Quick answer

For most workplace disputes, begin by filing a Request for Assistance (RFA) under the Single Entry Approach (SEnA)—online through DOLE ARMS or personally at a Single Entry Assistance Desk of DOLE, the National Conciliation and Mediation Board (NCMB), or the NLRC. SEnA is conciliation-mediation, not yet a formal case.

If the dispute is not settled, obtain the SEADO’s written referral. File a formal complaint with the proper NLRC Regional Arbitration Branch when the claim involves illegal or constructive dismissal, reinstatement, unfair labor practice, damages arising from employment, or money claims generally exceeding ₱5,000. Other matters may be referred to a DOLE Regional Office, another DOLE agency, a grievance mechanism, or the agency administering the particular benefit.

Follow up using the RFA reference number or NLRC docket number. Do not file duplicate requests merely because there has been no update. Ask the handling office for the assigned officer, scheduled conference, status of service on the employer, outstanding requirements, and any order or decision already issued.

Most labor disputes must undergo SEnA before formal adjudication under Republic Act No. 10396. The Supreme Court has confirmed that conciliation-mediation is generally a condition precedent to an NLRC complaint, not a separate case constituting forum shopping. See Naldo v. Corporate Protection Services, Phils., Inc..

Choose the correct route

Concern	Usual next step after SEnA
Illegal dismissal, constructive dismissal or reinstatement	Formal complaint before an NLRC Labor Arbiter
Unfair labor practice	NLRC Labor Arbiter; union or collective disputes may require a different NCMB or grievance route
Unpaid wages, overtime, holiday pay, 13th-month pay, commissions or final pay exceeding ₱5,000	Usually an NLRC Labor Arbiter
Simple money claim not exceeding ₱5,000 per employee, with no reinstatement claim	DOLE Regional Director or authorized hearing officer under Labor Code Article 129
Labor-standards violations in an operating workplace	DOLE inspection or enforcement may be appropriate, particularly while the employment relationship still exists
SSS, PhilHealth, Pag-IBIG or other social-security contribution or benefit issues	The agency administering the benefit, although a SEnA desk may provide technical assistance or referral
CBA interpretation, company personnel-policy interpretation or enforcement	Grievance machinery and, when applicable, voluntary arbitration
Actual or threatened strike or lockout, notice of strike or preventive mediation	NCMB procedure, not ordinary SEnA
Imminent workplace danger, dangerous occurrence, disabling injury or inadequate PPE	Urgent DOLE occupational-safety enforcement, not ordinary SEnA
Inter- or intra-union dispute	The appropriate DOLE labor-relations procedure
Recruitment, licensing, alien employment permit or contractor-registration violation	The DOLE office or agency administering the permit, licence or registration

The jurisdictional rules come principally from Articles 128, 129 and 224 (formerly Article 217) of the Labor Code. Under Article 128, DOLE’s visitorial and enforcement authority is not limited to ₱5,000 when the statutory conditions for inspection-based enforcement are present. The ₱5,000 limit applies to the distinct summary proceeding under Article 129.

The current SEnA exceptions and procedures are in DOLE Department Order No. 249, Series of 2025. If the classification is uncertain, file an RFA and ask the SEADO for a written referral rather than guessing the final forum.

How to file a SEnA Request for Assistance

1. Prepare the essential information

Have the following ready:

Your full name, address, mobile number and email address.
The employer’s complete registered or business name, workplace address, principal office, contact details and, if known, responsible officers.
The names and addresses of any contractor, agency or principal company involved.
Your position, hiring and separation dates, work location, pay rate and usual schedule.
A short chronological account stating what happened, when it happened and what relief you seek.
An itemized computation of unpaid amounts, identifying the period covered and the basis of each claim.
Copies of the most important supporting documents.

Use the employer’s correct legal identity. A trade name printed on a uniform, receipt or social-media page may not be the entity that employed or paid you.

2. File online or personally

An RFA may be filed through DOLE ARMS. Save the confirmation page, reference number and every email or text acknowledging submission.

For personal filing, go to a SEnA desk at the DOLE, NCMB or NLRC office nearest your residence. Under the current rules, an RFA may also be filed at the place where the union or workers’ association operates or at the employer’s principal place of business, at the requesting party’s option. Offices can coordinate when the most convenient filing desk is outside the employer’s region.

