Quick answer

For most private-sector labor disputes, start by filing a Request for Assistance (RFA) under the Single Entry Approach or SEnA. You may file online through the official DOLE Assistance for Request Management System or onsite at a Single Entry Assistance Desk of DOLE, the National Conciliation and Mediation Board (NCMB), or the National Labor Relations Commission (NLRC).

SEnA is a conciliation-mediation process, not yet the formal adjudication of a labor case. If the dispute is not settled, obtain the written referral and file the appropriate complaint with the NLRC Regional Arbitration Branch or the DOLE office that has jurisdiction. The Supreme Court has treated mandatory conciliation-mediation as a condition precedent to an NLRC labor complaint, subject to recognized exceptions.

For follow-ups, keep and quote your RFA reference number or NLRC case number, filing date, parties’ names, handling office, and scheduled conference. Check an online RFA through the “Check RFA Status” function in DOLE ARMS. For an NLRC case, contact or visit the docket or records unit of the branch where the case was filed.

Do not wait until the last minute. Ordinary money claims generally prescribe in three years, illegal-dismissal claims in four years, and unfair labor practice claims in one year from accrual. The correct starting date can depend on the particular claim.

Understand the two stages

People commonly refer to any workplace grievance as a “DOLE complaint,” but the legal processes are different.

SEnA: the usual first step

SEnA helps the worker and employer explore a voluntary settlement with a Single Entry Assistance Desk Officer or SEADO. Republic Act No. 10396 made conciliation-mediation the general entry process for labor and employment disputes. The current procedures are in DOLE Department Order No. 249, series of 2025.

A SEADO does not decide whether a dismissal was illegal or issue a judgment awarding damages. The officer clarifies the issues, facilitates negotiations, documents any settlement, and refers unresolved matters to the proper adjudicating office.

NLRC: the formal labor case

The NLRC, through its Labor Arbiters, hears cases such as:

Illegal dismissal and other termination disputes;
Unfair labor practice cases;
Claims for reinstatement;
Damages arising from employer-employee relations;
Wage and benefit claims exceeding ₱5,000 per employee, whether or not accompanied by reinstatement;
Strike or lockout legality cases within Labor Arbiter jurisdiction; and
Covered claims of Filipino workers for overseas deployment.

The governing procedure is the official 2025 NLRC Rules of Procedure.

Matters that may go elsewhere

A SEADO can identify and refer a matter to the proper office. Important examples include:

A simple wage or benefit claim not exceeding ₱5,000 per employee, with no claim for reinstatement, which may fall under the DOLE Regional Director’s summary jurisdiction under Article 129 of the Labor Code;
Labor-standards or occupational-safety matters appropriate for DOLE inspection or enforcement;
SSS, PhilHealth, Pag-IBIG, Employees’ Compensation, or other social-security claims, which generally belong before the agency administering the benefit;
CBA interpretation, company-policy interpretation, or enforcement issues, which ordinarily pass through the grievance machinery and voluntary arbitration;
Actual strikes or lockouts, notices of strike or lockout, and preventive-mediation cases handled under NCMB procedures;
Inter- or intra-union disputes;
Imminent-danger occupational-safety situations, dangerous occurrences, disabling injuries, or lack of necessary personal protective equipment; and
Permit, licence, registration, or accreditation violations governed by separate rules.

If there is an immediate danger to life or health, do not wait for routine SEnA scheduling. Report it promptly to the appropriate DOLE Regional Office and, where necessary, emergency or law-enforcement authorities.

Before filing

Prepare a short, chronological account containing:

Your employer’s complete legal or registered name, including any agency, contractor, principal, branch, or responsible corporate entity;
The employer’s business address, email address, telephone number, and the name of a person who can receive official notices;
Your job title, work location, employment dates, pay rate, and usual schedule;
What happened, with exact dates where possible;
Each claim you are making—for example, unpaid wages, overtime, holiday pay, illegal dismissal, reinstatement, separation pay, final pay, or certificate of employment;
The amount claimed and how you computed it; and
The result you are asking for.

