Quick answer

Most private-sector labor disputes should begin with a Request for Assistance (RFA) under the Department of Labor and Employment’s Single Entry Approach (SEnA). You may file online through DOLE ARMS or in person at a participating DOLE, National Conciliation and Mediation Board (NCMB), or National Labor Relations Commission (NLRC) office. SEnA is a mandatory conciliation-mediation process intended to resolve the dispute without formal litigation.

If no settlement is reached, obtain the referral or endorsement and file the appropriate complaint:

Go to DOLE for labor-standards inspection or enforcement, such as ongoing minimum-wage, overtime, holiday-pay, wage-deduction, or occupational-safety violations.
Go to an NLRC Regional Arbitration Branch for illegal dismissal, unfair labor practice, damages arising from employment, claims with reinstatement, most larger employment-related money claims, and claims assigned by law to Labor Arbiters.
Use the grievance machinery and voluntary arbitration for disputes involving the interpretation or implementation of a collective bargaining agreement or company personnel policy.
Government personnel, social-insurance claims, strikes or lockouts, and some overseas or seafarer disputes may follow special procedures.

SEnA is generally a condition precedent to an NLRC complaint. Either party may, however, end the conciliation-mediation early and request referral to the proper office. These rules come from Republic Act No. 10396, the current Department Order No. 249, Series of 2025, and the 2025 NLRC Rules of Procedure.

Do not wait unnecessarily. Employment money claims generally prescribe in three years, while an illegal-dismissal action generally prescribes in four years. Special claims may have different or shorter periods. An appeal from a Labor Arbiter’s decision must ordinarily be perfected within 10 calendar days from receipt, with no extension.

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

Office or process	What it ordinarily does
SEnA desk	Tries to settle a labor issue through neutral conciliation-mediation before a formal case is filed. It does not decide who is legally right.
DOLE labor inspection or enforcement	Investigates and enforces labor standards and occupational-safety requirements, usually through inspection and compliance orders.
DOLE Regional Director under Article 129	Summarily decides simple wage and benefit claims not exceeding ₱5,000 per employee, provided reinstatement is not requested.
NLRC Labor Arbiter	Adjudicates illegal dismissal, unfair labor practice, employment-related damages, claims with reinstatement, most other employment claims exceeding ₱5,000, specified OFW claims, and other cases assigned by law.
NLRC Commission	Reviews appeals from Labor Arbiters and certain appealable DOLE Regional Director decisions.

The ₱5,000 threshold applies to the Regional Director’s summary adjudication authority under Article 129. It does not impose a ₱5,000 ceiling on DOLE’s separate visitorial and enforcement authority under Article 128. DOLE may issue compliance orders for labor-standards violations discovered through inspection when the legal conditions for that authority are present. See Republic Act No. 6715, Republic Act No. 7730, and the Supreme Court’s discussion in Del Monte Land Transport Bus Co. v. Braganza.

Situations that may require another route

Ask the SEnA officer to identify the proper forum if the matter involves:

A collective bargaining agreement, grievance machinery, or voluntary arbitration;
A notice of strike or lockout, or preventive mediation before the NCMB;
Government employment, which is generally governed by civil-service rules;
SSS, Employees’ Compensation, PhilHealth, Pag-IBIG, or another benefit administered by a separate agency;
A Filipino seafarer, whose claims may be governed by the Magna Carta of Filipino Seafarers and specialized procedures;
An OFW claim involving a recruitment or manning agency, foreign principal, disability, death, or overseas employment contract;
A disputed claim that the worker is an independent contractor or platform worker. SEnA may receive the issue, but NLRC jurisdiction and entitlement will depend on proof of an employer-employee relationship;
A criminal offense, physical violence, trafficking, or immediate threat to safety. A labor filing does not replace an emergency report or a criminal complaint.

Step 1: Prepare before filing

You do not need to know the perfect legal term for every violation. You should, however, be ready to describe what happened, when it happened, what you are claiming, and who is responsible.

Prepare:

Your full name, current address, mobile number, and email address;
The employer’s complete legal or business name;
The names of the owner, agency, contractor, or manager, if relevant;
The employer’s current office, workplace, branch, and registered addresses;
Your position, start date, employment status, salary or wage rate, and last day worked;
A chronological account of important events;
An itemized list of claims and the result you want;
A preliminary computation for unpaid wages or benefits;
Information about any contractor, subcontractor, recruitment agency, foreign principal, or related company that may be liable.

