Quick answer

Start with a Single Entry Approach (SEnA) Request for Assistance, unless your dispute is covered by a special procedure. You may file:

Online through the official DOLE Assistance for Request Management System (DOLE ARMS); or
In person at a participating DOLE Regional or Provincial Office, an NCMB office or regional branch, or an NLRC Regional Arbitration Branch.

SEnA is a 30-day conciliation-mediation process. The officer helps the parties explore a voluntary settlement but does not decide who is legally correct. If the dispute remains unresolved, obtain the written referral and—when the claim falls within a Labor Arbiter’s jurisdiction—separately file a sworn complaint with the proper NLRC Regional Arbitration Branch.

A SEnA request is not yet an NLRC case. A referral also does not automatically become an NLRC complaint.

To follow up:

For SEnA, use the RFA reference number in DOLE ARMS or contact the Single Entry Assistance Desk that accepted the request.
For an NLRC case, use the complete docket number and contact the docket or records unit, the assigned Labor Arbiter’s office, or the branch’s official case-status channel.
Keep checking notices, registered mail, and authorized courier deliveries. Missing a conference, position-paper deadline, or appeal period can seriously affect the case.

The governing framework includes Republic Act No. 10396, DOLE Department Order No. 249, Series of 2025, and the 2025 NLRC Rules of Procedure.

DOLE, SEnA, or the NLRC: which one do you need?

Route	Main function	Typical concerns
SEnA through DOLE, NCMB, or NLRC	Early conciliation-mediation	Unpaid wages, final pay, benefits, dismissal, suspension, contracting, or other employment disputes that may be settled
DOLE Regional Office	Labor-standards enforcement, inspection, or matters assigned to the Regional Director	Minimum-wage or labor-standard compliance, occupational safety concerns, and certain small monetary claims
NLRC Labor Arbiter	Formal adjudication	Illegal dismissal, unfair labor practice, reinstatement, employment-related damages, and monetary claims within NLRC jurisdiction
Grievance machinery and voluntary arbitration	Disputes assigned by law or a collective bargaining agreement	Interpretation or implementation of a CBA and certain company-policy disputes
NCMB special processes	Conciliation involving collective disputes	Notices of strike or lockout, preventive mediation, and bargaining disputes
Other agencies	Claims governed by another statute	Civil-service cases, SSS or Employees’ Compensation claims, professional licensing, or migrant-worker regulatory matters

Labor Arbiters generally hear termination disputes, unfair labor practice cases, claims for reinstatement, employment-related damages, and other employer-employee claims exceeding ₱5,000, subject to statutory exceptions. Under Article 129 of the Labor Code, a standalone monetary claim not exceeding ₱5,000 per employee, with no reinstatement claim, may fall under the DOLE Regional Director. Labor inspection and enforcement under Article 128 follow different rules, so the amount alone does not always settle jurisdiction. The relevant provisions appear in the Labor Code amendments under Republic Act No. 6715.

When the correct route is uncertain, state every requested remedy during intake—for example, reinstatement, backwages, payment of benefits, damages, correction of records, or issuance of a Certificate of Employment. The remedy sought can affect jurisdiction.

Check the filing deadline before doing anything else

Do not wait for repeated HR promises or informal negotiations if a prescriptive period is approaching.

As a general rule:

Employment-related money claims must be brought within three years from accrual.
An illegal-dismissal action generally prescribes in four years from accrual, commonly from the date of dismissal, although the precise accrual date can depend on the facts.

The Supreme Court explains the four-year rule for illegal dismissal in Arriola v. Pilipino Star Ngayon, Inc..

Current SEnA rules recognize that filing an RFA interrupts or tolls the applicable prescriptive period for covered claims. Nevertheless, file promptly and keep proof showing the date, office, issues, and parties included in the RFA. Tolling cannot revive a claim that had already prescribed, and disputes may arise over when the claim accrued or whether a particular issue was actually covered.