Include every related claim arising from the employment relationship. Under the NLRC rules, related causes of action against the same party should ordinarily be placed in one complaint.

Evidence to preserve

Keep the originals and make organized copies of:

Employment contracts, offer letters, appointment papers, job descriptions, and company IDs;
Payslips, payroll records, bank-credit entries, and receipts;
Daily time records, biometric logs, schedules, attendance sheets, trip records, or work-platform records;
Notices to explain, administrative charges, written explanations, hearing notices, suspension or dismissal notices, and company decisions;
Resignation letters, clearance documents, final-pay computations, quitclaims, and certificates of employment;
Emails, text messages, chat conversations, work-group announcements, and platform notifications;
Performance evaluations, commendations, warnings, and company policies;
CBA provisions, union records, or grievance documents, when relevant;
Medical and incident records for injury, illness, harassment, or safety issues; and
Names and current contact details of witnesses.

Preserve complete conversations—not only favorable screenshots—and retain dates, sender information, attachments, and other metadata. Back up digital evidence. Do not edit documents or secretly record a SEnA conference: SEnA communications are confidential and privileged, and electronic recording during the proceedings is generally prohibited.

How to file an RFA

Online filing

Use the official DOLE ARMS portal. Enter accurate worker, employer, employment, and claim information. Save the confirmation page, reference number, and any acknowledgment sent by email or text.

The revised SEnA rules also recognize requests received through official email, electronic messaging channels, social-media applications, or letters. Because unofficial pages and personal accounts can be difficult to authenticate, use DOLE ARMS or a contact published by the responsible government office whenever possible.

Onsite filing

You may file at the Single Entry Assistance Desk of:

A DOLE Regional, Provincial, Field, or Satellite Office;
The NCMB Central Office or a Regional Conciliation and Mediation Branch; or
The NLRC or one of its Regional Arbitration Branches.

Under the current rules, the requesting party may generally choose the office 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. If the convenient office is outside the employer’s region, the concerned offices may coordinate the conferences.

Bring identification and your supporting records, although the initial RFA is meant to be accessible and non-technical. An absent or incapacitated requesting party may need an immediate family member or authorized representative with a Special Power of Attorney. Corporate representatives need the appropriate board resolution, secretary’s certificate, or authority document. Different documents apply when the worker has died.

After submission

The office interviews and validates the requesting party before docketing an eligible RFA. For a request received through email, messaging, or letter, assignment to a SEADO should be caused within three calendar days from receipt.

For an onsite RFA, the initial conference date is set on the filing day. For an online RFA, it is set within two days from assignment to the SEADO. The initial conference should ordinarily be held within five calendar days, or on the earliest available date not exceeding ten days from assignment.

The 30-calendar-day SEnA period begins with the initial conference at which both parties appear. It may be extended by mutual agreement, when settlement remains possible, for no more than 15 additional calendar days.

Conferences may be face-to-face or conducted through an available digital platform. Parties normally appear for themselves. A properly authorized representative may be allowed in circumstances covered by the rules, such as relocation, being outside the country, minority, physical incapacity, or death.

What happens if SEnA succeeds—or fails

If the parties settle

The settlement must be written in a language or dialect the parties understand, signed or validly confirmed by both parties, and attested by the SEADO. It should clearly state:

Every issue being settled;
The exact amounts and other obligations;
Whether payment is one-time or by instalment;
The amount and due date of each instalment;
Reinstatement, lifting of suspension, issuance of documents, or other required acts;
The claims being waived; and
That the agreement was voluntary and free from fraud, intimidation, violence, or coercion.

A properly attested SEnA settlement is final and immediately executory, except where it is contrary to law, morals, public order, or public policy.

Read every term before agreeing. Check whether amounts are gross or net, what deductions are permitted, the payment method, the release’s scope, and whether all requested documents and benefits are included. Under the revised rules, a waiver and quitclaim should be issued only after full compliance with the settlement.

