Quick answer

For most private-sector labor disputes, the first step is not yet a formal case. File a Request for Assistance (RFA) under the Single Entry Approach or SEnA. You may file online through DOLE ARMS or onsite at an authorized SEnA desk of a DOLE office, the National Conciliation and Mediation Board (NCMB), or an NLRC Regional Arbitration Branch.

SEnA is mandatory conciliation-mediation for most employment disputes. If the parties do not settle, obtain a referral and proceed to the office with jurisdiction:

Go to the NLRC Labor Arbiter for illegal or constructive dismissal, unfair labor practice, reinstatement, employment-related damages, and most claims exceeding ₱5,000.
Go to the DOLE Regional Office for labor-standards inspection or enforcement while employment still exists, and for simple money claims not exceeding ₱5,000 per worker when reinstatement is not claimed.
Use the specialized procedure for matters such as strikes, CBA grievances, urgent occupational-safety hazards, social-security claims, union disputes, and certain permit or licensing violations.

This general sequence comes from Republic Act No. 10396 and the current SEnA Rules under DOLE Department Order No. 249, Series of 2025. The Supreme Court has confirmed that mandatory conciliation-mediation is ordinarily a prerequisite to an NLRC complaint. See Naldo Jr. v. Corporate Protection Services, Phils., Inc..

DOLE or NLRC: which office should handle the case?

The proper forum depends on the relief requested and the facts—not simply on which office is more convenient.

Concern	Usual route after SEnA
Illegal dismissal, constructive dismissal, or termination dispute	NLRC Labor Arbiter
Reinstatement or return to work	NLRC Labor Arbiter
Unfair labor practice, such as interference with union rights	NLRC Labor Arbiter
Moral, exemplary, actual, or other damages arising from employment	NLRC Labor Arbiter
Ordinary employment claim exceeding ₱5,000	NLRC Labor Arbiter
Simple wages or benefits claim of ₱5,000 or less per worker, without reinstatement	DOLE Regional Director or authorized hearing officer under Article 129
Labor-standards violations found through inspection while the employment relationship still exists	DOLE Regional Office under Article 128; this enforcement authority is not limited to ₱5,000
Interpretation or implementation of a CBA or company personnel policy	Grievance machinery and, when applicable, voluntary arbitration
SSS, Employees’ Compensation, PhilHealth, or Pag-IBIG entitlement or contribution issue	The agency designated by the governing social-welfare law
Actual or threatened strike or lockout	NCMB procedure, not ordinary SEnA
Imminent danger, disabling injury, dangerous occurrence, or missing/inadequate PPE	Report directly for DOLE occupational-safety action
Government employment	Often a Civil Service or agency process; coverage depends on the employer’s legal status and charter
Overseas worker or seafarer dispute	SEnA may still be available, but DMW, CBA, grievance, medical-assessment, and special seafarer rules may apply

The distinction between DOLE’s visitorial and enforcement authority and the Labor Arbiter’s adjudicatory jurisdiction can be fact-sensitive. Under Article 128, DOLE may issue compliance orders based on inspection findings while an employer-employee relationship still exists. Article 129 separately covers simple money claims not exceeding ₱5,000 without reinstatement. The Labor Arbiter’s jurisdiction is summarized in the 2025 NLRC Rules of Procedure and the NLRC’s official FAQ.

If the claim involves dismissal together with unpaid wages or benefits, put the related claims in the same NLRC complaint. Do not split causes of action arising from the same employment relationship.

What SEnA does—and does not do

SEnA is a settlement process. The Single Entry Assistance Desk Officer or SEADO helps the parties clarify the problem, discuss options, and reduce any agreement to writing. The SEADO does not conduct a full trial or issue a decision declaring who legally won.

An RFA may be filed by an aggrieved worker—including a kasambahay—an employer, a union, a workers’ association, or a group of workers. If the person concerned is absent or incapacitated, an immediate family member or authorized representative generally needs a Special Power of Attorney. Legitimate heirs may act if the worker has died. DOLE ARMS provides the current filing categories and instructions.

Under the current SEnA Rules:

The initial conference should be conducted within five calendar days, or at the earliest available date not exceeding ten days, from assignment of the RFA to a SEADO.
The 30-calendar-day conciliation-mediation period begins when the initial conference is held and both parties appear.
The period may be extended by mutual agreement when settlement remains possible, but the extension cannot exceed 15 calendar days.
Conferences may be face-to-face or conducted through an authorized digital platform.
Conciliation communications are generally confidential. Unauthorized audio or video recording is prohibited.

The overall elapsed time from filing may be longer than 30 days because the statutory period does not begin until the qualifying initial conference.

