Quick answer

Start by filing a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. You may file:

Online through DOLE ARMS; or
Onsite at a Single Entry Assistance Desk of a DOLE Regional, Provincial, Field or Satellite Office, an NCMB office, or an NLRC Regional Arbitration Branch.

SEnA is generally the mandatory first step for private-sector labor disputes. It is a conciliation-mediation process, not yet a formal case. If no settlement is reached, obtain the referral and file the formal complaint with the office that has jurisdiction—usually the NLRC Labor Arbiter for dismissal cases, claims exceeding ₱5,000, damages and unfair labor practice, or the DOLE Regional Director for certain simple money claims not exceeding ₱5,000 per employee and involving no request for reinstatement.

Do not wait for the last day. Labor claims have prescriptive periods, and appeals may be due in only five or ten calendar days.

DOLE, NLRC and SEnA are not the same thing

The correct route depends on the issue:

Issue	Usual route after or outside SEnA
Illegal or constructive dismissal	NLRC Labor Arbiter
Unfair labor practice	NLRC Labor Arbiter
Money claims exceeding ₱5,000 per employee	NLRC Labor Arbiter
Money claims with a request for reinstatement	NLRC Labor Arbiter
Damages arising from employment	NLRC Labor Arbiter
Simple wages or benefits claim of ₱5,000 or less per employee, without reinstatement	DOLE Regional Director under Labor Code Article 129
Labor-standards violations while the employment relationship still exists	DOLE inspection and enforcement under Article 128 may apply
CBA interpretation or company-policy disputes covered by a grievance procedure	Grievance machinery and, when applicable, voluntary arbitration
Actual strike or lockout, notice of strike or lockout, or preventive mediation	NCMB procedures
SSS, employees’ compensation and similar social-welfare claims	The agency or system with jurisdiction
Government employment	Usually Civil Service procedures, except that employees of GOCCs without original charters may be covered by the Labor Code
OFW or seafarer claims	Special DMW, NLRC, contract and seafarer rules may apply

The jurisdictional rules appear in the Labor Code and the 2025 NLRC Rules of Procedure. If the correct forum is uncertain, file an RFA promptly and ask the SEnA officer to identify the proper referral.

Step 1: Prepare before filing

Write a short timeline containing:

Your hiring date, position, workplace and rate of pay.
The employer’s complete legal or business name and address.
The names of any contractor, agency, principal or related company involved.
What happened, in date order.
Each claim you are making.
The remedy you want—for example, reinstatement, unpaid wages, separation pay if legally available, or correction of a workplace violation.
How you calculated any amount claimed.

Bring or preserve copies of relevant evidence, such as:

Employment contract, job offer, company ID and certificate of employment;
Payslips, payroll records and bank-credit records;
Daily time records, schedules, attendance logs and overtime instructions;
Notices to explain, preventive-suspension orders, investigation records and your written responses;
Dismissal, redundancy, retrenchment, resignation or return-to-work documents;
Emails, text messages and work-related chat messages;
Performance evaluations, company policies and the applicable CBA;
SSS, PhilHealth and Pag-IBIG records, when relevant;
Medical or incident records for workplace injury or safety issues;
Names and contact details of witnesses; and
Proof showing the employer’s, contractor’s or principal’s correct address.

Keep original files unchanged. Save backups with dates and metadata where possible. Do not access company systems without authorization or take records you are not entitled to possess.

Step 2: File the SEnA Request for Assistance

Who may file

An individual worker, group of workers, union, workers’ association, federation, kasambahay, OFW or employer may file an RFA. If the affected person is absent or incapacitated, an immediate family member or authorized representative generally needs a Special Power of Attorney. Heirs may file for a deceased worker subject to documentary requirements.

Where and how to file

Under DOLE Department Order No. 249, Series of 2025, an onsite RFA may be filed at the SEnA desk nearest:

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

The requesting party may choose among those locations. Filing may also be made through DOLE ARMS. If the most convenient desk is outside the employer’s region, the concerned offices may coordinate the conferences.

Give a reliable mobile number, email address and mailing address. Identify every employer, contractor or principal that may be involved. A wrong or incomplete address can prevent service of the conference notice.

What happens next

For an onsite RFA, the date of the initial conference should be set on the filing date. For an online RFA, it should be set within two days after assignment to a SEnA officer. The initial conference is ordinarily conducted within five calendar days, or at the earliest available date not exceeding ten days from assignment.

The 30-calendar-day conciliation-mediation period starts when the initial conference is held and both parties appear, not necessarily on the date the online form was submitted. The period may be extended by mutual agreement when settlement remains possible, but the extension cannot exceed 15 calendar days.

Either party may ask to pre-terminate conciliation and obtain referral to the proper office. Referral may also follow when:

No agreement is reached within the applicable period;
Settlement appears remote;
The respondent misses two consecutive conferences despite notice;
Only some of several issues are settled; or
A settlement agreement is not performed.

These procedures implement Republic Act No. 10396.

