Quick answer

Start with a Request for Assistance (RFA) under DOLE’s Single Entry Approach, commonly called SEnA. You may file online through the official DOLE Assistance for Request Management System or onsite at a participating DOLE, National Conciliation and Mediation Board, or NLRC office.

SEnA is generally a mandatory conciliation-mediation step before a formal labor case. It is intended to give the worker and employer up to 30 calendar days to reach a voluntary settlement. Either party may ask to pre-terminate the proceedings and have unresolved issues referred or endorsed to the proper office. This requirement comes from Republic Act No. 10396.

If settlement fails:

Claims such as illegal or constructive dismissal, unfair labor practice, reinstatement, and employment-related damages generally proceed as a formal complaint before a Labor Arbiter at the NLRC.
Certain labor-standards matters involving current employees may instead be handled through a DOLE inspection or compliance proceeding.
Union interpretation or implementation disputes covered by a grievance procedure or collective bargaining agreement may belong in grievance machinery and voluntary arbitration.
Social Security System, PhilHealth, Pag-IBIG, Employees’ Compensation, and similar statutory-benefit claims may belong before the agency responsible for that benefit.

Do not wait for internal company discussions to drag on. Different claims have different prescriptive periods, and some NLRC deadlines are counted in calendar days.

DOLE and the NLRC do different jobs

DOLE and the NLRC are related labor agencies, but filing with one is not automatically the same as filing a formal case with the other.

DOLE and SEnA

SEnA is a settlement process. A conciliator-mediator helps the parties identify the issues, exchange proposals, and explore an agreed solution. The officer does not ordinarily decide during SEnA who is legally right or compute and award every benefit after a trial.

An RFA may be filed by an individual worker, a group of workers, a kasambahay, an overseas Filipino worker, a union or workers’ organization, or an employer. If the aggrieved person is absent or incapacitated, an immediate family member may file with a Special Power of Attorney; legitimate heirs may file when the aggrieved person has died. Current filing categories and onsite locations appear on DOLE ARMS.

DOLE labor inspection and compliance

While an employer-employee relationship still exists, DOLE may inspect the establishment and issue compliance orders for violations of labor standards. Under Article 128 of the Labor Code, this authority can cover wages and related benefits even when the amount exceeds ₱5,000, provided the matter can properly be resolved through inspection.

A case may have to be endorsed to the NLRC when the employer contests the inspection findings and raises evidentiary issues that cannot be verified in the ordinary course of inspection. The Supreme Court discusses this distinction in People’s Broadcasting Service v. Secretary of Labor.

Article 129 also gives a DOLE Regional Director authority over simple money claims when there is no reinstatement claim and the aggregate claim of each employee does not exceed ₱5,000. That threshold is different from DOLE’s broader inspection power under Article 128.

NLRC Labor Arbiters

Labor Arbiters generally have original and exclusive jurisdiction over:

unfair labor practice cases;
termination disputes, including illegal and constructive dismissal;
claims involving wages, rates of pay, hours of work, or other employment conditions when accompanied by a reinstatement claim;
claims for actual, moral, exemplary, and other damages arising from an employer-employee relationship;
most other employment-related monetary claims exceeding ₱5,000 per employee, subject to DOLE’s inspection authority and other statutory exceptions; and
specified claims involving overseas Filipino workers and seafarers, subject to special laws and procedures.

Not every dispute between a worker and an employer belongs before a Labor Arbiter. A claim must arise from, or have the legally required connection with, the employment relationship. Purely civil disputes may belong in the regular courts.

Step 1: Identify every issue and the result you want

Write a short chronology before filing. Include:

the employer’s complete legal or business name;
the employer’s office and workplace addresses;
your position, start date, work location, schedule, and pay rate;
how and when each violation occurred;
the names and positions of the people involved;
amounts paid and allegedly unpaid;
the date and manner of dismissal, suspension, forced resignation, or refusal to let you work;
any written notice, administrative charge, conference, or company appeal; and
the relief you seek, such as reinstatement, back wages, wage differentials, separation pay, final pay, service incentive leave, holiday pay, overtime pay, 13th-month pay, damages, or release of documents.