Matters that do not go through ordinary SEnA

Department Order No. 249 identifies matters governed by separate procedures, including:

Actual strikes or lockouts, notices of strike or lockout, and notices of preventive mediation;
CBA interpretation or implementation and company-policy disputes subject to grievance machinery;
Applications for exemption from wage orders;
Violations involving alien employment permits, private employment-agency authority or licenses, working-child permits, contractor registration, professional licenses, or TESDA accreditation;
Occupational-safety matters involving imminent danger, dangerous occurrences, disabling injury, or lack or inadequacy of PPE;
Claims governed by social-security and welfare laws;
Claims already covered by an agreement, quitclaim, and release executed before a SEADO; and
Inter-union and intra-union disputes.

A receiving officer should provide technical assistance or refer an excluded matter to the appropriate office. If there is immediate danger to life or health, do not wait for an ordinary conciliation schedule.

Before filing: organize the facts and evidence

Prepare a short chronology containing dates, people involved, what happened, amounts due, and the relief requested. Separate facts you personally know from conclusions or information supplied by others.

Preserve copies of relevant records, including:

Employment contract, job offer, company ID, deployment papers, or proof of actual work;
Employer’s complete legal and trade names, workplace address, principal office, branch, and known HR contact details;
Payslips, payroll summaries, bank-credit records, vouchers, and proof of deductions;
Daily time records, schedules, attendance logs, overtime instructions, and leave records;
Company policies, handbooks, collective bargaining agreements, and benefit plans;
Notices to explain, written explanations, hearing notices, suspension orders, performance evaluations, and termination letters;
Emails, text messages, workplace-chat records, and lawful screenshots showing dates and participants;
Requests for final pay, certificate of employment, clearance, or return of company property;
SSS, PhilHealth, Pag-IBIG, and tax records relevant to the issue;
Names and contact details of witnesses; and
A month-by-month computation of wages or benefits claimed.

Keep original documents safe. Submit clear copies unless an office specifically requires the original. Export records from company-controlled accounts or devices while access remains lawfully available, but do not take confidential business information unrelated to the dispute.

For an agency or contracting arrangement, identify both the contractor and principal when the facts may involve both. An incorrect or incomplete respondent address can delay service of notices and summons.

How to file the SEnA request

1. Choose an official filing channel

You may file:

Online through DOLE ARMS; or
Onsite at an authorized Single Entry Assistance Desk in a DOLE regional, provincial, field, or satellite office, an NCMB office, or an NLRC Regional Arbitration Branch.

A request may be filed at the office most convenient to the requesting party. When the employer operates in another region, the SEnA desks may coordinate the conferences.

2. State the issues clearly

Give accurate information about:

Your employment and position;
The employer or other responding party;
The date and nature of the violation;
Each unpaid amount or disputed action;
Whether employment has ended;
Whether reinstatement is requested; and
The specific result sought.

Instead of writing only “money claims,” identify items such as unpaid salary, overtime, holiday pay, service incentive leave, 13th-month pay, final pay, separation pay, or unlawful deduction. Do not claim an amount without showing how it was computed.

3. Save the reference number

For an online RFA, save the confirmation page, reference number, submission date, uploaded files, and any email or text acknowledgement. For onsite filing, obtain a stamped or acknowledged copy.

4. Attend every conference

Keep the notice and calendar the date immediately. If attendance is impossible, inform the SEADO promptly, state the reason in writing, and request instructions. Repeated nonappearance may result in closure for lack of interest or referral when it is the responding party that fails to attend.

5. Review any settlement carefully

A SEnA settlement attested by the SEADO is generally final and immediately executory. Before signing, verify:

The gross and net amounts;
Payment method and exact due dates;
Whether payment is one-time or by installment;
Reinstatement, lifting of suspension, COE, clearance, or record-correction terms;
Taxes and deductions;
Which claims are being released; and
What happens if payment or performance is late.

Under the current rules, when payment is by installment or another obligation will be performed later, the responding party must report compliance. A waiver and quitclaim should be issued only upon full compliance.

If SEnA does not settle the dispute

Either party may request pre-termination and referral to the office with jurisdiction. A referral may also issue 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 notice;
Only some issues in a multi-issue RFA are settled; or
A settlement agreement is not honored.

Before leaving the SEnA process, obtain a copy of the referral and check that it correctly states:

The parties’ names;
The unresolved issues;
The date of referral; and
The proper receiving office.

The referral is not itself an NLRC decision or an award. It allows the unresolved claim to proceed to adjudication or enforcement.

How to file the formal NLRC complaint

File in the correct Regional Arbitration Branch

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

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

“Workplace” can include the regular assignment, the location where an itinerant worker receives instructions or reports results, and an alternative workplace under telecommuting or a similar arrangement.