If the other party defaults, report it immediately to the same SEADO. The SEADO should call a conference to seek voluntary compliance. If non-compliance continues, the matter may be referred to the DOLE Regional Office or NLRC Regional Arbitration Branch, where the requesting party may file the appropriate motion for execution.

If there is no settlement

Ask for a written referral identifying the parties, unresolved issues, and referral date. Referral may be warranted when:

The parties cannot agree within the mandatory period;
The period has expired and settlement appears remote;
The responding party misses two consecutive scheduled conferences despite due notice;
Only some of several issues are settled; or
A settlement is not complied with.

Republic Act No. 10396 also allows a party to request pre-termination and referral. Coordinate with the SEADO so the RFA is formally closed or referred and the correct document is issued. Do not simply stop attending.

How to file the formal NLRC complaint

Choose the correct branch

A Labor Arbiter case may generally be filed with the NLRC Regional Arbitration Branch covering either:

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

at the complainant’s option.

“Workplace” can include the employee’s assignment location, the place where an employee reports after temporary detail, the base of mobile or field employees, and an alternative workplace used by a telecommuting employee. For an OFW case, venue may be the branch where the complainant resides or where any respondent’s principal office is located.

Use the official NLRC directory of key officials and regional branches to confirm the current address and contact details.

Complete the complaint correctly

The complaint must state the complete names and addresses of every complainant and respondent. Every complainant must personally sign and execute the required:

Verification; and
Certification of non-forum shopping.

Bring the SEnA referral, identification, your chronology, computation, and supporting records. Ask the branch for its current complaint form and copying requirements. NLRC personnel may assist with the form, but they cannot act as your private lawyer or guarantee the outcome.

Do not name only a trade name if the legal employer, agency, contractor, principal, or corporation can be identified. Failure to identify or properly serve a necessary respondent can delay the case.

The complaint is filed with the branch’s docketing unit. The 2025 rules recognize personal filing and, for pleadings where allowed, filing by registered mail or an NLRC-authorized courier. Confirm the accepted method with the branch before sending a new complaint remotely; ordinary email by itself should not be assumed to constitute valid NLRC filing.

What follows

After assignment to a Labor Arbiter:

Summons should be issued within two working days from the Labor Arbiter’s receipt of the complaint or amended complaint.
The summons provides two settings for mandatory conciliation and mediation.
If settlement fails, the parties identify the issues and prepare for position-paper submission.
Verified position papers, supporting documents, and witness affidavits are submitted simultaneously on a date set within ten calendar days after termination of the mandatory conference.
A reply may be filed within ten calendar days from receipt of the adverse party’s position paper, on the schedule set by the Labor Arbiter.
A clarificatory conference or hearing is held only when the Labor Arbiter finds it necessary.
The Labor Arbiter should decide within 30 calendar days after the case is submitted for decision. An OFW case should be decided within 90 calendar days after filing.

The position paper is critical. Witness affidavits generally take the place of direct testimony, and documents not submitted at the proper time may be difficult to introduce later. Obtain legal help before this deadline if the facts, computation, employer identity, or employment status is disputed.

How to follow up properly

For a SEnA RFA

Use the status-check function in DOLE ARMS or contact the office that accepted the RFA. State:

RFA reference or docket number;
Names of the requesting and responding parties;
Filing date;
Date of the last conference or communication;
Assigned SEADO, if known; and
The specific information requested, such as validation status, notice service, next conference, settlement compliance, or referral issuance.

If you have no acknowledgment after an online submission, verify that the request was received and validated. Do not immediately submit duplicate RFAs to several offices; RFAs involving the same respondent and issues may be consolidated, and duplicates can create confusion.

You may also contact the relevant DOLE Regional Office or the official DOLE Contact Center through Hotline 1349.

For an NLRC case

Contact the docket or records unit of the Regional Arbitration Branch of origin. Ask for the most recent official action, not an informal prediction of the result. Useful questions include:

Has the case been assigned, and what is the Labor Arbiter’s branch?
Has summons or the latest order been served?
What is the next scheduled conference?
Has the case been declared submitted for decision?
Has a decision, resolution, or certificate of finality been issued?
If appealed, when was the record transmitted and what is the appellate docket number?

