Quick answer

For most private-sector workplace disputes, start by filing a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file onsite at a DOLE, NCMB, or NLRC Single Entry Assistance Desk, or online through the official DOLE Assistance for Request Management System (DOLE ARMS).

SEnA is a conciliation-mediation process—not yet a formal labor case. If the dispute is not settled, obtain the referral and proceed to the office with authority to decide it:

File with the NLRC Regional Arbitration Branch for illegal dismissal, unfair labor practice, damages arising from employment, claims exceeding ₱5,000, claims with reinstatement, and other matters within a Labor Arbiter’s jurisdiction.
Proceed through the DOLE Regional Office for labor-standards inspection or enforcement, and for a simple money claim not exceeding ₱5,000 per worker when reinstatement is not claimed.
Use the specialized process for strikes, CBA grievances, union disputes, urgent occupational-safety matters, social-security claims, and other excluded issues.

Do not treat an RFA as the formal NLRC complaint. If SEnA ends without settlement, promptly file the required formal complaint or request the proper DOLE action.

Which office should handle the problem?

Problem	Usual route
Unpaid wages, overtime, holiday pay, 13th-month pay, illegal deductions, or similar benefits	Start with SEnA. The resulting referral may go to the DOLE Regional Office or NLRC, depending on jurisdiction and the relief claimed.
Illegal or constructive dismissal	SEnA first, then a formal complaint before the NLRC Labor Arbiter if unresolved.
Simple money claim of no more than ₱5,000 per worker, with no reinstatement claim	DOLE Regional Director or authorized hearing officer under the Labor Code’s summary-claim procedure.
Money claim exceeding ₱5,000, or any money claim accompanied by reinstatement	NLRC Labor Arbiter.
Unfair labor practice or employment-related damages	NLRC Labor Arbiter.
General labor-standards violations affecting the workplace or several workers	DOLE labor inspection or enforcement may be appropriate. This is distinct from an individual NLRC case.
Imminent danger, dangerous occurrence, disabling injury, or lack or inadequacy of required personal protective equipment	Report directly to the DOLE Regional Office or appropriate occupational-safety authority; these urgent OSH issues are excluded from ordinary SEnA processing.
Interpretation or implementation of a collective bargaining agreement or company policy covered by a grievance procedure	Grievance machinery and, if unresolved, voluntary arbitration.
Actual or threatened strike or lockout, notice of strike or lockout, or preventive mediation	NCMB’s specialized process.
SSS, PhilHealth, employees’ compensation, or similar social-welfare benefits	The agency and procedure governing that benefit, not an ordinary NLRC money claim.
Government employment	Usually Civil Service or another public-sector mechanism. Coverage may differ for certain government-owned corporations, so verify the employer’s charter and status.

The ₱5,000 limit is the statutory threshold for DOLE’s summary adjudication of individual money claims under Article 129. It is not a universal limit on DOLE’s visitorial and labor-standards enforcement powers.

Jurisdiction can depend on whether an employer-employee relationship existed, whether employment has ended, the exact relief requested, and whether a contractor, principal, recruiter, or overseas employer is involved. Ask the receiving office to record and explain the referral if the correct forum is uncertain.

Before filing: organize the facts and preserve evidence

Prepare a short chronology showing:

When you were hired and your position, rate, schedule, and work location;
What happened, with exact dates where possible;
When wages or benefits became due;
What notices, explanations, meetings, suspensions, or termination actions occurred;
What you asked the employer to do and how it responded; and
The relief you want, such as payment, reinstatement, correction of records, or enforcement of a settlement.

Preserve lawful copies of relevant evidence, including:

Employment contracts, offer letters, job descriptions, company rules, and applicable collective bargaining agreements;
Company ID, work schedules, assignments, attendance records, daily time records, and leave records;
Payslips, payroll summaries, bank records showing salary deposits, and your computation of unpaid amounts;
SSS, PhilHealth, and Pag-IBIG contribution records;
Notices to explain, written explanations, investigation records, suspension notices, termination letters, and redundancy or retrenchment notices;
Performance evaluations, warnings, commendations, and evidence about how similarly situated workers were treated;
Complete email, text, and chat threads, including dates, sender details, attachments, and delivery or read confirmations;
Written return-to-work requests and the employer’s response;
Names, positions, and available contact information of witnesses; and
SEnA forms, reference numbers, notices, minutes, referrals, settlement documents, and proof of every filing and delivery.