Ask for a received or stamped copy of the RFA. If an office directs you to another branch, request the name of the receiving office and confirmation that the RFA was actually transmitted.

A worker, kasambahay, group of workers, union, workers’ association, federation, OFW or employer may seek assistance. An immediate family member or authorized representative may file in permitted circumstances with a Special Power of Attorney. Additional proof is required for a deceased, incapacitated or juridical requesting party.

3. Attend the validation interview and conferences

For an onsite RFA, the initial-conference date should be set on filing. For an online or digitally submitted request, the RFA is first assigned and validated. The current rules direct that the initial conference be conducted within five calendar days, or at 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. SEnA is non-litigious. Parties ordinarily represent themselves, and lawyers are not encouraged to participate unless they are a party, the employer or an authorized representative allowed by the rules.

The 30-calendar-day conciliation period begins with the initial conference at which both parties appear. It is generally non-extendible, but the parties may mutually agree to an extension of up to 15 calendar days when settlement remains possible.

Do not make an unauthorized audio or video recording. SEnA communications are confidential and privileged, subject to the rules on waiver and the limited recording of acceptance of an online settlement.

4. Decide carefully whether to settle

A SEnA officer facilitates discussion but does not decide who is legally correct. Before agreeing, check:

The exact gross and net amounts.
The claims and dates covered.
Whether payment is immediate or by instalment.
Each due date and payment method.
Whether reinstatement, clearance, a certificate of employment or another non-monetary obligation is included.
What happens if a payment is missed.
The precise scope of any waiver or release.

The written agreement must be explained in a language or dialect understood by the parties. A settlement signed by both parties and attested by the SEADO is generally final and immediately executory. Under Department Order No. 249-25, a waiver and quitclaim should be issued only after full compliance with the settlement—not merely upon a promise of future payment.

5. Obtain a referral if settlement fails

Either or both parties may request referral at any stage. Referral is appropriate when:

No agreement is reached within the mandatory period.
The period expires and settlement appears remote.
The responding party misses two consecutive scheduled conferences despite due notice.
Only some of several issues are settled.
A settlement agreement is not complied with.

Nonappearance by the employer does not automatically prove the worker’s claim. The referral permits the unresolved matter to proceed to the office or tribunal with authority to decide it.

How to file a formal NLRC complaint

The 2025 NLRC Rules of Procedure, effective January 13, 2026, govern current NLRC proceedings.

1. File with the proper Regional Arbitration Branch

A Labor Arbiter case may generally be filed at the Regional Arbitration Branch having jurisdiction over either:

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

at the complainant’s option.

“Workplace” includes the place of assignment, the location to which the employee was supposed to report after a temporary assignment, the reporting or payroll location of mobile workers, and an alternative workplace used by telecommuting employees.

An OFW case may be filed where the complainant resides or where the principal office of any respondent is situated. Special seafarer and overseas-employment rules may also apply.

Confirm the branch address and its accepted filing channels through the official NLRC directory. Email-filing arrangements are not necessarily identical in every branch.

2. Complete and personally sign the complaint

The complaint must state the names and addresses of all complainants and respondents. All complainants must sign it and execute the required verification and certification against forum shopping.

Include all causes of action arising from the same employment relationship. For example, do not state only “illegal dismissal” if you also seek unpaid wages, overtime, holiday pay, final pay, separation pay or damages.

Bring or attach, as required:

The SEnA referral slip.
The completed NLRC complaint form.
A valid government-issued ID.
Copies of the relevant employment and payroll documents.
Authority documents for a representative or juridical party.
Sufficient copies for the docket and respondents, following the branch’s current instructions.

Keep a received copy showing the filing date and docket number.

3. Watch for the summons and two conference settings

Under the current Rules, the Labor Arbiter should issue summons within two working days from receipt of the complaint or amended complaint. The summons states two settings for mandatory conciliation and mediation.

If a duly notified complainant misses both settings, the case may be dismissed without prejudice. A second dismissal for unjustified nonappearance after refiling may be with prejudice. If a duly served respondent fails to attend both settings, the respondent may be deemed to have waived the right to file a position paper; the complainant still must prove the claim with evidence.

The Labor Arbiter’s mandatory conference should generally end within 30 calendar days from the first conference, absent justifiable grounds.