The NLRC publishes its official contact page, regional contacts, and downloadable records-request forms. Parties and their counsel or authorized representatives may access case records during regular office hours, subject to applicable privacy and records rules.

Make important follow-ups in writing and keep proof of receipt. A follow-up letter should be brief, respectful, and limited to case status. Do not privately argue the merits with the Labor Arbiter or Commission personnel outside the proceedings.

Notify the branch in writing of any change in your postal address, telephone number, email, counsel, or authorized representative, and furnish the other party when required. Missing a notice because you

Quick answer

For most private-sector employment disputes, begin by filing a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. File online through the official DOLE Assistance for Request Management System or personally at a Single Entry Assistance Desk in a DOLE, NCMB, or NLRC office. This is generally a mandatory conciliation-mediation step, not yet the formal adjudication of a labor case.

If the dispute is not settled, obtain the written referral and file the proper complaint:

With the NLRC Regional Arbitration Branch for illegal dismissal, reinstatement, unfair labor practice, damages arising from employment, and most substantial employment-related money claims.
With the appropriate DOLE Regional Office for matters within DOLE’s labor-standards, inspection, enforcement, or summary money-claim jurisdiction.
With another agency when the issue concerns SSS, PhilHealth, Pag-IBIG, occupational safety emergencies, union disputes, overseas-employment regulation, or another specially regulated matter.

Do not wait for an employer’s internal investigation or repeated promises if a filing deadline may expire. As general benchmarks, employment-related money claims ordinarily prescribe in three years, illegal-dismissal actions in four years, and unfair-labor-practice cases in one year. The correct starting date and any interruption of prescription can depend on the claim and filing history.

DOLE and the NLRC do different jobs

People often use “DOLE complaint” to describe several distinct processes.

Process	Main purpose	Typical result
SEnA through DOLE, NCMB, or NLRC	Conciliation-mediation before litigation	Settlement, technical assistance, or referral
DOLE inspection or labor-standards proceeding	Investigate and enforce compliance with labor standards	Compliance order or referral, depending on jurisdiction
DOLE Regional Director’s summary proceeding under Labor Code Article 129	Recover wages or benefits where there is no reinstatement claim and the aggregate claim does not exceed **₱5,000 per

Quick answer

For most private-sector employment disputes, start by filing a Request for Assistance (RFA) under DOLE’s Single Entry Approach, or SEnA. You may file online through the official DOLE Assistance for Request Management System or onsite at a Single Entry Assistance Desk in a DOLE, National Conciliation and Mediation Board (NCMB), or National Labor Relations Commission (NLRC) office.

SEnA is a conciliation process, not yet a formal labor case. If no settlement is reached, obtain the written referral and file a formal complaint with the proper NLRC Regional Arbitration Branch when the dispute falls within a Labor Arbiter’s jurisdiction—for example, illegal dismissal, unfair labor practice, reinstatement, damages arising from employment, or most employment-related money claims exceeding ₱5,000.

Do not wait for repeated company promises before filing. Money claims generally prescribe in three years from accrual; unfair labor practice claims generally in one year; and illegal-dismissal actions generally in four years from dismissal. Other claims may have different deadlines.

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

People often refer to every workplace grievance as a “DOLE complaint,” but the correct route depends on the relief being requested.

Route	What it generally does
SEnA through DOLE, NCMB, or NLRC	Helps the parties negotiate a voluntary settlement before the dispute becomes a formal case. This is the usual first step.
DOLE Regional Office	Handles labor-standards enforcement and inspections and certain summary money claims or matters assigned to DOLE by law.
NLRC Labor Arbiter	Decides formal cases such as illegal dismissal, unfair labor practice, reinstatement, employment-related damages, and most money claims exceeding ₱5,000.
NCMB, grievance machinery, or voluntary arbitration	Handles specified collective-bargaining, strike or lockout, and CBA or company-policy disputes.
SSS, PhilHealth, Pag-IBIG, Employees’ Compensation Commission, DMW, or another agency	Handles claims placed by law under that agency rather than the Labor Arbiter.