Include all related causes of action. Under the current NLRC rules, all complainants must personally sign the complaint and execute its verification and certification against forum shopping. Adding claims becomes harder after position papers have been filed.

If you do not know the employer’s registered corporate name, check your contract, payslips, tax forms, government contribution records, company identification card, notices, and official receipts. Naming only a supervisor, brand, client, or worksite may cause service and party-identification problems.

Step 2: Preserve evidence before access disappears

Save evidence in its original form whenever possible. Useful records may include:

employment contracts, job offers, handbooks, and company policies;
payslips, payroll records, bank statements, payroll-wallet histories, and receipts;
timecards, biometric logs, schedules, dispatch records, trip sheets, or attendance screenshots;
emails, text messages, chat threads, and workplace-platform messages;
memoranda, notices to explain, preventive-suspension notices, administrative-hearing records, and termination letters;
resignation letters, quitclaims, settlement drafts, and proof of payments received;
performance evaluations, commendations, targets, and disciplinary records;
proof that you reported for work or asked for assignments;
proof of SSS, PhilHealth, Pag-IBIG, and tax deductions or remittances;
company identification cards, organization charts, and records showing who supervised and controlled the work;
names and contact details of witnesses; and
medical records when health, disability, harassment, or workplace injury is relevant.

Keep complete conversations, not selected screenshots that remove dates, participants, or context. Export records lawfully and avoid altering files. Do not take confidential company data unrelated to your case or information that you had no right to access.

Prepare a separate computation for each monetary claim. Identify the period covered, applicable rate, hours or days involved, payments already received, and documents supporting the figures. A computation is a working claim, not a guaranteed award.

Step 3: File a SEnA Request for Assistance

Online filing

Use the official DOLE ARMS portal. Select the correct filer category and supply accurate contact, employment, employer, and dispute information. Keep the confirmation, reference number, and any docket number issued.

The same portal provides a Track RFA Status function. A working mobile number and email address are important because notices may be sent through the contact information provided.

Onsite filing

An RFA may be filed at participating:

DOLE Regional, Provincial, or Field Offices;
NCMB Central Office or Regional Conciliation and Mediation Branches; or
NLRC Central Office or Regional Arbitration Branches.

Bring a valid identification document, your chronology, the employer’s correct name and address, and copies of your principal records. Ask for a received copy or written reference number.

DOLE provides an official directory through its regional offices page. NLRC branch information and official contact details are available on the NLRC website.

What happens during SEnA

The assigned officer will schedule conciliation-mediation and notify the parties. The process ordinarily runs for no more than 30 calendar days, unless a controlling special rule applies.

During each conference:

State the facts briefly and in date order.
Identify each claim separately.
Show your computation and supporting records.
Ask the employer to explain any contrary payroll or personnel records.
Evaluate proposals by net amount, payment date, tax treatment, reinstatement terms, document-release obligations, and consequences of default.
Request that the minutes accurately record appearances, proposals, partial payments, unresolved issues, and promised documents.

A party may request pre-termination and referral or endorsement before the end of the 30-day period. Whether that is sensible depends on the case, the remaining prescriptive period, and whether a genuine settlement appears possible.

Be careful before signing a settlement or quitclaim

A SEnA settlement reached voluntarily is generally final and immediately executory. Read every page before signing and obtain a complete signed copy.

The agreement should clearly state:

the exact amount and any itemized allocation;
whether the amount is gross or net of lawful deductions;
payment dates and payment method;
whether payment is immediate or by instalments;
what happens if an instalment is missed;
whether reinstatement, clearance, a certificate of employment, or other documents must be provided;
which claims are being settled;
whether any claims are expressly reserved; and
how compliance will be documented.

Do not sign a blank document or rely on an oral promise that contradicts the writing. Ask questions if the agreement uses broad language releasing “all claims,” including claims you did not discuss.

A quitclaim is not automatically invalid merely because an employee signed it. It may bind the parties if it was voluntary, understood, supported by credible and reasonable consideration, and not contrary to law or public policy. Conversely, fraud, coercion, an unconscionable amount, or an unfulfilled settlement may affect enforceability. These conclusions depend heavily on the document and evidence. The Supreme Court explains these principles in Naldo v. Corporate Protection Services, Phils., Inc..

