

Venue

For ordinary local employment cases, the NLRC rules generally connect venue to the workplace or the Regional Arbitration Branch with territorial jurisdiction, subject to specific rules and authorized transfer. Venue for OFWs, seafarers, employers operating in multiple places, or work performed in several regions may require a closer review of the current rules.

Before traveling, verify the correct branch and its current receiving procedures through the NLRC website or its official contact directory.

Filing the complaint

Bring the referral, identification, addresses of all respondents, and your supporting documents. Name the correct employer and any other party you have a factual and legal basis to include. A trade name may differ from the corporation, partnership, contractor, agency, or individual that legally employed you.

A worker may personally file and pursue an NLRC complaint without hiring a lawyer. Nevertheless, representation can be important when the case involves disputed employment status, multiple companies, a contractor or agency, corporate officers, a CBA, substantial damages, overseas employment, seafarer disability, or an imminent deadline.

What happens after an NLRC complaint is filed

The Labor Arbiter issues summons and schedules mandatory conciliation-mediation conferences within the NLRC case. These conferences are distinct from the pre-filing SEnA stage. Settlement remains possible.

If the case is not settled, the Labor Arbiter will ordinarily direct the parties to define the issues and submit verified position papers, affidavits, and supporting documents. Labor cases are often decided primarily from written submissions rather than a full trial with continuous oral testimony.

Follow every order exactly. File within the stated period, serve the other parties as directed, and keep proof of filing and service. Include every cause of action and requested relief supported by the facts. Do not assume that an omitted claim can be introduced later without permission.

How to follow up an RFA or NLRC case

Following up a SEnA RFA

Use the Track RFA Status function on DOLE ARMS with the reference or docket number. You may also contact or visit the office where the RFA was filed.

When following up, provide:

your full name;
the RFA reference or docket number;
the employer’s name;
the date of filing and last conference;
the assigned officer, if known; and
the specific information requested, such as the next setting, status of notice, referral, or copy of a document.

Do not submit duplicate RFAs merely because a response is delayed. First ask the receiving office whether the original filing was successfully docketed.

Following up an NLRC case

Contact the Regional Arbitration Branch where the case is pending and provide the complete case number. Ask whether:

summons or an order has been issued;
a conference or submission deadline has been set;
a pleading has been received;
the case has been submitted for decision;
a decision, resolution, certificate of finality, entry of judgment, or writ has been issued; or
the record has been transmitted on appeal.

Use status inquiries to obtain procedural information, not to argue the merits privately with staff. Formal requests must be made through the proper pleading or motion, with service on the other party when required.

Maintain a case calendar containing every conference, filing date, receipt date, and deadline. Check physical mail, email, text messages, and the official address you supplied. Failure to update your address or collect mail can have serious consequences.

Deadlines that require special attention

Prescription of the original claim

As a general rule:

Money claims arising from employer-employee relations must be filed within three years from the time each cause of action accrued.
Illegal-dismissal claims are generally governed by a four-year prescriptive period.

Different claims may accrue on different dates. Filing an internal grievance or repeatedly asking the employer to pay does not necessarily preserve a claim indefinitely. Current rules may recognize the tolling effect of a duly filed SEnA request, but do not rely on this to delay formal filing where prescription is close or disputed.

Appeal from the Labor Arbiter

A Labor Arbiter’s decision, award, or order must generally be appealed to the NLRC within 10 calendar days from receipt. The appeal must comply with the current NLRC rules, including the required memorandum and service. When an employer appeals a monetary award, the statutory cash-or-surety-bond requirements are generally mandatory, subject to narrowly applied rules concerning a motion to reduce bond.

Motion for reconsideration of an NLRC decision

A motion for reconsideration is generally allowed only on the grounds and under the conditions stated in the NLRC rules and must ordinarily be filed within 10 calendar days from receipt. Only one such motion from the same party is generally entertained.

Judicial review of an NLRC ruling is not another ordinary appeal. It normally involves a petition for certiorari under Rule 65 before the Court of Appeals, with separate requirements and deadlines. Obtain legal advice immediately upon receipt of an adverse NLRC decision or resolution.