Under Republic Act No. 10396, labor and employment disputes generally undergo mandatory conciliation-mediation before the proper DOLE office or Labor Arbiter entertains the case. The Supreme Court has treated this as a condition precedent to an NLRC complaint, subject to the recognized exceptions. See G.R. No. 243139, April 3, 2024.

Important exceptions

The current Revised SEnA Rules, Department Order No. 249-25, exclude matters governed by specific laws and separate procedures, including:

Actual strikes or lockouts and notices of strike, lockout, or preventive mediation;
CBA interpretation or implementation and company-policy disputes that must pass through grievance machinery;
Applications for exemption from wage orders;
Certain permit, license, accreditation, and registration violations;
Occupational-safety matters involving imminent danger, dangerous occurrences, disabling injury, or inadequate personal protective equipment;
Social-security and welfare claims;
Claims already covered by a settlement and quitclaim executed before a SEnA officer; and
Inter-union and intra-union disputes.

Report an imminent workplace danger or serious accident immediately to the DOLE Regional Office; do not wait for ordinary conciliation. A SEnA officer should refer an incorrectly routed request to the proper office.

Before filing: organize the facts and preserve evidence

Prepare a one-page chronology containing:

Your complete name, address, mobile number, and email;
The employer’s full legal or registered name—not only its brand name;
The employer’s principal office, actual workplace, and available contact details;
Your position, hiring date, wage or salary, work location, and last day worked;
What happened, in date order;
Each claim, such as unpaid wages, overtime, holiday pay, final pay, illegal dismissal, constructive dismissal, separation pay, damages, or reinstatement; and
The exact result you want.

Preserve whatever is available:

Employment contract, appointment letter, job offer, company ID, and handbook;
Payslips, payroll records, bank statements, time records, schedules, and overtime approvals;
Notices to explain, administrative charges, your written response, suspension or termination notices, and clearance records;
Emails, text messages, chat threads, meeting invitations, and work-platform records;
Performance reviews, attendance records, memoranda, and written company policies;
Resignation letters and proof of when and why they were sent;
Final-pay computations, receipts, quitclaims, certificates of employment, and demand letters;
Relevant CBA provisions or union communications; and
Names and contact details of possible witnesses.

Keep original files and metadata. Save complete conversations rather than cropped messages that omit dates or context. Back up records to a personal account or device you lawfully control. Do not alter documents, impersonate another person, secretly access company systems, or record a SEnA conference—the revised rules treat the proceedings as confidential and prohibit electronic recording, except for the limited recording authorized by the SEnA officer when confirming an online settlement.

How to file a SEnA Request for Assistance

1. Choose an authorized filing channel

You may file:

Online through DOLE ARMS; or
Onsite at a SEnA desk in a DOLE Regional, Provincial, Field, or Satellite Office, an NCMB office or regional branch, or an NLRC Regional Arbitration Branch.

The revised rules also recognize requests sent through designated email, electronic messaging, or similar official channels. DOLE ARMS is preferable because it generates a reference number and includes a status-check function.

For onsite filing, you may generally choose the SEnA desk nearest your residence, the employer’s principal place of business, or—for a union, federation chapter, or workers’ association—the place where the organization operates. If the convenient office is outside the employer’s region, the SEnA offices may coordinate the proceedings.

2. Complete the RFA accurately

State every issue you want addressed. Provide a usable address, email, or telephone number for the employer because notice cannot be served without adequate identifying information.

An employee, kasambahay, OFW, group of workers, union, workers’ association, federation, or employer may seek assistance. If an aggrieved person is absent or incapacitated, an immediate family member or authorized representative generally needs a Special Power of Attorney. Special documentary requirements apply if the person has died or if a corporation is represented.

3. Attend the validation interview

The SEnA officer will verify the parties, clarify the claims, determine whether the matter is suitable for conciliation, and explain the procedure. A proper RFA is then docketed and assigned a reference or docket number. If the matter is outside SEnA, the officer should provide technical assistance or refer it to the correct agency.