For a group complaint, identify every worker and each person’s separate employment details and claim. Do not assume one worker’s computation applies to everyone.

Evidence to preserve

Keep originals where possible and create organized copies. Useful evidence may include:

Employment contract, job offer, appointment letter, company ID, and job description;
Payslips, payroll records, bank statements showing salary deposits, and payroll messages;
Daily time records, biometric logs, schedules, logbooks, trip tickets, delivery records, or work-platform records;
Emails, text messages, chat exports, and written instructions from supervisors;
Notices to explain, disciplinary memoranda, suspension or termination notices, resignation letters, and clearance documents;
Performance evaluations and proof of completed assignments;
Final-pay and separation-pay computations;
Proof that company property was returned;
SSS, PhilHealth, Pag-IBIG, and tax records relevant to employment;
Photographs or videos of workplace conditions, taken lawfully;
Names and contact details of witnesses;
The employer’s SEC or DTI information, if available;
Every SEnA or NLRC notice, order, receiving copy, registry receipt, courier record, and envelope.

Preserve the original files and their dates. Export entire message threads instead of keeping only cropped screenshots. Do not alter documents, access accounts without authority, or secretly record private conversations without first obtaining advice on the Anti-Wiretapping Act and other applicable laws.

Step 2: File a SEnA Request for Assistance

Who may file

The official DOLE ARMS portal accepts RFAs from individual workers, groups of workers, unions, workers’ associations or federations, OFWs, kasambahays, and employers.

If an aggrieved person is absent or incapacitated, an immediate family member may file with a Special Power of Attorney. If the worker has died, legitimate heirs may file, subject to proof of death and their authority or relationship.

Where and how to file

You may generally file:

Online through DOLE ARMS;
At a DOLE Regional, Provincial, Field, or District Office;
At the NCMB Central Office or a Regional Conciliation and Mediation Branch; or
At the NLRC Main Office or a Regional Arbitration Branch with a SEnA desk.

The revised SEnA rules expanded access to offices near the requesting party’s residence and permit online methods. If the employer and workplace are in another area, the receiving office may coordinate or refer the matter.

When filing, state all known issues. Examples include unpaid salary, underpayment, overtime, holiday pay, service incentive leave, 13th-month pay, illegal deductions, final pay, separation pay, certificate of employment, illegal dismissal, constructive dismissal, or retaliation.

Keep proof of filing

For an online RFA, save:

The confirmation page;
Reference number;
Date and time of submission;
Uploaded files; and
Confirmation email or text.

For an onsite RFA, obtain a stamped or signed receiving copy. Check every name, address, telephone number, and listed issue before leaving.

What happens during SEnA

A Single Entry Assistance Desk Officer or conciliator-mediator facilitates discussion. The officer is neutral and does not issue a decision on the merits.

SEnA ordinarily provides a 30-day mandatory conciliation-mediation period. Either party may request early termination and referral to the agency with jurisdiction. The Supreme Court has confirmed that SEnA is normally a prerequisite to an NLRC complaint, not a second case involving forum shopping. See Naldo v. Corporate Protection Services Phils., Inc..

Attend every scheduled conference. Bring your evidence, computation, calendar, and realistic settlement proposal. If you authorize another person to settle for you, that person should have specific written authority.

If the employer does not appear or refuses to settle, you do not automatically win. Ask the officer to close the SEnA proceedings and issue the proper referral or endorsement.

Before signing a settlement

Read the entire document. A properly executed compromise can be final and binding.

Confirm that it identifies:

Every covered claim and period;
The exact gross and net amounts;
Any lawful deductions and who bears them;
Payment dates, installments, and method;
The treatment of final pay, separation pay, back wages, benefits, and certificate of employment;
Whether reinstatement, resignation, or separation is part of the agreement;
What happens if a payment is late or dishonored;
Whether the release applies only after full payment; and
Who will sign for each party.

Do not sign a blank document or acknowledge “full payment” before receiving it. If payment will be made later or in installments, insist that the agreement clearly says when the release takes effect and what remedy is available upon default. Keep the signed agreement and proof of every payment.