During the conference

Explain the facts calmly and use your written timeline and computation. The process is non-litigious, and parties normally represent themselves. Lawyers are not encouraged to participate unless they are a party or duly authorized representative.

Statements made during conciliation-mediation are confidential and privileged under the SEnA Rules. Do not secretly make an audio or video recording. Electronic recording devices are not allowed during the proceedings, except for the limited official recording permitted when an online settlement is read and accepted.

Before accepting a settlement

Read every term carefully. Confirm:

The exact amount and payment dates;
Whether payment is lump-sum or by installment;
Whether reinstatement, document release or another action is required;
What claims are being waived;
What happens if an installment is missed; and
When a quitclaim will be signed.

A settlement reached through SEnA and attested by the officer is generally final and immediately executory, unless contrary to law, morals, public order or public policy. Do not sign merely because you feel pressured to end the conference.

If the other party does not comply, report the default to the SEnA officer. After efforts toward voluntary compliance fail, the officer may refer the agreement for enforcement, and the requesting party may file a motion for execution with the appropriate DOLE Regional Office or NLRC Regional Arbitration Branch.

How to follow up an RFA

Keep the RFA reference number and the name and contact details of the handling office. You can use the “Check RFA Status” function on DOLE ARMS.

Follow up if:

You received no interview or conference notice within the expected period;
The employer’s address or your contact information changed;
A scheduled conference passed without instructions;
The respondent missed two consecutive settings;
The 30-day period has ended; or
A settlement payment became overdue.

Send a short written inquiry containing your full name, RFA number, date filed, last conference date and the specific action requested. Keep proof of the inquiry. Check spam folders, text messages, courier notices and physical mail.

If the claim is approaching prescription, ask immediately whether referral has been issued. Do not assume that an unanswered email or informal HR discussion protects the deadline.

Step 3: File the formal NLRC complaint when referred

Where to file

Under the 2025 NLRC Rules, a case within a Labor Arbiter’s jurisdiction may be filed with the Regional Arbitration Branch covering either:

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

The complainant chooses between them. “Workplace” can include the regular assignment, the reporting location for field or mobile employees, and the alternative workplace of a telecommuting worker.

An OFW case may generally be filed where the complainant resides or where any respondent’s principal office is located.

Use the NLRC contact directory to identify the correct Regional Arbitration Branch. Confirm current office hours and accepted filing arrangements directly with that branch.

What the complaint must contain

Use the NLRC complaint form and include:

The full names and addresses of every complainant and respondent;
All causes of action arising from the same employment relationship;
The requested remedies;
The SEnA referral;
Available supporting documents; and
A verification and certification against forum shopping.

Under the current rules, all complainants must sign the complaint and execute the verification and certification against forum shopping. Omitting a claimant, respondent or cause of action can create serious procedural problems later.

The complaint is filed with the appropriate RAB docketing unit. The 2025 Rules recognize personal filing, registered mail and courier authorized by the NLRC for pleadings. Because branch procedures and documentary requirements can change, verify the accepted method before mailing a new complaint. Keep the stamped receiving copy, registry receipt or authorized-courier tracking document.

An email asking about the case is not automatically a formal filing.

What happens in the NLRC case

Summons and mandatory conference

The Labor Arbiter should issue summons within two working days from receipt of the complaint or amended complaint. The summons will state two settings for the mandatory conciliation-mediation conference.

Attend every setting. If the complainant fails to attend both settings despite notice, the complaint may be dismissed without prejudice. A second dismissal for the same unjustified nonappearance may be with prejudice.

If the respondent misses the first conference, the second setting proceeds. Failure to appear at the second setting despite proper service may be treated as a waiver of the respondent’s right to file a position paper.

Position paper and evidence

If the case is not settled, the Labor Arbiter will direct the parties to submit verified position papers, supporting documents and witness affidavits on the date set, which must be within ten calendar days from termination of the mandatory conference.

The position paper should address every claim in the complaint. Witness affidavits generally take the place of direct testimony. A reply may be filed within ten calendar days from receipt of the opposing position paper, on the date scheduled by the Labor Arbiter.

Do not save essential documents or claims for a later stage. Labor proceedings are less technical than ordinary court litigation, but the decision must still be supported by substantial evidence.

Decision

The Labor Arbiter should decide the case within 30 calendar days after it is submitted for decision. OFW cases are subject to a separate 90-calendar-day period from filing. These periods describe the legal timetable; service, incidents and other circumstances can affect when the parties actually receive the ruling.

If reinstatement is ordered, that aspect is immediately executory even while an appeal is pending.

How to follow up an NLRC case

Keep a case file containing:

The NLRC case number;
Stamped copies of all pleadings;
Proof that each pleading was served on the other party;
Conference minutes and orders;
The assigned Labor Arbiter’s name;
All registry, courier and receiving receipts; and
A dated log of calls, visits and written inquiries.

Contact the RAB docket or records unit using the official NLRC directory. State the case number and ask only for a specific item, such as whether summons was served, whether an order was issued, whether the case was submitted for decision, or whether a decision is available.