Step 4: If SEnA fails, obtain the referral or endorsement

Ask for written proof that the RFA was settled, pre-terminated, closed, or referred or endorsed. Confirm:

the RFA or docket number;
the date the SEnA proceeding ended;
the specific unresolved issues;
the agency or office to which the matter was referred; and
what filing step remains your responsibility.

Do not assume the conciliator has automatically completed a formal NLRC complaint for you. Confirm with the receiving office whether the formal complaint has actually been docketed.

SEnA and a later NLRC complaint are not duplicate lawsuits merely because they involve the same dispute. SEnA is ordinarily the statutory prerequisite to formal adjudication. An enforceable settlement, however, may affect what can still be pursued.

Step 5: File the formal NLRC complaint

File with the appropriate NLRC Regional Arbitration Branch. Under the 2025 NLRC Rules of Procedure, venue ordinarily relates to the workplace and may also account for the employee’s residence in the situations allowed by the rules. “Workplace” can include the place of assignment, the reporting or wage-receipt location for field or itinerant workers, and a designated alternative workplace for telecommuting or similar arrangements. OFW and seafarer cases have special venue and procedural rules.

If uncertain, ask the NLRC docketing unit to confirm venue before filing. Filing in the wrong branch may delay the case.

The complaint should accurately identify:

every complainant and respondent;
their complete addresses;
all causes of action;
the relief requested;
the relevant employment relationship; and
the earlier SEnA referral or endorsement.

Each complainant must personally sign and verify the complaint and personally execute the certification against forum shopping. Bring identification and enough copies of documents as required by the branch. A worker may file personally and is not required to have a lawyer simply to initiate an NLRC complaint.

The applicable procedural authority is the 2025 NLRC Rules of Procedure, effective January 13, 2026. Special rules apply to Filipino seafarer disputes governed by the Magna Carta of Filipino Seafarers.

What happens after formal filing

Summons and mandatory conference

The Labor Arbiter issues summons stating the conference schedule. The conference is used to explore settlement, identify the real parties, amend or clarify the complaint, simplify the issues, and address preliminary matters.

Under the current rules, this NLRC conciliation-mediation stage should ordinarily terminate within 30 calendar days from the first conference, except on justifiable grounds.

Attend every setting. If you cannot attend for a serious reason, promptly file the appropriate written request and supporting proof. Do not assume a phone call or message automatically excuses an absence.

Position papers and evidence

If no settlement is reached, the Labor Arbiter will direct the parties to file verified position papers, supporting documents, and witness affidavits within the period stated in the order.

Treat the position paper as the principal presentation of your case. It should:

state the material facts in chronological order;
identify each legal and factual issue;
answer the employer’s expected defenses;
provide a clear computation of each claim;
attach and label supporting records;
explain the relevance of each exhibit; and
state the precise relief requested.

Observe the date in the Labor Arbiter’s order. Do not rely on an older template’s deadline if the actual order provides a different date. Serve the other party as required and preserve proof of filing and service.

Labor proceedings are non-litigious and ordinary court technicalities do not strictly control, but due process still applies. Missing a filing, omitting a claim, or withholding available evidence can seriously damage the case.

Hearing or clarificatory conference

A full courtroom-style trial is not automatic. The Labor Arbiter may decide from the parties’ submissions or call a hearing or clarificatory conference when necessary.

Answer directly and truthfully. If a record is inaccurate, identify the exact error and present the correct supporting document. Do not exaggerate work hours, salary, length of service, or the circumstances of dismissal.

Decision and appeal

A Labor Arbiter’s decision becomes final and executory unless a proper appeal is filed with the Regional Arbitration Branch of origin within 10 calendar days from receipt.

This deadline is strict. A notice of appeal alone is not enough. The appeal must satisfy the requirements of the Labor Code and the 2025 NLRC Rules. When an employer appeals a monetary award, Article 229 of the Labor Code generally requires a cash or accredited surety bond equivalent to the monetary award, subject to the governing exclusions and rules.

