Quick answer

Start with a Request for Assistance (RFA) under the Single Entry Approach, commonly called SEnA. You may file online through the official DOLE Assistance for Request Management System or personally at a DOLE regional or provincial office, an NLRC Regional Arbitration Branch, or an office of the National Conciliation and Mediation Board.

SEnA is a conciliation-mediation process, not yet a formal labor case. Its purpose is to help the parties reach a voluntary settlement, generally within 30 calendar days. If the dispute remains unresolved—or either party asks to end conciliation early—the officer may refer or endorse the matter to the government office with jurisdiction. An employee pursuing illegal dismissal, reinstatement, damages, unfair labor practice, or substantial employment-related money claims will ordinarily proceed to a Labor Arbiter at the NLRC.

Do not wait for the full SEnA period if a filing deadline is near. State the urgency to the SEnA officer and request prompt referral or endorsement. Under Republic Act No. 10396, either party may ask to pre-terminate the conciliation-mediation proceedings.

DOLE, SEnA, and the NLRC are not the same

SEnA: the usual first step

SEnA provides mandatory conciliation-mediation for most labor and employment disputes before formal adjudication. It can cover concerns raised by individual workers, groups of workers, kasambahays, OFWs, unions, workers’ associations, and employers.

The SEnA officer helps clarify the issues, calls the parties to conferences, explores settlement, and—if no settlement is reached—refers the unresolved issues to the proper office. The officer does not decide an ordinary illegal-dismissal case or impose an arbitral award.

The governing law is Republic Act No. 10396. Certain disputes may follow special procedures or fall under statutory or regulatory exceptions, including some disputes governed by a collective bargaining agreement, strike or lockout procedures, and cases requiring immediate labor-law enforcement.

DOLE regional offices: labor-standards enforcement and limited claims

A DOLE regional office may inspect establishments and enforce compliance with labor standards under the Labor Code. This route may be appropriate for workplace-wide or ongoing violations involving matters such as minimum wages, overtime, holiday pay, service incentive leave, payroll records, or occupational safety and health.

DOLE regional directors also have limited authority under Article 129 of the Labor Code to decide certain simple wage and benefit claims. The statutory conditions include:

the claim arises from an employer-employee relationship;
reinstatement is not sought; and
the aggregate claim of each employee does not exceed ₱5,000.

That ₱5,000 limit is an old statutory threshold that remains in the text of the Labor Code. It should not be confused with DOLE’s broader inspection and compliance powers. Jurisdiction can depend on whether employment is continuing, what relief is requested, and whether the matter arises from an inspection. Let the SEnA or receiving officer route a doubtful case rather than abandoning it.

NLRC Labor Arbiters: formal labor cases

Labor Arbiters generally exercise original jurisdiction over matters such as:

illegal dismissal or other termination disputes;
reinstatement claims;
unfair labor practice cases;
damages arising from an employer-employee relationship;
employment-related money claims exceeding the Article 129 limit; and
other disputes assigned to Labor Arbiters by the Labor Code or a special law.

The NLRC itself ordinarily reviews Labor Arbiter decisions on appeal. A complaint is initially heard by a Labor Arbiter at the proper NLRC Regional Arbitration Branch.

Not every dispute involving work belongs to the NLRC. Social Security System, Employees’ Compensation, union-registration, collective-bargaining, overseas-employment, seafarer, and government-employment disputes may involve different agencies or special rules. Disputes based principally on ordinary civil law rather than labor legislation may also belong in the regular courts.

How to file a SEnA Request for Assistance

1. Identify the parties and issues accurately

Prepare the following information:

your complete name, address, active mobile number, and email address;
the employer’s exact registered or business name;
the names of relevant owners, managers, agencies, contractors, or subcontractors;
the employer’s current business and service addresses;
your position, work location, hiring date, wage or salary, and employment status;
the date and manner of dismissal, resignation, suspension, nonpayment, or other disputed act;
a clear list of what happened and what you seek; and
an estimate or computation of unpaid amounts, if applicable.