Keep original files and unedited backups. Do not take trade secrets, client data, or company records you are not lawfully entitled to possess. Do not secretly record a private conversation without specific legal advice; the Anti-Wiretapping Act restricts unauthorized recording of private communications.

Identify the employer correctly. Use its registered corporate, partnership, or proprietorship name if known—not only its trade name, store name, branch, franchise, or supervisor’s name. In a contracting arrangement, provide details for both the agency or contractor and the principal.

Step 1: File a SEnA Request for Assistance

Who may file

An RFA may be filed by a worker, former worker, kasambahay, OFW, group of workers, union, workers’ association, federation, or employer. An immediate family member or duly authorized representative may file for an absent or incapacitated requesting party with a Special Power of Attorney. Different supporting documents apply if the requesting party has died or is a juridical entity.

Where and how to file

Under DOLE Department Order No. 249-25, an onsite RFA may be filed at the Single Entry Assistance Desk nearest:

The requesting party’s residence;
The union, federation chapter, or workers’ association’s place of operation; or
The employer’s principal place of business.

SEnA desks operate in DOLE Regional, Provincial, Field, and Satellite Offices, NCMB offices and regional branches, and NLRC Regional Arbitration Branches. If the convenient office is outside the region where the employer principally operates, the rules allow coordinated conciliation-mediation between offices.

For online filing, use DOLE ARMS. Enter accurate contact information for yourself and the employer, describe each issue separately, state the requested relief, and save the confirmation and reference number.

An anonymous report involving alleged labor-standards or OSH violations may be treated as a request for technical assistance and potentially referred for inspection. Anonymity and missing contact information, however, may prevent validation or individual follow-up.

What happens after filing

For an onsite RFA, the initial-conference date should be set on the filing day. For an online RFA, it should be set within two calendar days from assignment to a Single Entry Assistance Desk Officer.

The initial conference should ordinarily be conducted within five calendar days—or on the earliest available date not exceeding ten days—from assignment. The 30-day mandatory conciliation-mediation period begins when the initial conference at which both parties appear is conducted. By mutual agreement, it may be extended for no more than 15 calendar days if settlement still appears possible.

Conferences may be face-to-face or conducted through an available digital platform. Attend every setting, keep your contact details current, and promptly explain any genuine inability to attend.

Possible outcomes

If the parties settle, the agreement must be explained, reduced to writing, signed, and attested by the SEnA officer. An attested settlement is generally final and immediately executory, unless its terms are contrary to law, morals, public order, or public policy.

Before agreeing:

Check every amount and due date;
Clarify whether payment is one-time or by installment;
Confirm whether reinstatement, clearance, certificates, or contribution corrections are included;
Read every waiver and quitclaim;
Do not sign a blank, incomplete, or unexplained document; and
Obtain your signed copy before leaving or ending the online conference.

A waiver and quitclaim should be issued only upon full compliance with the settlement terms. If the other party defaults, notify the SEnA officer immediately. The officer should call the parties to seek voluntary compliance and, if default continues, issue a referral to the DOLE Regional Office or NLRC Regional Arbitration Branch for enforcement. The requesting party may then file the appropriate motion for execution.

If there is no settlement, ask for the written referral. Referral may follow expiration of the conciliation period, inability to reach agreement, the responding party’s failure to attend two consecutive conferences despite notice, partial non-settlement, or noncompliance with a settlement.

Step 2: File the formal NLRC complaint when required

As of January 13, 2026, proceedings are governed by the 2025 NLRC Rules of Procedure.

Choose the proper Regional Arbitration Branch

A complaint within a Labor Arbiter’s jurisdiction may be filed in the Regional Arbitration Branch covering either:

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

at the complainant’s option.

“Workplace” includes an employee’s assignment, the place to which the employee should report after a temporary detail, the reporting or wage-receipt location of mobile or itinerant workers, and an alternative workplace used under telecommuting or a similar arrangement.

An OFW case may generally be filed where the complainant resides or where the principal office of any respondent is situated. Improper venue must ordinarily be raised by the respondent on or before the first scheduled mandatory conference or it is waived.

Use the NLRC contact directory to locate the correct branch and verify its current address and filing instructions.

Complete the complaint carefully

The complaint must state:

The full names and addresses of all complainants and respondents;
Every cause of action arising from the same employment relationship;
The relevant dates and requested reliefs; and
The full names of all real parties in interest.