Step 3: File the formal NLRC complaint if SEnA fails

Choose the proper Regional Arbitration Branch

Under the current NLRC rules, a case within a Labor Arbiter’s authority may generally be filed at the Regional Arbitration Branch covering either:

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

at the complainant’s option.

“Workplace” includes the place of assignment, the place to which the employee should report after temporary travel or detail, the regular reporting or wage-payment location of field or mobile workers, and the alternative workplace of telecommuting workers.

An OFW case may generally be filed where the complainant resides or where the principal office of any respondent is located. Specialized seafarer rules may add requirements.

Use the NLRC jurisdiction and branch information to identify the correct office.

Complete the complaint properly

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 personally sign;
The complaint must be verified;
A certification against forum shopping must be executed;
All claims arising from the same employment relationship should be included; and
The SEnA referral or endorsement should be attached unless a recognized exception applies.

Attach the documents required by the branch’s current checklist, commonly including identification, the SEnA referral, supporting records, and authority documents for a representative. Check the latest NLRC Citizen’s Charter before filing.

A complaint is not merely a continuation of the RFA. Obtain a separate stamped receiving copy and an NLRC case or docket number.

Filing modes

The 2025 NLRC Rules recognize filing of pleadings:

Personally at the proper docketing unit;
By registered mail; or
Through a courier authorized by the NLRC.

For registered mail or authorized courier, the mailing date is treated as the filing date. Preserve the registry receipt, official receipt, and tracking document. The online and social-media options available for a SEnA RFA should not be assumed to apply to a formal NLRC complaint unless the NLRC officially instructs you to use a specific system.

What happens after an NLRC complaint is filed

Summons and mandatory conferences

The Labor Arbiter issues summons with the complaint and schedules two settings for mandatory conciliation and mediation. These conferences are another opportunity to settle and to define the parties, claims, defenses, and issues.

Except for justifiable grounds, the mandatory conference should end within 30 calendar days from the first conference. This is not a guarantee that the entire case will finish within 30 days.

If a settlement is reached, it must be written and signed. The Labor Arbiter should explain its terms and approve it only after being satisfied that it was understood, voluntary, and not contrary to law or public policy. Once duly approved, it is final and binding and has the force of a judgment.

Failure to appear

A complainant’s failure to attend the two settings despite proper notice is a ground to dismiss the case without prejudice. A second dismissal for the same unjustified non-appearance may be with prejudice.

If a properly summoned respondent fails to attend both settings, the respondent may lose the right to file a position paper. That still does not guarantee the complainant a favorable decision: the claimant must prove the case with substantial evidence.

Position papers and evidence

If settlement fails, the Labor Arbiter will set a date—within 10 calendar days from termination of the mandatory conference—for the simultaneous submission of verified position papers.

The position paper should contain:

A clear statement of facts;
Each legal and factual claim or defense;
The relief requested;
The computation of monetary claims;
All supporting documents; and
Witness affidavits, which generally take the place of direct testimony.

A reply may be filed within 10 calendar days from receipt of the adverse position paper, on the date agreed upon and set by the Labor Arbiter. A position paper ordinarily covers only claims stated in the complaint or properly amended complaint. Raise omitted claims before the position-paper stage whenever possible.

Failure by a complainant to file a position paper may result in dismissal. Failure by a respondent generally waives the right to submit one, and the case may be decided from the existing record.

Decision

The case is usually submitted for decision after the position papers and replies are filed, unless the Labor Arbiter calls a clarificatory conference or hearing. The rules direct the Labor Arbiter to decide within 30 calendar days after submission for decision, not necessarily within 30 days from filing.

If reinstatement is ordered, the reinstatement aspect is immediately executory even if the employer appeals.

How to follow up a SEnA RFA

Use the reference-number status facility on DOLE ARMS or contact the office and officer handling the request.

A useful follow-up should contain:

“SEnA RFA” and the complete reference number;
Your name and the responding party’s name;
The filing date and last conference date;
The specific information requested, such as the next setting, status of notice, settlement compliance, or issuance of referral; and
Your current mobile number, email, and address.

Ask for a copy of any notice, settlement, closure record, or referral you have not received. If the employer misses a payment, report the default in writing immediately and attach proof.

For general guidance, DOLE may be reached through Hotline 1349 and its official contact channels. Use the contact details of the actual regional or field office for case-specific inquiries.