If a contractor, agency, principal company, foreign employer, or local recruitment or manning agency may share responsibility, identify each one. Do not name officers personally without a factual and legal basis, but do not omit an entity merely because it was not the one issuing your payslip.

2. File online or onsite

For online filing, use the government’s DOLE ARMS portal. The system accepts RFAs and provides a reference or docket number for status tracking.

For onsite filing, an RFA may be submitted at:

a DOLE regional or provincial office;
the NLRC central office or a Regional Arbitration Branch; or
the NCMB central office or a regional branch.

Confirm the correct office and current address through the DOLE e-Services page or the NLRC contact directory. Office locations can change.

An immediate family member filing because the aggrieved person is absent or incapacitated should be prepared to present a Special Power of Attorney. Legitimate heirs may file when the worker has died, subject to proof of authority and relationship.

3. Save proof of filing

Keep:

the RFA reference or docket number;
the submission confirmation and screenshots;
a stamped receiving copy if filed personally;
the assigned officer’s name and contact information;
conference notices; and
all email, text-message, and call records concerning the proceedings.

A filing is easier to trace when every follow-up includes the same reference number, the parties’ names, the filing date, and the assigned office.

4. Attend and negotiate carefully

Bring identification and organized copies of your evidence. Attend every scheduled conference or promptly explain any genuine inability to attend.

Before accepting a settlement:

check the complete peso amount and payment dates;
identify whether payment is by cash, transfer, or check;
verify any tax or lawful deduction;
make sure every obligation is written down;
understand any quitclaim, release, confidentiality, or resignation term;
require proof of authority if a representative signs for the employer; and
obtain a signed copy before leaving or confirming acceptance.

A settlement reached with DOLE assistance may be final and binding and may be enforced. Do not sign a blank, incomplete, misleading, or unread document. If payment will be made later or by installments, the agreement should state the exact dates, amounts, method of payment, and consequence of default.

What happens when SEnA does not settle the dispute

Ask for the written referral, endorsement, or document required to proceed before the appropriate office. Verify that it lists all unresolved issues. A referral does not necessarily mean that a formal NLRC complaint has already been filed.

For an NLRC case, obtain and complete the current prescribed complaint form from the proper Regional Arbitration Branch. A formal complaint should accurately identify the causes of action and relief sought—for example, illegal dismissal, reinstatement or separation pay, back wages, wage differentials, overtime pay, holiday pay, 13th-month pay, service incentive leave pay, damages, or attorney’s fees.

The complaint is generally filed in the NLRC Regional Arbitration Branch having territorial jurisdiction over the workplace, subject to the venue rules and special provisions for particular workers or circumstances. Ask the receiving branch to confirm venue before filing, especially when work was performed in several regions, the employer transferred offices, or the complainant is an OFW or seafarer.

A formal complaint ordinarily must be verified and accompanied by a certificate against forum shopping. Follow the current NLRC form and instructions exactly. Submit the required copies and attachments, retain a stamped receiving copy, and record the official case and Labor Arbiter numbers. The NLRC website publishes its rules, forms, office information, and official announcements.

What to expect before the Labor Arbiter

After docketing and service on the respondents, the Labor Arbiter will set mandatory conferences. Conciliation remains possible, but the case is now a formal adjudicative proceeding.

If no settlement is reached, the parties may be directed to submit verified position papers, affidavits, and supporting documents. Labor cases are generally decided from the parties’ written submissions rather than through a full trial resembling a criminal or civil case. This makes the position paper and attached evidence particularly important.

Observe every deadline in the summons or order. Do not assume that informal settlement discussions suspend a filing deadline. If additional time is genuinely necessary, file a proper request before the deadline; an extension is not automatic.

A lawyer is not always required to file or attend an NLRC case. Nevertheless, legal assistance is strongly advisable when the facts are disputed, substantial amounts are involved, several companies may be liable, the employer alleges abandonment or serious misconduct, or a position paper, appeal, or court petition is due. Non-lawyer representation is permitted only in circumstances allowed by the Labor Code and NLRC rules.

How to follow up a SEnA request

For an online RFA, use Track RFA Status on DOLE ARMS and enter the reference or docket number.