How to file a SEnA Request for Assistance

1. Identify the correct respondent

Use the employer’s correct legal name—not only its store name, branch name, client account, or supervisor’s name. If you worked through an agency or contractor, identify both the contractor and the principal company when their respective roles are relevant.

Record, if available:

Registered business or corporate name;
Workplace and principal-office addresses;
Owner, president, manager, HR officer, or authorized representative;
Email address and telephone number; and
Agency, contractor, principal, recruiter, or platform involved.

Incorrect or incomplete addresses can delay notice and prevent meaningful conferences.

2. Prepare a short factual account

Write a chronology containing:

Hiring and employment dates;
Position, worksite, and employment arrangement;
Wage or salary rate;
Dates when payments or benefits became due;
Date and manner of dismissal, resignation, suspension, or disputed action;
Attempts to resolve the issue; and
The exact relief requested.

Separate each claim. “Unpaid benefits” is less useful than listing unpaid salary, overtime pay, holiday pay, service incentive leave, 13th-month pay, final pay, separation pay, or commissions.

3. Gather supporting records

An RFA does not require a full trial-ready case, but documents make settlement discussions more productive. Bring or upload legible copies where requested. Keep the originals.

Useful records include:

Employment contract, offer letter, appointment, or deployment papers;
Company ID and job descriptions;
Payslips, payroll records, bank statements, or e-wallet payment records;
Daily time records, schedules, logbooks, and attendance records;
Emails, text messages, and workplace-chat conversations;
Notices to explain, written explanations, suspension notices, and termination letters;
Resignation letters and proof of how they were submitted;
Final-pay computations, clearance documents, and Certificates of Employment;
CBA provisions, personnel policies, or handbook pages;
Agency or service agreements relevant to contractor-supplied workers;
Medical documents for work-related injury or illness; and
Names and contact details of witnesses with personal knowledge.

Preserve electronic evidence in its original form. Keep the entire conversation, date and time, sender information, attachments, and surrounding messages—not only cropped screenshots.

4. Submit the RFA

The DOLE ARMS portal accepts RFAs from individual workers, groups of workers, unions, workers’ associations or federations, OFWs, kasambahays, and employers. It is available as an online alternative to onsite filing.

An immediate family member may file for an absent or incapacitated aggrieved person if properly authorized through a Special Power of Attorney. Legitimate heirs may file when the affected person has died, subject to documentary requirements.

After submission:

Save the confirmation page and reference number;
Take a screenshot or PDF copy of the completed filing;
Record the filing date and receiving office;
Verify that your telephone number and email address are correct; and
Do not submit multiple duplicate RFAs unless instructed by the handling office.

5. Attend the conferences

The Single Entry Assistance Desk Officer, or SEADO, is a neutral facilitator. Bring an updated computation and the records needed to assess any offer.

The 30-day SEnA process may end through:

Full settlement;
Partial settlement and referral of unresolved issues;
Pre-termination and referral requested by either or both parties;
Agreed referral to voluntary arbitration where legally proper;
Withdrawal or closure under the applicable rules; or
Referral to the office or forum with jurisdiction.

Under Republic Act No. 10396, either or both parties may request pre-termination and referral. Both parties may also agree to submit unresolved issues to voluntary arbitration when appropriate.

An employer’s failure to attend does not automatically prove the claim or result in a money award. Ask the SEADO what notice was served, whether another conference is scheduled, and when the written referral or other disposition will be issued.

Before signing a SEnA settlement

A settlement should clearly state:

Every claim covered;
The exact amount and computation;
Whether payment is gross or net of lawful deductions;
Payment dates, installments, and method;
Reinstatement, document issuance, or other non-monetary obligations;
Consequences of late or incomplete compliance;
Whether only specified claims—or all claims—are being released; and
Where non-compliance may be reported or enforced.

Read any quitclaim, waiver, or release carefully. Do not sign a statement saying that payment was received if it has not actually been received. If payment will be by check or transfer, state when the waiver becomes effective and what happens if the payment is dishonored or reversed.