Count calendar days carefully. Record the actual date and manner of receipt, retain the envelope or electronic delivery record, and do not assume that holidays, weekends, negotiations, or an informal follow-up automatically extend a deadline.

Common mistakes to avoid

Filing directly with the NLRC without the required SEnA referral or without establishing an applicable exception.
Naming only a brand or supervisor instead of identifying the correct legal employer and other properly liable parties.
Giving an obsolete home address, telephone number, or email address.
Missing a conference or filing deadline while waiting for an informal settlement.
Signing a quitclaim, resignation, or acknowledgment of full payment before checking the terms and actual payment.
Deleting messages or surrendering the only copy of important records.
Submitting altered screenshots, inconsistent dates, or exaggerated computations.
Leaving a formal claim out of the complaint or position paper.
Assuming that an RFA automatically becomes an NLRC complaint after failed conciliation.
Filing duplicate cases in different offices without disclosing the earlier filing.
Ignoring a company grievance procedure or CBA that may control the next step.
Treating social-media posts, anonymous advice, or unofficial templates as substitutes for current agency rules.
Waiting until prescription or an appeal deadline is about to expire.

When legal help is urgent

Consult a labor lawyer, union representative, the Public Attorney’s Office if you qualify, or another authorized legal-assistance provider promptly when:

a three-year or four-year prescriptive period may be close;
you have received a Labor Arbiter or NLRC decision;
you were asked to sign a settlement, quitclaim, resignation, or waiver immediately;
the employer denies that you were an employee;
several contractors, agencies, corporations, or officers may be involved;
the case concerns a CBA, unfair labor practice, strike, or lockout;
you are an OFW or seafarer with contract, repatriation, medical, disability, or third-doctor issues;
there is retaliation, intimidation, violence, trafficking, document confiscation, or an imminent safety danger;
the employer is closing, transferring assets, or entering insolvency proceedings; or
you need to appeal or seek judicial review.

For threats, violence, unlawful detention, or another immediate danger, contact the proper emergency or law-enforcement authority in addition to pursuing labor remedies.

Frequently asked questions

Can I file even if I am still employed?

Yes. SEnA is available for employment disputes whether or not employment has ended. Preserve proof of any retaliation after filing and report new material events to the assigned office.

Do I need a lawyer to file an RFA or NLRC complaint?

No. A worker may file personally. A lawyer is advisable when the facts, parties, jurisdiction, amount, evidence, or deadline are complicated.

Can my family file for me?

An immediate family member may file an RFA when the aggrieved person is absent or incapacitated, generally with a Special Power of Attorney. Legitimate heirs may file after the person’s death, subject to documentary requirements. Representation in a formal NLRC case is governed by the NLRC rules.

Can the SEnA officer order my employer to pay?

No. SEnA is conciliation-mediation. Payment or another remedy results from a voluntary settlement. If no settlement is reached, the unresolved matter must be referred to the office that can adjudicate it.

May I stop SEnA before 30 days?

Republic Act No. 10396 permits either party to request pre-termination and referral or endorsement to the proper agency. If both sides agree, unresolved issues may be submitted to voluntary arbitration.

What if the employer does not attend?

Keep attending as directed and ask the SEnA officer about referral of the unresolved dispute. Nonattendance does not by itself prove your claim; you must still present evidence before the office with adjudicatory jurisdiction.

What if we settled but the employer did not pay?

Notify the office that facilitated the settlement immediately and bring the signed agreement and proof of nonpayment. The correct enforcement procedure depends on the agreement’s terms, where it was concluded, and the authority under which it was approved.

Is filing SEnA and later filing with the NLRC forum shopping?

Not ordinarily. The Supreme Court has explained that mandatory SEnA conciliation is a condition precedent and is different from an adjudicated NLRC case. You must still disclose other pending or completed cases and settlements accurately.

Where can I check official forms and procedures?

Use the DOLE ARMS filing and tracking portal, the DOLE website, the NLRC website, and the NCMB website. Verify branch-specific receiving arrangements before filing.

Official legal and procedural sources

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, deadlines, and available remedies depend on the documents and facts. Official sources and procedures were checked as of August 31, 2026; verify later amendments and branch-specific requirements before acting.