If the status is unclear:

Contact the assigned SEnA desk or office.
Give the complete case title, reference number, filing date, and assigned officer.
Ask whether the RFA has been assigned, whether a conference notice has been issued, and whether the employer was successfully contacted.
Confirm that the office has your correct phone number, email, and address.
Send a concise written follow-up and keep proof of delivery.
If 30 calendar days are approaching without settlement, ask what disposition or referral document will be issued.

Do not file duplicate RFAs in several offices merely because a response is delayed. Duplicate filings can create confusion. Follow up with the original office or request an authorized transfer when appropriate.

How to follow up an NLRC case

Use the official case number, branch, and Labor Arbiter number in every inquiry. Contact or visit the Regional Arbitration Branch where the complaint was filed and ask the records or docket unit about:

the assigned Labor Arbiter;
the next conference or submission date;
whether summons or orders have been served;
whether a decision or order has been released;
whether an appeal, entry of judgment, or certificate of finality has been recorded; and
the status of any motion or execution proceedings.

Keep a written log of the date, office, person contacted, and information received. For a formal written follow-up, file it through the proper receiving unit and retain a stamped copy. A follow-up letter does not replace a required pleading or motion.

Immediately notify the branch in writing of any change in residential address, email address, telephone number, representative, or counsel. Missing a decision because contact details were not updated can jeopardize an appeal or other remedy.

Important deadlines

Prescription for filing the underlying claim

Different claims have different limitation periods:

Ordinary employment-related money claims: generally three years from accrual under Article 306 of the Labor Code.
Illegal dismissal: generally four years from dismissal as an action for injury to rights under Article 1146 of the Civil Code, as applied by the Supreme Court.
Unfair labor practice: generally one year from accrual under the Labor Code.

Determining when a claim “accrued” can be fact-sensitive. Different components of one complaint may also have different deadlines. The Supreme Court’s discussion of the separate periods for illegal dismissal and unpaid wages can be seen in Arriola v. Pilipino Star Ngayon, Inc..

The filing of a SEnA RFA affects prescription only as provided by law and applicable rules, including the limited period associated with the conciliation process. Do not treat an unresolved RFA as protection for an unlimited time. Request referral early when any deadline may be near.

Appeal from a Labor Arbiter

A Labor Arbiter’s decision or appealable order generally must be appealed to the NLRC within 10 calendar days from receipt. The period is short and strict. An appeal requires a memorandum stating the permitted grounds and compliance with service and other procedural requirements.

When an employer appeals a monetary award, perfection of the appeal generally requires the applicable cash or surety bond. The bond rules have technical requirements, and special legislation now governs some seafarer cases.

The reinstatement portion of a Labor Arbiter decision is immediately executory even while an appeal is pending. The employer may choose actual reinstatement or payroll reinstatement as allowed by the Labor Code.

After an NLRC decision

An NLRC decision generally becomes final and executory after 10 calendar days from receipt unless a timely remedy recognized by the rules is taken. A motion for reconsideration is subject to strict requirements and is ordinarily allowed only once.

Judicial review is not an ordinary appeal on the facts. Under the procedure recognized in St. Martin Funeral Home v. NLRC, an appropriate Rule 65 petition challenging grave abuse of discretion is filed with the Court of Appeals, generally within the period fixed by the Rules of Court. Seek legal help immediately upon receiving an adverse NLRC decision.

Evidence to preserve

Keep original files and make backed-up copies of:

employment contracts, job offers, handbooks, and company policies;
company IDs, deployment papers, and agency documents;
payslips, payroll records, bank statements, timecards, and daily time records;
schedules, attendance logs, leave requests, and overtime instructions;
performance reviews, memoranda, notices to explain, and written responses;
suspension, redundancy, retrenchment, resignation, and termination documents;
emails, text messages, chat threads, and relevant call records;
photos, videos, access logs, and work-product records;
SSS, PhilHealth, Pag-IBIG, and tax records;
names and contact details of witnesses; and
all SEnA, DOLE, NLRC, courier, and settlement documents.