Monitor registered mail and authorized-courier attempts closely. Service on your counsel or authorized representative generally counts as service on you. Notify the NLRC and the opposing party promptly and formally of any change of address or representative.

Critical deadlines

Prescription of claims

Common general periods include:

Money claims: three years from accrual under Labor Code Article 306;
Unfair labor practice: one year from accrual; and
Illegal dismissal: generally four years from dismissal under Civil Code Article 1146.

The Supreme Court has applied these periods in cases involving money claims, unfair labor practice and illegal dismissal.

The exact accrual date and whether a particular filing interrupted prescription can depend on the claim and record. The Supreme Court has treated a SEnA request as timely institution of a claim in particular circumstances, but do not assume that every email, phone call, internal grievance or negotiation stops the clock. File promptly and obtain individualized advice when a deadline is near.

Appeals and reconsideration

A Labor Arbiter’s decision must generally be appealed to the NLRC within ten calendar days from receipt.
A DOLE Regional Director’s Article 129 decision must generally be appealed within five calendar days from receipt.
If the last day falls on a Saturday, Sunday or holiday, the deadline moves to the next working day.
No extension to perfect these appeals is allowed.
The appeal must be filed with the RAB or DOLE Regional Office of origin and must satisfy all requirements; a bare notice of appeal is insufficient.
An employer appealing a monetary award generally must post the required cash or surety bond equivalent to the monetary award, excluding damages and attorney’s fees.
A motion for reconsideration of an NLRC Commission decision must generally be filed within ten calendar days from receipt, must show palpable or patent error, and only one such motion is allowed.

Seek counsel immediately upon receiving an adverse decision. Do not use the entire period merely to look for assistance.

Common mistakes to avoid

Filing a formal case without the required SEnA referral when no exception applies;
Using an employer’s trade name but omitting its correct legal name and address;
Failing to name both a contractor and principal when the arrangement is disputed;
Leaving some causes of action out of the complaint;
Missing conferences or ignoring courier notices;
Assuming an email inquiry counts as a pleading or appeal;
Filing a position paper without documents, computations or witness affidavits;
Signing a quitclaim without understanding the scope of the waiver;
Secretly recording a SEnA conference;
Expecting the NLRC to decide SSS, civil-service or other claims assigned to a different agency;
Posting accusations or confidential records publicly while the case is pending; and
Waiting until prescription or an appeal deadline is about to expire.

When legal help is urgent

Consult a labor lawyer, union lawyer, legal-aid office or the appropriate government assistance desk immediately when:

A five- or ten-day appeal or reconsideration period is running;
A prescriptive period may expire soon;
You are being forced to resign or sign a settlement or quitclaim;
The employer denies that an employment relationship exists;
Several contractors, agencies or related companies are involved;
The dispute involves union rights, a CBA, strike activity or possible unfair labor practice;
You are an OFW or seafarer subject to special contractual, medical or grievance requirements;
You work for a government entity and jurisdiction is disputed;
The respondent is closing, transferring assets or becoming insolvent; or
There is imminent workplace danger, a dangerous occurrence, disabling injury, threats or retaliation.

Imminent-danger and serious occupational-safety matters are excluded from ordinary SEnA processing and should be reported directly to the appropriate DOLE Regional Office or emergency authority.

FAQ

Can I file directly with the NLRC?

You may file an RFA at an NLRC SEnA desk, but a formal Labor Arbiter complaint generally requires SEnA referral unless the matter falls under an exception. Ask the desk to document the referral.

Is SEnA only for employees who were dismissed?

No. It can address unpaid wages, benefits, suspension, working conditions, separation issues and many other labor or employment disputes. Employers may also file an RFA.

Do I need a lawyer?

A lawyer is not required to file an RFA or to represent yourself before a Labor Arbiter. Legal help is strongly advisable for jurisdictional disputes, position papers, substantial claims and appeals.

What if the employer refuses to attend SEnA?

If the responding party misses two consecutive conferences despite due notice, the SEnA officer may issue the appropriate referral. Nonappearance does not automatically prove the claim.

What if only part of the dispute is settled?

Put the settled issues and exact terms in writing. The unresolved issues may be referred to the agency with jurisdiction.

Can I withdraw and file again?

Withdrawal or dismissal without prejudice does not necessarily preserve a claim indefinitely. Prescription continues to matter. Under the NLRC Rules, a motion to revive or reopen a case dismissed without prejudice may generally be filed within ten calendar days from receipt of the dismissal order; otherwise, refiling may be the remaining remedy.

What if a SEnA settlement is not paid?

Report the default to the handling SEnA officer. After attempts to secure voluntary compliance, obtain the enforcement referral and file the proper motion for execution with the DOLE Regional Office or NLRC RAB identified in the referral.

Where can I check official procedures?

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

This article provides general legal information, not legal advice or a prediction of any case outcome. Jurisdiction, prescription and available remedies depend on the facts, documents and applicable special laws. Official sources and procedures were checked as of August 6, 2026.