How to follow up an NLRC case

Keep a case-control sheet

Record:

Full case title and docket number;
Regional Arbitration Branch;
Labor Arbiter and branch number, once assigned;
Filing date;
Dates of summons and conferences;
Deadline and filing date for every pleading;
Date each party received every order or decision;
Registry or courier tracking numbers; and
Current status and the name of the office employee who provided it.

Contact the correct unit

Follow up first with the docket or records unit of the Regional Arbitration Branch where the case is pending. Use the docket number in every inquiry.

Ask a precise question, such as:

Was my pleading received and entered in the record?
Has the case been assigned to a Labor Arbiter?
What is the next conference date?
Has an order or decision been issued?
Was it served, and on what date and by what method?
Has a certificate of finality or entry of judgment been issued?
Has a writ of execution been issued or assigned to a sheriff?

The parties, their counsel, and duly authorized representatives may access the case record during regular office hours, subject to NLRC policies and data-privacy rules. Certified copies may require a written request and lawful fees.

Use the NLRC contact page and official branch directory rather than unverified social-media accounts. The NLRC’s listed central contacts include (02) 8781-7877, 0966-982-2552, and info@nlrc.dole.gov.ph, but a Regional Arbitration Branch is normally better placed to answer questions about its own case.

Monitor physical mail and courier notices

The current rules permit service through personal delivery, registered mail, and authorized courier. Do not ignore a postal or courier notice. Service may be deemed complete under the rules even if the recipient fails to collect the document after the applicable notice, attempts, or period.

Notify the NLRC and the opposing party in writing whenever your address or representative changes. A missed decision can cause the loss of an appeal.

Critical deadlines

Prescription for filing the case

As a general rule:

Employment-related money claims must be filed within three years from accrual.
Illegal-dismissal actions generally prescribe in four years.
Other causes of action may have different deadlines.

NLRC policy treats filing a SEnA RFA as interrupting the prescriptive period, with the period resuming upon receipt of the referral. See NLRC En Banc Resolution No. 08-17. Nevertheless, do not rely on SEnA to justify delay. Accrual, interruption, and the correct prescriptive period may depend on the particular claim and documents.

Appeal from a Labor Arbiter

A Labor Arbiter’s decision or appealable order must be appealed to the Commission within 10 calendar days from receipt. There is no extension.

The appeal must be perfected, not merely announced. The current rules require a timely verified Memorandum of Appeal, supporting documents, proof of service, applicable fees, and any required appeal bond. An employer appealing a monetary award must generally post a cash or qualifying surety bond equivalent to the monetary award, excluding damages and attorney’s fees.

The appeal must be filed with the Regional Arbitration Branch of origin. Filing it in the wrong office does not stop the deadline. A motion for reconsideration of a Labor Arbiter’s decision is prohibited; the ordinary remedy is an appeal.

Appeal from an Article 129 DOLE order

An appeal to the NLRC from a DOLE Regional Director’s decision under Article 129 must generally be perfected within five calendar days from receipt.

Motion for reconsideration of a Commission decision

A motion for reconsideration of an NLRC Commission decision must be based on palpable or patent error and filed within 10 calendar days from receipt, with proof of service on the adverse party. Only one such motion from the same party will be entertained.

If you receive an adverse decision or order, seek legal advice immediately. Do not spend the appeal period waiting for an informal explanation from the office.

If you won but the employer has not paid

A favorable decision is not the same as actual collection.

Once the decision is final, ask the handling office about:

The certificate of finality or entry of judgment;
The final computation of the award;
A pre-execution conference, if ordered;
Issuance of a writ of execution;
Assignment to an NLRC sheriff;
Garnishment, levy, or other lawful enforcement measures; and
Any payment deposited with the NLRC.

Give the sheriff accurate information about the respondent’s business address, bank or client information lawfully known to you, vehicles, registered property, current operations, and related entities. Do not seize property or confront the employer yourself.

If the decision orders reinstatement, immediately ask the Labor Arbiter how the employer must comply because reinstatement pending appeal is immediately executory.