4. Submit a complete position paper

If settlement fails, the Labor Arbiter sets a date—within ten calendar days after termination of the mandatory conference—for simultaneous filing of verified position papers.

The position paper should contain the relevant facts, legal grounds, specific relief requested, computations, supporting documents and witness affidavits. Affidavits ordinarily take the place of direct testimony. A reply may be filed on the scheduled date within ten calendar days after receipt of the other party’s position paper.

Do not hold back essential evidence for a future courtroom-style trial. The Labor Arbiter may decide from the papers and will conduct a clarificatory hearing only when necessary.

How to follow up properly

For a SEnA RFA

Use the Check RFA Status function on DOLE ARMS and enter the reference number. You may also contact the office where the RFA was first filed.

Ask concise, specific questions:

Has the RFA been validated and docketed?
Who is the assigned SEADO?
When is the initial or next conference?
Was notice successfully served on the responding party?
Has the employer missed two consecutive conferences?
Has a settlement, termination minute or referral been issued?
If there was a settlement, was a compliance report submitted?

Keep screenshots, emails and notes of the date, time, office and person contacted.

For an NLRC case

Quote the complete docket number in every inquiry. Contact the docket or records unit of the Regional Arbitration Branch—not the Labor Arbiter privately about the merits—and ask:

Which Labor Arbiter and branch were assigned?
Was summons issued and served?
What is the next scheduled setting?
Has the case been submitted for decision?
Was an order or decision released?
On what date and to whom was it served?
Has an appeal, certificate of finality, entry of judgment or writ of execution been issued?

Check the address, email and telephone number in the NLRC contact directory. If submitting a pleading or written status request, use an accepted filing method, furnish the opposing party when required and retain proof of filing and service.

A follow-up does not extend a filing or appeal deadline.

Important deadlines

Action or claim	General period
Employment-related money claim	Three years from accrual
Illegal-dismissal action	Four years from dismissal, as an action based on injury to rights
Unfair labor practice arising from Book V of the Labor Code	One year from accrual
SEnA initial conference	Within five calendar days, or the earliest available date not exceeding ten days, from assignment
Ordinary SEnA period	30 calendar days from the initial conference where both parties appear
Agreed SEnA extension	Up to 15 additional calendar days
NLRC position papers	On the date set within ten calendar days after termination of the mandatory conference
Reply to position paper	On the scheduled date within ten calendar days after receipt
Appeal from Labor Arbiter to NLRC	Ten calendar days from receipt; no extension
Appeal from a DOLE Regional Director’s Article 129 decision	Five calendar days from receipt
Motion for reconsideration of an NLRC Commission decision	Ten calendar days from receipt; only one from the same party
Rule 65 petition challenging an NLRC decision	Generally 60 days from notice of denial of a timely motion for reconsideration

If the final day of an NLRC appeal falls on a Saturday, Sunday or holiday, the next working day is the deadline. Do not assume that internal negotiations, an unanswered demand or repeated follow-ups stop prescription. The accrual date, claims included in an RFA and any interruption or tolling issue can be fact-dependent.

An employer appealing a monetary award must generally post a cash or accredited surety bond equivalent to the monetary award, excluding damages and attorney’s fees. A bare notice of appeal, filing in the wrong office or an unsupported motion to reduce bond does not perfect the appeal.

A petition against an NLRC ruling is ordinarily a Rule 65 petition for certiorari before the Court of Appeals, not an ordinary appeal. A timely NLRC motion for reconsideration is generally required first. The applicable 60-day rule appears in Rule 65 of the Rules of Court.

Evidence to preserve

Keep original files and backed-up copies of:

Employment contracts, job offers, IDs and onboarding records.
Payslips, payroll sheets, bank or e-wallet payment records and acknowledgement receipts.
Daily time records, biometric logs, schedules, time sheets and overtime instructions.
Emails, texts and work-platform messages showing assignments, supervision, attendance, pay or dismissal.
Notices to explain, written responses, administrative findings and termination notices.
Resignation letters, clearance documents, quitclaims and final-pay computations.
Company policies, employee handbooks, CBA provisions and relevant memoranda.
Proof of SSS, PhilHealth and Pag-IBIG contributions or missing remittances.
Medical and incident records for workplace injuries or safety complaints.
The employer’s SEC or DTI name, addresses and details of contractors or principals.
Names and contact information of possible witnesses.
Every RFA, referral, summons, conference notice, position paper, order and proof of receipt.