For a request received through email, electronic messaging, or letter, the head of office must cause its assignment to a SEnA officer within three calendar days. Online submissions may still require an interview before docketing.

4. Attend every conference

Under Department Order No. 249-25:

For an onsite RFA, the conference date is set on the filing day.
For an online RFA, it is set within two days after assignment to the SEnA officer.
The initial conference should be held within five calendar days, or on the earliest available date not later than ten days from assignment.
The 30-calendar-day conciliation period starts when the initial conference is held and both parties appear.
The parties may mutually extend the period when settlement remains possible, but the extension may not exceed 15 calendar days.

Conferences may be face-to-face or conducted through an available digital platform. SEnA is non-litigious, and parties normally represent themselves. A properly authorized representative may appear in circumstances allowed by the rules.

If you cannot attend, contact the SEnA officer immediately and provide the reason and supporting proof. A resetting requires reasonable grounds and the other party’s concurrence.

5. Settle only on clear, workable terms

A SEnA settlement must be in writing, in a language or dialect understood by the parties, signed by them, and attested by the SEnA officer. For monetary settlements, insist that it state:

The exact amount;
Whether it is gross or net of lawful deductions;
The payment method and account or location;
Every installment amount and due date;
Any obligation to issue a certificate of employment, correct records, reinstate employment, or lift a suspension;
Which particular claims are being released; and
What happens if a party does not comply.

Do not sign a blank document or a quitclaim you do not understand. Under the revised rules, the waiver and quitclaim should be issued only after full compliance with the settlement.

An attested SEnA settlement is final and immediately executory unless contrary to law, morals, public order, or public policy.

6. If there is no settlement, obtain the referral

A referral may be issued when, among other circumstances:

The parties cannot agree within the mandatory period;
The period expires and settlement appears remote;
The responding party misses two consecutive conferences despite due notice;
Some claims remain unresolved; or
A party fails to comply with the settlement.

Check that the referral correctly identifies the parties and unresolved issues. Keep the original and a scanned copy. If the referral is to the NLRC, proceed promptly to the proper Regional Arbitration Branch.

How to file the formal NLRC complaint

1. File in the correct Regional Arbitration Branch

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

Your workplace; or
Your residence,

at your option.

“Workplace” includes specified assignment and reporting locations, the location used by field or mobile workers to receive instructions or wages, and an alternative workplace used by a telecommuting worker. An OFW case may generally be filed where the complainant resides or where any respondent’s principal office is located.

Venue objections must ordinarily be raised on or before the first mandatory conference or they are waived.

2. Complete and personally sign the complaint

The complaint must identify the complete names and addresses of all complainants and respondents. Every complainant must sign and execute the required verification and certification against forum shopping.

Include all causes of action arising from the same employment relationship. Omitting a claim can create avoidable procedural problems, especially because amendments become restricted after position papers are filed.

Attach or bring:

The SEnA referral;
A valid identification document;
The employer’s complete identifying and address information;
Your chronology and claim computation; and
Supporting records available at filing.

The docketing or complaint unit can assist with the official form. Confirm the current number of copies and acceptable filing method directly with the branch. The 2025 Rules recognize personal filing and, for pleadings, registered mail or a courier authorized by the Commission; do not assume an ordinary email creates a valid NLRC filing.

Use the official NLRC directory of key officials and regional branches to locate the correct office.

3. Record the case number and receipt details

Get a stamped receiving copy showing the filing date. Record:

The NLRC case number;
The Regional Arbitration Branch;
The assigned Labor Arbiter, once known;
The date filed;
The documents submitted; and
Every notice-receipt date.

The complaint should be raffled and assigned immediately. The Labor Arbiter must issue summons within two working days from receiving the complaint or amended complaint. The summons specifies two settings for mandatory conciliation and mediation.

4. Attend the NLRC mandatory conferences

This is a second opportunity to settle, now within the formal NLRC case.