Preserve electronic evidence in its original form when possible. Export complete conversations instead of keeping only selected screenshots. Record the sender, recipient, date, time, and surrounding context. Do not alter files, fabricate attendance records, secretly access accounts you are not authorized to use, or take confidential company data unrelated to the dispute.

Prepare a dated chronology and a separate computation of each monetary claim. Label attachments consistently. A short, accurate timeline supported by documents is usually more useful than a long narrative containing unsupported accusations.

Common mistakes

Waiting for internal company discussions until the claim is nearly prescribed.
Assuming an inquiry, hotline call, or social-media message is already a filed RFA or complaint.
Treating the SEnA reference number as an NLRC case number.
Naming the wrong corporate entity or using only a trade name.
Giving an obsolete employer address that prevents service.
Omitting a contractor, agency, or principal that may be legally relevant.
Failing to ask for referral after an unresolved SEnA proceeding.
Missing a conference, position-paper deadline, or 10-day appeal period.
Relying on verbal promises to pay or reinstate.
Signing a quitclaim without checking the amount and scope of the release.
Submitting screenshots without the surrounding conversation or identifying information.
Filing the same dispute in multiple forums without disclosing the other cases.
Ignoring notices sent to an old address, email account, representative, or lawyer.

When legal help is urgent

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

a prescriptive deadline may expire soon;
you have received a Labor Arbiter or NLRC decision;
a 10-calendar-day appeal or reconsideration period is running;
you are being asked to sign a quitclaim, resignation, or settlement immediately;
the employer has closed, transferred assets, or become insolvent;
retaliation, threats, violence, detention, or document confiscation is involved;
the dispute concerns a strike, lockout, union status, or collective bargaining agreement;
several contractors, agencies, corporations, or foreign entities are involved;
the case involves an OFW or seafarer subject to special legislation;
immigration status, trafficking, recruitment violations, or criminal conduct may be involved; or
the amount or livelihood at stake is substantial.

For immediate physical danger or a possible crime, contact the proper emergency or law-enforcement authority. SEnA is not an emergency-protection mechanism.

Frequently asked questions

Is filing with SEnA the same as suing my employer?

No. An RFA begins conciliation-mediation and is not yet an adjudicated complaint. If settlement fails, the unresolved issues may be referred to the NLRC, a DOLE office, or another agency with jurisdiction.

Can I file directly with the NLRC?

Most labor and employment issues must first undergo SEnA unless a legal or regulatory exception applies. An NLRC desk may itself receive the RFA before a formal complaint is docketed.

May I file while still employed?

Yes. SEnA is available for ongoing employment disputes, and retaliation for exercising legal rights may create additional issues. Preserve evidence and obtain advice if filing could affect your safety or employment.

What if my employer does not attend SEnA?

SEnA depends on voluntary settlement, so the officer cannot force an agreement. Ask for the proper referral or endorsement so the claim can proceed in the correct forum.

What if the employer offers partial payment?

You may consider it, but the written agreement should clearly state whether the payment is partial or a full and final settlement. Do not sign a general release if unresolved claims are meant to remain open.

Can I withdraw my RFA or complaint?

Usually, a party may request withdrawal, but its effect depends on the stage of the proceedings, the terms of any settlement, and the order issued by the office or Labor Arbiter. Withdrawal does not necessarily stop a limitation period or guarantee that the claim can be refiled later.

How much does filing cost?

Government conciliation and ordinary labor-complaint filing are intended to be accessible, but charges may arise for particular records, certifications, bonds, notarization, service, or private legal representation. Verify any requested payment through the official office and obtain a government receipt. Never pay an unofficial “facilitation” fee.

How long will the entire case take?

SEnA generally aims to resolve the dispute within 30 calendar days. A formal NLRC case can take longer because of service, conferences, submissions, decision, appeal, and execution. Statutory decision periods do not guarantee that every case will finish within that time.

Official references

This article provides general Philippine legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction and available remedies depend on the facts, documents, employment arrangement, and applicable special laws. Official sources and procedures were checked as of 31 August 2026.