Preserve complete conversations, not selected screenshots that omit context. Do not alter metadata or obtain records through unlawful access.

Common mistakes

Treating an RFA as if it were already a formal NLRC complaint.
Waiting for HR indefinitely while a prescriptive period runs.
Naming only a supervisor instead of the actual employer, contractor or principal.
Omitting claims that arose from the same employment relationship.
Giving an incomplete or invalid address that prevents service of summons.
Missing conferences, position-paper dates or appeal periods.
Filing duplicate RFAs or complaints without disclosing the earlier filing.
Secretly recording a confidential SEnA conference.
Signing a quitclaim without checking its scope, amount and payment schedule.
Surrendering original evidence without retaining copies and a receipt.
Assuming employer nonappearance means automatic victory.
Relying on verbal assurances instead of obtaining the settlement, referral or status in writing.
Paying an unauthorized fixer or non-lawyer who promises a guaranteed result.

When help is urgent

Seek immediate advice from a labor lawyer, union counsel or qualified legal-aid office when:

You have received a decision, dismissal order or adverse resolution and an appeal period is running.
You are being pressured to sign a resignation, settlement or quitclaim immediately.
The employer is closing, transferring assets or becoming insolvent.
The case involves a substantial monetary claim, several employers or contractors, or disputed employment status.
There are union-busting allegations, a strike or lockout, mass termination or bargaining deadlock.
A workplace condition presents imminent danger to life or health.
There has been violence, coercion, trafficking, illegal recruitment or a credible criminal threat.
The dispute concerns overseas work, seafarer disability, diplomatic immunity or a foreign employer.
A settlement or final judgment remains unpaid.
Prescription may expire soon or the accrual date is disputed.

Emergency, criminal, occupational-safety and social-security remedies may proceed through different agencies and should not be delayed merely because an RFA is pending.

Frequently asked questions

Do I need a lawyer to file?

No lawyer is required to submit an RFA or personally pursue an ordinary Labor Arbiter complaint. SEnA is designed to be non-technical. Legal advice is nevertheless prudent for dismissal, union, OFW, seafarer, contractor, large monetary, prescription, appeal or execution issues. NLRC rules limit when a non-lawyer may represent another person.

Can I file while still employed?

Yes. Current employment does not prevent an RFA concerning unpaid wages, benefits, deductions, schedules, safety or other employment issues. The Labor Code also prohibits retaliation for filing or participating in certain wage proceedings, but the precise remedy depends on the retaliatory act and legal basis.

Can I file anonymously?

An anonymous report about labor standards or occupational safety may be treated as a request for technical assistance and referred for inspection. It is not the same as a personal claim seeking payment, reinstatement or an adjudicated award.

What happens if the employer ignores SEnA?

After two consecutive scheduled conferences missed by the responding party despite due notice, the SEADO may issue a referral. This allows the matter to proceed but does not establish liability by itself.

Can SEnA order my employer to pay?

The SEADO does not adjudicate the merits. Payment may result from a voluntary settlement. If no settlement occurs, the proper DOLE office or Labor Arbiter may issue an enforceable order after formal proceedings.

What if a SEnA settlement is not followed?

Report the default immediately to the handling SEADO. The SEADO should call a conference to seek voluntary compliance. If noncompliance continues, obtain a referral and file a motion for execution with the DOLE Regional Office or NLRC Regional Arbitration Branch identified in the referral.

How long should an NLRC decision take?

Under the current Rules, a Labor Arbiter generally must decide within 30 calendar days after the case is submitted for decision. Cases involving OFWs are to be decided within 90 calendar days from filing. These legal periods do not mean that every complaint will finish within that time because service, conciliation, position papers, clarificatory proceedings, appeal and execution are separate stages.

Is a Labor Arbiter’s reinstatement order suspended by appeal?

No. The reinstatement aspect of a Labor Arbiter’s decision is immediately executory pending appeal. Enforcement may be by actual reinstatement or payroll reinstatement, subject to the decision and applicable rules.

Official references

This article provides general legal information, not legal advice for a particular dispute. Jurisdiction, prescription, remedies and deadlines may change depending on the documents, parties, employment arrangement and date of receipt of official notices. Official sources and current procedures were checked on August 5, 2026.