An order of reinstatement is generally immediately executory even while an appeal is pending. The employer may use actual or payroll reinstatement as allowed by law.

A party receiving an adverse NLRC Commission decision must also act immediately. A motion for reconsideration and any later judicial challenge involve short, technical deadlines. Obtain legal assistance as soon as the decision arrives rather than waiting until the last day.

How to follow up a SEnA request

Use the Track RFA Status function on DOLE ARMS and enter the reference or docket number. If the record is not found or has not moved:

Check the confirmation message and ensure that the reference number was entered correctly.
Contact the office shown in the acknowledgement or last notice.
Give your full name, employer’s name, filing date, reference number, and last conference date.
Ask for the assigned officer, present status, next action, and whether any notice was returned or sent to an outdated address.
Confirm your current mobile number, email address, and mailing address.
Request written confirmation of any new schedule or filing requirement.
Keep a dated log of every follow-up, including the person contacted and the response.

If nearly 30 calendar days have passed without settlement, ask whether the RFA has been extended under an applicable rule, should be pre-terminated, or is ready for referral or endorsement. Do not let repeated informal assurances obscure an approaching prescriptive deadline.

How to follow up an NLRC case

Use the docket number, not just the names of the parties. Contact or visit the Regional Arbitration Branch where the case was filed and ask the docketing or records unit about:

the assigned Labor Arbiter;
service of summons;
conference dates;
orders requiring submissions;
whether position papers or replies were received;
whether the case has been submitted for decision;
whether a decision, resolution, or entry of judgment has been issued; and
whether execution proceedings have begun.

Also:

Check every email address, mobile number, and physical address you gave the NLRC.
Notify the branch and the other party properly of any change of address or representation.
Obtain stamped received copies of filings.
Preserve registered-mail receipts, courier tracking, electronic acknowledgements, and proof of service.
Ask for a certified or official copy of any decision or order needed for the next remedy.
Record the actual date you or your counsel received each decision. Appeal periods are generally counted from receipt, not from the date printed on the decision.

Access to pleadings and case records is ordinarily limited to the parties, their counsel, or authorized representatives. Bring identification and proof of authority when requesting copies for another person.

Prescriptive periods: do not delay

Most money claims arising from employment—such as unpaid wages, overtime, holiday pay, service incentive leave, salary differentials, and unlawful deductions—must generally be filed within three years from the time each claim accrued under Article 306 of the Labor Code.

Illegal-dismissal claims and resulting relief can involve a different four-year period applicable to injury to rights. The Supreme Court has distinguished ordinary money claims from back wages and damages resulting from illegal dismissal in Arriola v. Pilipino Star Ngayon, Inc..

Other disputes may have shorter or special periods. Unfair labor practice, seafarer disability, overseas-employment, union, CBA, and government-benefit claims require separate analysis. Prescription may also depend on when the right became enforceable and whether a legally recognized filing interrupted or tolled the period.

File promptly even if the employer promises to investigate or pay. Do not assume that an HR grievance, demand letter, barangay meeting, or private negotiation automatically stops prescription.

Common mistakes to avoid

Filing against the wrong party

Use the employer’s correct legal identity and address. Determine whether an agency, contractor, principal, individual officer, or related company should be included based on documents and law—not simply because the name appears at the worksite.

Treating an RFA as the formal complaint

SEnA is ordinarily a preliminary settlement process. After unsuccessful conciliation, confirm that the referral or endorsement and formal complaint have actually been completed.

Leaving claims out

List every claim arising from the same employment relationship and identify the relief requested. Amendments become restricted after position papers are filed.

Missing conferences or notices

An unattended conference may result in dismissal, waiver, or the case proceeding without your submission. Keep contact details current and inspect spam folders and physical mail.

Filing unsupported estimates

Separate what you know from what needs payroll records. Present a reasoned computation and disclose payments already received.

Signing broad waivers without checking the figures

Compare the settlement with your records and ask how it affects every claim. Obtain a signed copy before leaving.

Giving away originals

Submit copies unless an original is expressly required. Keep a secure master set and an index of exhibits.