A labor settlement voluntarily entered into with the assistance of the proper labor office is generally final and binding. However, the Labor Code recognizes further proceedings in cases of non-compliance or when there is prima facie evidence of fraud, misrepresentation, or coercion. The correct enforcement route depends on the settlement document and the office that approved or attested it.

How to file the formal NLRC complaint after SEnA

1. Obtain the SEnA referral

Ask for a legible copy showing:

Parties’ names and addresses;
Unresolved issues;
Requested remedies;
Date of issuance; and
Receiving forum or office, when indicated.

Do not assume that the referral itself opened an NLRC case.

2. File in the proper Regional Arbitration Branch

Under the 2025 NLRC Rules, a Labor Arbiter case may generally be filed in the Regional Arbitration Branch having jurisdiction over either:

The workplace; or
The complainant’s residence,

at the complainant’s option.

“Workplace” includes the employee’s assignment, the place where the employee should report after temporary assignment or travel, specified reporting points for mobile or itinerant workers, and the alternative workplace of telecommuting workers or those under similar arrangements.

For OFW cases, venue may generally be the branch where the complainant resides or where the principal office of any respondent is located, at the complainant’s option. Special seafarer rules may also apply.

Confirm the current address and contact information through the official NLRC contact directory.

3. Bring the published filing requirements

The NLRC Citizen’s Charter lists the basic requirements as:

One copy of the SEnA referral;
A valid government-issued ID; and
A duly accomplished NLRC complaint form supplied by the Complaint Unit.

The complaint must state the causes of action and the names and addresses of all complainants and respondents. Under the 2025 NLRC Rules:

Every complainant must sign;
The complaint must be verified; and
A certification of non-forum shopping must be executed.

Include every cause of action arising from the same employment relationship. Claims omitted from the complaint can be difficult to add after position papers are filed.

The Citizen’s Charter states that filing the complaint has no fee. It also generally requires personal appearance for the initial complaint. If personal filing is impossible because of death, illness or a medical condition, or presence outside the country, the branch may require an SPA and appropriate supporting documents such as a death certificate, government-physician medical certificate, travel document, or relevant government certification.

The 2025 Rules recognize personal filing, registered mail, and Commission-authorized courier service for pleadings. Because an initial complaint also involves personal signatures, verification, an oath, and the SEnA referral, confirm the accepted initial-filing method with the proper branch before relying on mail or courier filing.

4. Get proof that the case was docketed

Before leaving, obtain or record:

Complete docket number;
Case title;
Date filed;
Assigned Labor Arbiter, if already available;
Branch and office handling the case; and
Date of the first scheduled conference, if issued.

Check that the printed complaint contains every respondent, claim, and requested remedy before signing it under oath.

What happens after the NLRC complaint is filed?

The formal NLRC case is separate from SEnA.

Under the 2025 NLRC Rules of Procedure:

The complaint is raffled and assigned to a Labor Arbiter.
The Labor Arbiter is to issue summons within two working days from receipt of the complaint or amended complaint.
The summons identifies two settings for mandatory conciliation-mediation.
If no settlement is reached, the Labor Arbiter identifies the parties and issues, determines whether amendment is necessary, and directs the submission of verified position papers.
Position papers are generally due on the date fixed by the Labor Arbiter within ten calendar days from termination of the mandatory conference.
A reply may be allowed within ten calendar days from receipt of the adverse party’s position paper.
The Labor Arbiter may decide on the papers or conduct a clarificatory conference when necessary.
The rules direct the Labor Arbiter to decide within 30 calendar days after the case is submitted for decision. OFW cases are subject to a separate 90-calendar-day decision period from filing.

The mandatory conference should ordinarily end within 30 calendar days from the first conference, except for justifiable grounds.

These are procedural periods, not a guarantee that every case will finish within the same number of days. Problems with service, amendments, multiple respondents, clarificatory hearings, or other incidents can affect actual timing.