For an OFW case, venue may generally be where the complainant resides or where the principal office of any respondent is located. Seafarer disputes may be subject to additional grievance, medical-assessment, third-doctor, and DMW requirements.

Complete the current complaint form

Confirm the latest form and documentary checklist with the proper RAB. At minimum, the rules require:

Full names and addresses of all complainants and respondents;
All causes of action arising from the same employment relationship;
The signature of every complainant;
Verification; and
Certification against forum shopping.

Attach the SEnA referral and available supporting evidence. Disclose any related case or claim already filed elsewhere.

Pleadings may generally be filed personally, by registered mail, or through a courier authorized by the NLRC. When using mail or courier, preserve the registry receipt, official receipt, tracking record, and proof of service. Confirm with the RAB that the chosen courier and submission method meet its current requirements.

The official NLRC contact directory lists regional and sub-regional offices. The NLRC downloadable-forms page should be checked for current forms.

What happens after an NLRC complaint is filed

The usual sequence is:

Raffle and assignment. The complaint is assigned to a Labor Arbiter.
Summons. 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.
Mandatory conferences. Settlement is explored; parties and issues are identified and clarified. Except for justifiable grounds, this stage should terminate within 30 calendar days from the first conference.
Position papers. If the case remains unresolved, the Labor Arbiter sets a date—within ten calendar days from termination of the conferences—for simultaneous verified position papers with documents and witness affidavits.
Reply. A reply may be filed within ten calendar days from receipt of the opposing position paper, on the date set by the Labor Arbiter.
Clarificatory conference, if needed. This is not automatic. The Labor Arbiter decides whether clarification or testimony is necessary.
Decision. The Labor Arbiter should decide within 30 calendar days after the case is submitted for decision. An OFW case is subject to a 90-calendar-day decision period from filing under the current rules.

A complainant who misses both conference settings despite notice risks dismissal without prejudice. A second dismissal for the same reason may be with prejudice. If the respondent misses both settings after proper service, the respondent may be deemed to have waived the right to file a position paper.

How to follow up a DOLE or SEnA request

For an RFA filed through DOLE ARMS:

Open DOLE ARMS.
Select Check RFA Status.
Enter the reference number.
Save a screenshot or copy of the current status and date checked.

If no update appears, contact the office identified in the acknowledgement. Give the reference number, parties’ names, date filed, and last conference date. Ask:

Whether the RFA has been assigned;
The assigned SEADO’s office;
Whether notice was sent to the responding party;
The next conference date;
Whether the responding party has already missed two settings;
Whether a referral is ready; and
Whether a settlement-compliance report has been received.

DOLE’s e-Services page lists the SEnA service and Hotline 1349. Verify current operating hours on that page before calling.

For a DOLE inspection or adjudication matter, use the regional docket or reference number appearing on the referral, inspection result, notice, or order. Ask for a written or emailed status where available.

How to follow up an NLRC case

Keep these details together:

Complete docket number;
Case title;
Regional Arbitration Branch;
Assigned Labor Arbiter;
Date the complaint was filed;
Dates of conferences and submissions; and
Your current postal address, mobile number, and email address.

Use the official NLRC contact directory to contact the docket unit or branch handling the case. Some branches provide a dedicated case-status email. Parties, counsel of record, and duly authorized representatives may inspect case records during regular office hours, subject to privacy and access rules.

When following up, ask a specific question: whether summons was served, whether a position paper was received, whether the case was submitted for decision, whether a decision was mailed, or whether an appeal was transmitted. Do not rely only on an informal verbal answer. Record the date, office, and name of the person who responded.

Notify the branch in writing of any change in your address or representative. Service at the address on record can trigger a deadline even if you did not personally see the document promptly.

Deadlines that must not be missed

Prescription of the original claim

Ordinary money claims arising from employment generally prescribe in three years from accrual under Article 306 of the Labor Code.
Illegal-dismissal claims generally prescribe in four years from accrual.
Unfair-labor-practice claims and special-sector claims may have shorter or different periods.

Filing an RFA interrupts the period for filing the compulsory-arbitration complaint while SEnA is pending. The period resumes when the requesting party receives the referral, under NLRC En Banc Resolution No. 08-17. Do not delay after receiving the referral, and do not assume an already prescribed claim is revived.

Appeals and reconsideration

A Labor Arbiter’s decision must generally be appealed to the NLRC within ten calendar days from receipt. No extension is allowed.
The appeal must be filed with the Regional Arbitration Branch of origin. Filing in the wrong office does not stop the deadline.
A motion for reconsideration of a Labor Arbiter’s decision is prohibited; the remedy is the proper appeal.
A DOLE Regional Director’s Article 129 decision is appealable to the NLRC within five calendar days from receipt.
Only one motion for reconsideration of an NLRC Commission decision is allowed, and it must be filed within ten calendar days from receipt based on palpable or patent error.
Under DOLE Department Order No. 238-23, an aggrieved party may seek reconsideration of an inspection Compliance Order within ten days from receipt. Subsequent review follows a different route from an Article 129 appeal.