Waiting to seek advice until an appeal deadline is almost over

The 10-calendar-day appeal period from a Labor Arbiter decision leaves little time to prepare a compliant appeal. Seek help immediately upon receipt.

When legal help is urgent

Consult a labor lawyer, union representative, Public Attorney’s Office office if eligible, or another qualified legal-aid provider promptly when:

a Labor Arbiter or NLRC decision has been received;
dismissal, forced resignation, abandonment, or constructive dismissal is disputed;
the employer claims you were not an employee;
several contractors, agencies, principals, or companies may be responsible;
a settlement, quitclaim, resignation, or confession was signed under pressure;
a large monetary claim or many workers are involved;
unfair labor practice, union rights, a strike, or a lockout is involved;
harassment, retaliation, threats, violence, or possible criminal conduct is alleged;
an overseas worker or seafarer claim has medical or special contractual deadlines;
prescription may be close;
the employer is closing, transferring assets, or ignoring an enforceable settlement; or
execution of a final award is being delayed or resisted.

For immediate physical danger, contact the Philippine National Police or local emergency services. Employment remedies do not replace urgent protection or appropriate criminal and protective proceedings.

Frequently asked questions

Can I go directly to the NLRC?

You may approach an NLRC office, but most labor and employment disputes must first undergo SEnA and reach the Labor Arbiter through a referral or endorsement. Statutory and regulatory exceptions exist, so the receiving office should classify the matter.

Do I need a lawyer?

A worker may personally file an RFA or NLRC complaint. A lawyer is not required merely to start the case. Legal assistance is especially valuable for jurisdiction disputes, position papers, large claims, seafarer or OFW cases, appeals, and execution.

Is filing free?

SEnA is designed as an accessible and inexpensive government service. The NLRC does not charge a worker a filing fee merely to lodge an ordinary labor complaint. Appeals and particular applications can carry fees, bond requirements, or other costs under the current rules. Ask for an official assessment and receipt; never pay an unofficial intermediary.

Where should I file if the head office is in another region?

Venue depends on the current NLRC rules, including the legally defined workplace and permitted residence-based venues. Worksite, field assignment, reporting location, wage-receipt location, and designated telecommuting workplace may matter. Confirm with the prospective Regional Arbitration Branch before filing.

Can I file even without payslips or a written contract?

Yes. Lack of a formal contract or complete payroll records does not necessarily defeat a claim. Preserve other evidence showing work performed, compensation, supervision, schedules, communications, and the employer’s identity. The existence and terms of employment will depend on the total evidence.

What if the employer does not attend SEnA?

The officer will act under the applicable SEnA rules and may close or refer the unresolved matter after proper notices and proceedings. Non-attendance does not automatically give the worker a final monetary award. Obtain the written referral or endorsement and take the next filing step.

What if the employer does not attend the NLRC conferences?

The Labor Arbiter may proceed after proper service and due process. The complainant must still prove the material facts and entitlement to relief with substantial evidence.

Can SEnA recover final pay or a certificate of employment?

These issues may be raised in an RFA and often can be resolved by agreement. If unresolved, the proper formal remedy depends on the nature of the claim and the office with jurisdiction.

Does filing with SEnA amount to forum shopping?

Ordinarily, no. SEnA is generally the required conciliation step before a formal complaint. The Supreme Court confirmed this distinction in Naldo. However, concealment of another actual case or an existing binding settlement can create separate problems, so disclose all related proceedings and agreements.

What happens if the employer breaks a SEnA settlement?

A valid SEnA settlement is generally final and immediately executory. Return promptly to the office that handled the RFA with the agreement and proof of default, and ask about enforcement or endorsement to the office with execution authority. The proper mechanism depends on the agreement and the office that facilitated it.

Can I still settle after an NLRC complaint is filed?

Yes. Settlement remains possible during the NLRC proceedings. Ensure that the agreement is voluntary, specific, properly recorded, and approved or acknowledged through the appropriate procedure before withdrawing or dismissing claims.

Official sources

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, prescription, available relief, and filing requirements depend on the facts, documents, governing contract, and current agency rules. Official sources and procedures were checked as of August 31, 2026.