How to follow up a SEnA request

Use the “Check RFA Status” function on DOLE ARMS and enter the reference number. If the filing was onsite, contact the SEAD that received or handled it.

A useful follow-up should ask:

Was the RFA validated and assigned?
Who is the handling SEADO?
Was notice sent to the respondent, and to what address?
What is the next conference date?
Was the RFA settled, withdrawn, closed, pre-terminated, or referred?
If unresolved, when and how can the written referral be obtained?

If the 30-day period appears to have expired, do not merely keep waiting. Ask for the written disposition or referral and verify the next filing step.

How to follow up an NLRC case

Always provide the full docket number. A case title or employer name alone may not be enough.

Contact:

The docket or records unit of the Regional Arbitration Branch;
The assigned Labor Arbiter’s office;
The official case-status inquiry channel listed for that branch; or
An NLRC self-service kiosk or electronic case-tracking facility, where available.

The official NLRC contact page lists branch addresses, telephone numbers, email addresses, and certain case-status contacts.

Ask a specific question, such as:

Has summons been issued or served?
What are the two mandatory-conference dates?
Has an order terminating the conference been issued?
When are the position paper and reply due?
Has the case been submitted for decision?
Has a decision, resolution, or order been issued?
Was it served, and on what date and by what method?
Has the case become final?
If there is an award, what execution step is available?

Do not rely exclusively on verbal information. When a deadline or case status matters, ask for or inspect the latest written order, notice, decision, proof of service, certificate of finality, or entry of judgment.

Sample follow-up format

Subject: Status request — NLRC Case No. [complete docket number]

I am [full name], the complainant/respondent in [case title]. The case was filed on [date]. The last conference or filing was on [date]. May I confirm the current status, the latest order issued, any pending requirement, and the next scheduled date? My current contact details are [telephone, email, and postal address].

Keep the sent email, delivery receipt, acknowledgement, and notes of telephone calls.

Keep your address and contact details current

Notify the NLRC in writing immediately if your postal address, email address, telephone number, counsel, or authorized representative changes. Furnish the other party with a copy when the rules require service.

This matters because service by registered mail or authorized courier may become legally complete under the conditions stated in the NLRC Rules even if a party delays collecting the document. Never ignore a postmaster notice or courier delivery attempt.

Evidence to preserve while the case is pending

Maintain one organized case file containing:

RFA confirmation and reference number;
SEnA notices, minutes, settlement offers, referral, or closure document;
NLRC complaint and docket information;
Summons, notices, orders, decisions, and envelopes;
Position papers, replies, affidavits, and annexes;
Proof that every pleading was filed and served;
Registry receipts, courier receipts, and tracking pages;
Original employment and payroll records;
An updated computation of each monetary claim;
Proof of actual payments received;
A calendar of conferences and deadlines; and
A dated log of every follow-up.

Do not edit original electronic files. Back them up in at least two secure locations.

Common mistakes that delay or weaken a complaint

Treating the SEnA RFA as the formal NLRC complaint.
Waiting for the employer indefinitely after SEnA ends.
Naming only a branch, trade name, supervisor, or client instead of the proper employer.
Giving an incomplete or unusable respondent address.
Omitting illegal dismissal, reinstatement, damages, or particular monetary claims from the complaint.
Using the wrong dismissal or accrual date.
Failing to have every complainant sign the complaint and required certification.
Missing either of the two mandatory-conference settings.
Filing a position paper late or without supporting affidavits and documents.
Changing address without written notice.
Signing a broad waiver before full payment.
Submitting duplicate complaints without disclosing the other filing.
Depending on a fixer, unauthorized representative, or “ambulance chaser.”
Assuming an informal follow-up suspends a filing or appeal deadline.

A lawyer is not required simply to file an NLRC complaint. The NLRC has warned that an aggrieved worker may personally file without legal representation. Unauthorized non-lawyers have only limited rights to appear under the 2025 Rules and cannot lawfully operate as private labor-case lawyers or collect contingency fees merely because they assisted with filing.