Common mistakes that weaken or delay a complaint

Treating a SEnA reference number as an NLRC case number;
Waiting for the employer’s internal process until the legal deadline is near;
Naming only a brand or branch instead of the correct legal employer;
Giving an obsolete or incomplete respondent address;
Omitting claims from the complaint and raising them only after position papers are due;
Filing a lump-sum demand without an itemized computation;
Missing conferences, postal notices, or courier deliveries;
Failing to notify the office of a new address, phone number, email, or representative;
Submitting cropped screenshots without preserving full conversations and original files;
Signing a quitclaim or acknowledgment of full payment before payment is completed;
Relying on an oral settlement;
Filing an appeal in the wrong office or assuming a request for extension will be granted;
Failing to serve the opposing party with later pleadings and preserve proof of service;
Paying a fixer or allowing an unauthorized non-lawyer to handle the case.

The 2025 NLRC Rules sharply restrict unauthorized non-lawyer appearances. A worker may represent themselves, and specified union, legal-aid, corporate, or other authorized representatives may appear only under the conditions in the rules. An unauthorized non-lawyer is not entitled to attorney’s fees or a contingency fee.

When legal help is urgent

Seek a labor lawyer, qualified legal-aid office, union representative, the Public Attorney’s Office if eligible, or an IBP legal-aid office promptly when:

An appeal or prescription deadline is near;
You have received a Labor Arbiter or Commission decision;
The employer is asking you to sign a resignation, quitclaim, waiver, or settlement immediately;
The dispute involves a large award, many workers, a contractor, or several related companies;
You were dismissed after filing or supporting a labor complaint;
The employer is closing, transferring assets, or disappearing;
The case concerns union activity, unfair labor practice, a strike, or a collective bargaining agreement;
The employer disputes that you were an employee;
The claim concerns an OFW or seafarer contract, disability, illness, death, or foreign principal;
There is grave and imminent danger at work, serious injury, violence, coercion, trafficking, or a possible criminal offense.

Retaliatory reduction of wages or benefits, dismissal, or discrimination against a worker for filing or testifying in specified labor proceedings is prohibited. Preserve every post-complaint change in schedule, duties, pay, access, discipline, or employment status. See the Supreme Court’s application of the anti-retaliation rule in PhyVita Enterprises Corp. v. Panaligan.

Frequently asked questions

Do I need a lawyer for SEnA?

No. SEnA is designed to be accessible without counsel. Legal advice is still useful before signing a significant settlement, resignation, or quitclaim.

Can I represent myself before the NLRC?

Yes. A party may appear without a lawyer. If someone else will represent you, confirm that the person falls within the permitted categories and has the required written authority.

Can I file while I am still employed?

Yes. Current workers may seek SEnA assistance or DOLE labor-standards enforcement. Preserve evidence of any retaliation after filing.

What if the employer ignores SEnA?

Ask for closure and referral to the office with jurisdiction. Non-appearance during SEnA does not automatically establish liability.

What if the employer ignores the NLRC summons?

After proper service and two missed mandatory-conference settings, the respondent may waive the right to submit a position paper. The worker must still prove the claim with substantial evidence.

Does SEnA always take exactly 30 days?

No. The rules provide a 30-day mandatory conciliation-mediation process, but scheduling, non-appearance, early termination, referral, and other justified circumstances can affect the actual timeline. The 30-day SEnA period is also separate from the NLRC’s formal proceedings.

Is a signed SEnA or NLRC settlement enforceable?

A properly executed settlement can be final and binding. The exact enforcement route depends on where and how it was approved and whether the problem is nonpayment, fraud, misrepresentation, coercion, or another recognized ground. Get advice before trying to set aside a signed settlement.

Can I file the formal NLRC complaint by email?

Do not assume so. The 2025 NLRC Rules generally recognize personal filing, registered mail, and an NLRC-authorized courier for pleadings. Use email or another electronic method only when an official NLRC rule, system, or written branch instruction specifically authorizes it.

Is filing an NLRC complaint the same as reporting a company for inspection?

No. An NLRC complaint asks a Labor Arbiter to adjudicate specified claims. A DOLE inspection examines compliance with labor standards or occupational-safety laws. The correct route depends on the relief sought, employment status, amount and nature of the claim, and applicable statute.

Where can I verify the current forms and contacts?

Use DOLE ARMS, the DOLE contact page, the NLRC website, the NLRC Citizen’s Charter, and the NLRC branch directory.

Official sources

This article provides general legal information, not advice for a particular case. Jurisdiction, deadlines, available claims, and outcomes depend on the facts, documents, applicable special laws, and date of receipt of official notices. Sources and procedures were checked as of 5 August 2026.