Every complainant must personally sign the complaint and execute the verification and certification against forum shopping. Follow the official form’s instructions for administration of the oath. Attach or bring the SEnA referral and supporting records requested by the docketing unit.

Do not omit a claim intending to add it casually in the position paper. The position paper generally may cover only claims and causes of action stated in the complaint or amended complaint. Amendment is ordinarily allowed before the position paper is filed; afterward, leave of the Labor Arbiter is required.

Pleadings may be filed personally, by registered mail, or through a courier authorized by the Commission. Confirm the currently accepted courier with the branch. For later pleadings, serve the opposing party as required and preserve the registry receipt, courier tracking document, stamped acknowledgment, or other proof of service.

What happens after docketing

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

If the complainant fails to attend both settings despite proper notice, the case may be dismissed without prejudice. A second dismissal caused by unjustified nonappearance can be with prejudice. If the respondent fails to attend both settings despite proper service, the respondent may be treated as having waived the right to file a position paper, and the case may proceed on the evidence of record.

The Labor Arbiter-level mandatory conference should ordinarily end within 30 calendar days from the first conference, absent justifiable grounds.

If there is no settlement, the parties are directed to submit their respective verified position papers, supporting documents, and witness affidavits on a date within ten calendar days from termination of the conference. Put all material evidence in the position paper; witness affidavits generally take the place of direct testimony.

Failure by a complainant to file a position paper while the respondent files one may result in dismissal without prejudice. Repeating the same failure after refiling the same cause against the same respondent may result in dismissal with prejudice. A respondent who fails to file may waive the opportunity, allowing decision on the existing record.

A Labor Arbiter is directed to decide within 30 calendar days after the case is submitted for decision. That is not a guaranteed total completion time: service problems, amendments, hearings, clarificatory conferences, appeals, and execution can extend the overall process.

How to follow up a SEnA request

Use the Check RFA Status function on DOLE ARMS and enter the reference number.
Contact the specific SEnA desk where the RFA was filed. Give the reference number, filing date, parties’ names, and last conference date.
Ask whether the RFA has been assigned, whether notices were sent, and when the next conference is scheduled.
If the process has ended, request your copy of the settlement, minutes of termination, or referral.
If a settlement deadline has passed, report noncompliance in writing and request the enforcement referral.
Keep screenshots and copies of status inquiries, but do not send sensitive evidence through an unofficial account or social-media profile.

How to follow up an NLRC case

Use the complete docket number shown on the stamped complaint or summons. Contact the Records and Docket Unit or the case-status channel listed for the relevant branch in the NLRC directory.

Ask for objective docket information:

Name of the assigned Labor Arbiter;
Next conference or filing deadline;
Whether a pleading was received and recorded;
Whether an order or decision has been released or mailed;
Whether an appeal was filed;
Whether a certificate of finality or entry of judgment has been issued; and
Status of a pending motion for execution.

A telephone call does not amend a complaint, submit evidence, extend a deadline, or formally request relief. If action is needed, file the proper written pleading or request through the docketing unit and serve the opposing party when required. Keep the stamped receiving copy or mailing proof.

Do not privately discuss the merits with the Labor Arbiter or staff outside the official proceedings. Immediately file a notice of any change in your address, email, phone number, counsel, or authorized representative. A decision sent to the address of record may trigger a short appeal period even if the party failed to monitor the case.

Critical deadlines

Ordinary employment money claims: generally three years from accrual under the renumbered Labor Code.
Illegal-dismissal claims: generally four years from accrual, ordinarily from dismissal, under the Supreme Court’s ruling in Arriola v. Pilipino Star Ngayon, Inc..
Unfair labor practice: generally one year from accrual.
Appeal from a Labor Arbiter’s decision to the NLRC: ten calendar days from receipt. A motion for reconsideration of the Labor Arbiter’s decision is not a substitute and is a prohibited pleading.
Motion for reconsideration of an NLRC Commission decision: generally ten calendar days from receipt; only one is allowed.
Court challenge after the NLRC: different rules and very short periods apply, commonly involving a Rule 65 petition rather than an ordinary appeal. Obtain legal assistance immediately.