If the complainant fails to attend both settings despite due notice, the case may be dismissed without prejudice. A second dismissal for unjustified nonappearance may be with prejudice. If the respondent misses both settings despite proper service, the respondent may be deemed to have waived the right to file a position paper.

A request for postponement must be based on meritorious grounds and filed at least three calendar days before the scheduled conference.

5. Prepare the position paper carefully

If the case is not settled, the Labor Arbiter will set a deadline—within ten calendar days from termination of the mandatory conference—for simultaneous filing of verified position papers.

The position paper should contain the relevant facts, legal arguments, claim computation, documents, and witness affidavits. Affidavits normally take the place of direct testimony. A reply may be filed within ten calendar days from receipt of the opposing position paper, on the schedule set by the Labor Arbiter.

This is often the most important written submission in the case. Obtain legal assistance if the issues include employee-versus-contractor status, constructive dismissal, corporate officers, multiple contractors, overseas employment, seafarer disability, a CBA, substantial damages, or complicated payroll computations.

How to follow up without harming the case

For a SEnA request

Use the Check RFA Status function on DOLE ARMS and enter the reference number. You may also contact the handling SEnA desk or call the DOLE Hotline at 1349.

A useful written follow-up identifies:

The RFA reference or docket number;
Names of both parties;
Filing date and last conference date;
The assigned SEnA officer, if known;
The specific item requested—validation, notice, conference schedule, referral, or settlement-compliance conference; and
Your current contact details.

Do not file duplicate RFAs in several offices merely because an answer is delayed. Related RFAs may be consolidated, and duplicates can cause confusion.

For an NLRC case

Contact the docket or records unit of the Regional Arbitration Branch where the complaint is pending. The NLRC contact page lists the central contact details and a case-status inquiry option.

Ask for objective information:

The most recent order or filing;
Whether summons or a decision has been served;
The next setting;
Whether the case has been submitted for decision;
Whether an appeal was filed; and
Where the records are currently located.

Always provide the full case number. If you need an official document, request a certified copy and pay only through the authorized channel.

Do not privately argue the merits with the Labor Arbiter or staff. Put any substantive request in a proper pleading, furnish the other party with a copy, and preserve proof of filing and service.

File a written notice immediately if your address, phone number, email, counsel, or authorized representative changes. Missing a decision because you failed to update your address can cause the loss of a short appeal period.

Critical deadlines after a decision

Calendar every date on which you or your counsel receives an order, decision, or resolution. The controlling date is often the date of legally effective service, not the date printed on the document.

A Labor Arbiter’s decision must generally be appealed to the Commission within 10 calendar days from receipt. No extension is allowed, and a motion for reconsideration of a Labor Arbiter’s decision is prohibited.
An Article 129 decision of a DOLE Regional Director is generally appealable to the NLRC within five calendar days from receipt.
If the last day of either of these appeal periods falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day.
A motion to reopen a case dismissed without prejudice must generally be filed within 10 calendar days from receipt; otherwise, the remedy is ordinarily to refile.
A motion for reconsideration of an NLRC Commission decision is allowed only for palpable or patent error and must be filed within 10 calendar days from receipt, with proof of service. Only one such motion from the same party is allowed.
A challenge to the NLRC after denial of reconsideration ordinarily requires a Rule 65 petition for certiorari in the Court of Appeals within 60 days from notice of the denial. This is a technical court proceeding and should be handled by a lawyer.

An employer appealing a monetary award must also satisfy the appeal-bond requirements. A defective or incomplete appeal may be dismissed even if submitted within ten days.

If a settlement is not paid

Report the default promptly to the SEnA officer and attach proof, such as the settlement, payment schedule, account statement, demand, and messages acknowledging the missed payment.

The SEnA officer should call the parties to a conference to pursue voluntary compliance. If noncompliance continues, the officer may refer the agreement to the DOLE Regional Office or NLRC Regional Arbitration Branch. The requesting party may then file a motion for execution with the proper office.

Do not sign a receipt stating “fully paid” if payment is incomplete. Record each installment, date, method, and remaining balance.