When legal help is urgent

Seek advice immediately if:

A money claim is nearing three years or a dismissal claim is nearing four years.
You received a Labor Arbiter’s decision. An appeal to the Commission generally must be perfected within ten calendar days from receipt, with no extension.
You received a DOLE Regional Director’s decision under Article 129. The applicable appeal period is generally five calendar days from receipt.
The employer is appealing a monetary award, because bond requirements can determine whether the appeal is perfected.
A reinstatement order was issued. The reinstatement aspect of a Labor Arbiter’s decision is generally immediately executory even pending appeal.
Your complaint was dismissed for non-appearance or failure to file a position paper.
You received an adverse NLRC Commission resolution and may need reconsideration or judicial review.
The dispute involves a strike, lockout, CBA grievance, union-status issue, or an urgent request for injunctive relief.
There is imminent danger, a serious workplace accident, disabling injury, or an urgent occupational-safety hazard.
You are a seafarer with a disability, illness, or death claim. The Magna Carta of Filipino Seafarers and its implementing rules impose specialized grievance, medical, third-doctor, filing, and execution procedures.
The employer is insolvent, closing, transferring assets, or apparently trying to evade a judgment.
You are a government employee or work for a government-controlled entity whose charter may affect whether the CSC or NLRC has jurisdiction.

Do not use a status inquiry as a substitute for an appeal, motion, position paper, or petition required by law.

Frequently asked questions

Can I file even if I am still employed?

Yes. SEnA is available for employment issues even when the worker remains employed. Preserve records and avoid unauthorized access to confidential company systems or documents.

Can a former employee file?

Yes, provided the claim remains timely and the proper forum has jurisdiction.

Is online SEnA filing enough to start an NLRC case?

No. Online filing starts the RFA process. If the matter remains unresolved and belongs before a Labor Arbiter, obtain the referral and file the separate sworn NLRC complaint.

What if the employer ignores SEnA?

The SEADO may complete the process and issue the appropriate disposition or referral under the applicable rules. Employer absence does not itself create a judgment. A formal complaint and evidence may still be necessary.

Is there a filing fee?

The NLRC Citizen’s Charter states that filing an RFA and filing a worker’s complaint have no fee. Appeals and certain other proceedings may involve lawful fees or bonds.

Do I need a lawyer?

Not for basic SEnA or personal filing of an NLRC complaint. Legal help becomes particularly important for complicated jurisdiction, multiple employers, dismissal, large monetary claims, seafarer cases, appeals, injunctions, settlement challenges, or execution problems.

May a family member file for me?

For an RFA, DOLE ARMS permits an immediate family member to file for an absent or incapacitated aggrieved person with an SPA. Legitimate heirs may file when the person has died. A formal NLRC complaint may require an SPA and supporting documents when personal appearance is impossible.

What if I do not know the employer’s registered name?

Gather payslips, contracts, IDs, BIR forms, SSS records, bank-transfer descriptions, official receipts, workplace signs, and company correspondence. Ask the filing officer for technical assistance, but do not guess if the legal identity remains uncertain.

Can I add claims later?

A complaint may generally be amended before position papers are filed. After that, amendment requires leave of the Labor Arbiter. List every known claim and respondent at the beginning.

How long should an NLRC case take?

The rules contain separate periods for conferences, position papers, clarificatory proceedings, and decisions. Actual duration depends on service, the number of parties, amendments, hearings, appeals, and execution. Follow up using the docket number and the latest written order rather than relying on a general estimate.

Where can I get official forms and office information?

Use the NLRC downloadable-forms page, NLRC contact directory, and DOLE ARMS. Confirm branch-specific procedures before travelling because office addresses and service channels can change.

Official legal and procedural sources

This article provides general Philippine legal information, not advice for a particular case, and does not create an attorney-client relationship. Jurisdiction, deadlines, and available remedies can depend on the documents, employment arrangement, requested relief, applicable CBA, and facts. Sources and procedures were checked as of August 5, 2026.