If the last day of an NLRC appeal period falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day. Nevertheless, file before the last day whenever possible.

An employer appealing a monetary award generally must post a cash or accredited surety bond equivalent to the monetary award, excluding damages and attorney’s fees. Reinstatement ordered by a Labor Arbiter in an illegal-dismissal case is immediately executory even during appeal.

Common mistakes to avoid

Filing only a vague “complaint” without identifying each claim and requested remedy;
Naming only a brand or branch instead of the correct employer or contractor;
Using an old or incomplete respondent address;
Omitting related causes of action from the NLRC complaint;
Assuming the SEnA officer will decide the merits;
Missing a conference, position-paper deadline, or appeal period;
Failing to disclose a related proceeding;
Signing a quitclaim before payment or without understanding its scope;
Relying on verbal settlement terms not included in the written agreement;
Secretly recording a SEnA conference;
Sending original evidence without keeping copies;
Failing to retain filing, mailing, courier, and service receipts;
Ignoring registered-mail or courier notices; and
Failing to update the office when an address, telephone number, email, or representative changes.

When legal help is urgent

Seek prompt assistance from a lawyer, union representative, or recognized legal-aid office when:

A filing or appeal deadline is near;
You have received a Labor Arbiter, NLRC, or DOLE decision or order;
The employer asks you to sign a resignation, waiver, settlement, or quitclaim;
The case involves dismissal, union activity, discrimination, retaliation, or multiple related companies;
Employment status is disputed—for example, “independent contractor,” platform worker, trainee, or agency worker;
Important evidence may be deleted or access to company systems is about to end;
The matter involves an OFW, seafarer, work-related disability, death, or overseas recruitment;
There is imminent danger, a disabling injury, serious workplace violence, or a possible criminal offense; or
The opposing party has counsel and the computation or documents are complex.

An ordinary labor complaint does not replace emergency safety action, medical care, police assistance, or a separate criminal or protective proceeding when those are necessary.

Frequently asked questions

Can I file while I am still employed?

Yes. A current worker may request SEnA assistance or labor-standards enforcement. Existing employment can be important to DOLE’s Article 128 inspection authority. Preserve evidence of any retaliation and report new acts promptly.

Do I need a lawyer?

A lawyer is not required to file an RFA, and NLRC proceedings allow self-representation. Legal advice is useful when dismissal, prescription, a broad quitclaim, an appeal, disputed employment status, or a large claim is involved. Unauthorized “fixers” or non-lawyers cannot act as counsel merely because they charge a contingency fee.

Can I file the complaint entirely online?

An RFA can be submitted online through DOLE ARMS. For the formal NLRC complaint, confirm the current filing method, form, authorized courier, and documentary requirements directly with the proper RAB. Do not assume that sending an ordinary email constitutes valid filing.

What if the employer ignores SEnA?

If the responding party misses two consecutive scheduled conferences despite notice, the SEADO may issue a referral. After a formal NLRC complaint is properly served, repeated nonappearance can cause the respondent to waive the right to file a position paper.

What if the employer does not honor the SEnA settlement?

Report the default to the SEADO. The officer should call the parties and attempt voluntary compliance. If noncompliance continues, a referral may issue to the DOLE Regional Office or NLRC Regional Arbitration Branch for enforcement, including a motion for execution where appropriate.

Can I withdraw and file again later?

Withdrawal may close the RFA without a referral, and prescription remains a risk. An NLRC case dismissed without prejudice may be moved for reopening within ten calendar days from receipt of the dismissal order; after that, the usual remedy is refiling, subject to prescription. Repeated unjustified nonappearance can result in dismissal with prejudice.

Is filing with SEnA the same as forum shopping?

No. SEnA is ordinarily the required conciliation stage before compulsory arbitration. However, related court, agency, or arbitral proceedings must still be disclosed in the formal complaint and certification against forum shopping.

Where can I verify branch contacts and procedural rules?

Use the NLRC contact directory, the NLRC official FAQ, the 2025 NLRC Rules of Procedure, DOLE ARMS, and the current SEnA Rules.

General-information disclaimer

This article provides general Philippine legal information, not legal advice for a particular case. Jurisdiction, prescription, available relief, and procedural requirements may depend on the employment relationship, documents, dates, sector, and relief requested. Official sources and procedures were checked as of 7 August 2026.