Filing an RFA interrupts the applicable prescriptive period under NLRC En Banc Resolution No. 08-17; the period resumes upon the requesting party’s receipt of the referral. The Supreme Court has also treated the SEnA filing date as the institution of a claim where SEnA was a required prerequisite in Zonio v. 88 Aces Maritime Services, Inc..

Do not wait until the last day. Accrual, interruption, withdrawals, prior dismissals, and repeated or continuing underpayments can change the computation.

Common mistakes to avoid

Confusing a SEnA RFA with the formal NLRC complaint;
Naming only a branch, trade name, franchise, or supervisor instead of the proper employer and other responsible parties;
Giving an inaccurate employment, nonpayment, or dismissal date;
Omitting claims from the complaint and raising them only in the position paper;
Failing to attach the SEnA referral or explain why an exception applies;
Missing either of the two conference settings;
Ignoring registered mail, courier notices, email, or messages from the assigned office;
Submitting screenshots without the full conversation, dates, or sender information;
Signing a settlement or quitclaim without checking its scope, payment schedule, and enforcement terms;
Accepting payment without a receipt or proof identifying what claim was paid;
Relying on repeated calls instead of filing the required pleading;
Using a fixer or unauthorized representative; and
Assuming that an appeal or court challenge automatically stops every part of a decision.

When legal help is urgent

Seek prompt assistance from a labor lawyer, union counsel, legal-aid office, or the appropriate DOLE legal-assistance unit if:

A ten-day appeal or reconsideration period has begun;
Prescription is near;
You received an NLRC decision, writ, garnishment, or execution notice;
Reinstatement was ordered but ignored;
The employer is closing, disposing of assets, or leaving the Philippines;
Records are being destroyed or witnesses are being pressured;
The dispute involves an OFW, seafarer, recruiter, foreign principal, diplomatic immunity, or several contractors;
Employment status is disputed, particularly for gig, platform, franchise, or contractor arrangements;
A settlement contains a broad quitclaim or installment terms you do not understand;
There are threats, violence, retaliation, or immediate safety hazards; or
Several cases or prior settlements may create prescription, forum-shopping, or res judicata issues.

DOLE has also institutionalized free worker legal assistance through Department Order No. 258-26. Ask the nearest DOLE Regional Office about eligibility and available services.

Frequently asked questions

Can I file while I am still employed?

Yes. Current employees may seek assistance over unpaid benefits, unsafe conditions, suspension, discrimination, or other employment issues. Preserve evidence and document any retaliation.

Do I need a lawyer?

A lawyer is not required to file an RFA or represent yourself before a Labor Arbiter. Formal cases can nevertheless involve jurisdiction, evidence, damages, prescription, and appeal requirements. Non-lawyer representation is allowed only in circumstances recognized by the NLRC Rules; avoid fixers and anyone demanding an unauthorized contingency fee.

Can I skip SEnA and file directly with the NLRC?

Generally, no. Republic Act No. 10396 requires mandatory conciliation-mediation before the Labor Arbiter or appropriate DOLE office entertains the referred case. Exceptions exist for matters governed by specialized laws or procedures, and either or both parties may seek pretermination and referral as allowed by law and the current SEnA Rules.

What if the employer refuses to attend SEnA?

If the responding party misses two consecutive conferences despite proper notice, the SEnA officer may issue a referral. The absence does not automatically prove the claim; the proper deciding office must still evaluate the evidence.

Can DOLE force the employer to settle during SEnA?

No. The officer facilitates voluntary settlement and does not decide liability in the RFA. An enforceable obligation arises if the parties execute a valid settlement, or if the proper adjudicating or enforcement office later issues an order or decision.

What if the employer ignores a signed SEnA settlement?

Report the default to the handling officer. After efforts at voluntary compliance, request referral to the DOLE Regional Office or NLRC Regional Arbitration Branch and file the appropriate motion for execution.

Is an internal HR complaint enough to protect my deadline?

Not necessarily. An internal complaint is not a substitute for an official SEnA RFA or formal case. A written demand can affect prescription in some circumstances, but do not rely on that without legal advice.

Where can I verify office details and current forms?

Use the official DOLE website, DOLE ARMS, NLRC website, and NLRC branch directory.

Official legal and procedural sources

This article provides general Philippine legal information, not advice for a specific dispute or a prediction of outcome. Jurisdiction, remedies, deadlines, and evidence requirements depend on the facts and documents. Official sources and current procedures were checked as of August 6, 2026.