Common mistakes to avoid

Waiting for clearance, HR investigation, or verbal promises until a claim is close to prescription;
Filing only an anonymous report when you need an enforceable personal claim;
Naming a brand but not the employer’s legal entity, contractor, agency, or responsible respondents;
Giving an obsolete or incomplete employer address, preventing service;
Filing directly with the NLRC without the required SEnA referral;
Leaving valid claims out of the complaint and attempting to add them after position papers;
Missing a conference, position-paper deadline, appeal period, or change-of-address notice;
Treating SEnA statements as evidence despite their confidential character;
Recording a SEnA conference without authorization;
Submitting altered screenshots or incomplete conversations;
Signing an unclear quitclaim before receiving full payment;
Relying on a phone inquiry instead of obtaining a stamped filing copy or written order; and
Assuming that a demand letter, informal HR complaint, or repeated follow-up automatically stops prescription.

When legal help is urgent

Seek a labor lawyer, union counsel, the Integrated Bar of the Philippines, or the Public Attorney’s Office if you qualify, as soon as possible when:

You have received an adverse decision, resolution, summons, subpoena, or execution order;
A 5-day, 10-day, or court-filing deadline is running;
Your dismissal date or unpaid benefits are approaching the applicable prescriptive period;
The employer claims you were an independent contractor, partner, corporate officer, project employee, or fixed-term employee;
Several companies, agencies, contractors, or foreign entities may be responsible;
You are being asked to sign a quitclaim involving a substantial amount or a broad waiver;
The case involves a strike, union dispute, CBA, seafarer disability, overseas recruitment, workplace injury, discrimination, retaliation, violence, or harassment;
Company assets are being transferred or the business is closing; or
You need to challenge an NLRC decision in the Court of Appeals.

For imminent physical danger, violence, a serious workplace accident, or possible crime, contact the appropriate emergency, police, health, or occupational-safety authority immediately in addition to pursuing labor remedies.

Frequently asked questions

Can I file SEnA even if I resigned?

Yes. Former employees may seek assistance for unresolved employment claims, subject to prescription and the proper agency’s jurisdiction.

Can I file online?

A SEnA RFA may be filed through DOLE ARMS. A formal NLRC complaint should be filed through a method accepted by the proper Regional Arbitration Branch; do not treat the SEnA submission as the NLRC complaint.

Do I need a lawyer?

A lawyer is not required to file an RFA, and SEnA is designed to be non-technical. A person may also represent themselves before the Labor Arbiter. Legal assistance becomes especially valuable for position papers, appeals, complex employment classifications, and large settlements.

Is SEnA limited to employees?

No. The system also serves groups of workers, kasambahays, OFWs, unions, workers’ associations, federations, and employers. Platform and gig-work concerns may be accepted for conciliation or technical assistance, although the existence of an employer-employee relationship may still require formal adjudication.

What if the employer ignores the SEnA notice?

If the responding party misses two consecutive conferences despite due notice, the SEnA officer may issue a referral to the office with jurisdiction. Nonappearance does not automatically prove the worker’s claims.

How long should SEnA take?

The mandatory conciliation period is 30 calendar days beginning with the initial conference where both parties appear. It may be extended by mutual agreement for no more than 15 additional calendar days when settlement remains possible.

What if my claim is only ₱5,000 or less?

Under Article 129 of the Labor Code, the DOLE Regional Director may hear a simple wage or benefit claim not exceeding an aggregate of ₱5,000 per employee when no reinstatement is requested. Jurisdiction can depend on the complete claims and employment status, so ask the SEnA officer for the correct written referral instead of choosing solely by amount.

Does a pending follow-up extend my deadline?

Do not assume so. Prescription depends on the nature of the claim, when it accrued, and what was formally filed. Informal calls, company negotiations, anonymous reports, or undocketed messages may not protect the claim. File a proper RFA and obtain specific advice well before the earliest possible deadline.

Official references

This article provides general Philippine legal information, not advice for a particular case. Jurisdiction, prescription, available claims, and the effect of documents or settlements depend on the facts. Official sources and procedures were checked as of August 4, 2026.