Quick answer

For most workplace disputes, start by filing a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file online through DOLE ARMS or onsite at a participating DOLE, National Conciliation and Mediation Board, or NLRC office.

SEnA is a conciliation-mediation process—not yet a formal case in which an officer decides who is right. If the dispute is not settled, the SEnA officer should refer or endorse it to the government office with jurisdiction. Claims such as illegal dismissal, unfair labor practice, reinstatement, and many employment-related money or damages claims ordinarily proceed as a formal complaint before an NLRC Labor Arbiter.

Do not simply wait for an employer to respond. Preserve your filing reference or docket number, attend every conference, monitor notices, and follow up in writing. Different claims have different filing deadlines.

DOLE, SEnA, and the NLRC serve different functions

These terms are often used interchangeably, but they are not the same:

SEnA is the usual initial conciliation-mediation process. It seeks a voluntary settlement before a dispute becomes a formal adjudicatory case.
DOLE Regional Offices administer SEnA and enforce labor standards through inspection and compliance proceedings where the legal requirements are met.
NLRC Labor Arbiters hear and decide formal cases within their jurisdiction. The Commission reviews Labor Arbiter decisions on appeal.
NCMB handles conciliation involving notices of strike or lockout, preventive mediation, and voluntary-arbitration matters.

The proper route depends on the relief requested, whether employment is continuing, whether a collective bargaining agreement applies, and the documents and facts of the dispute.

Which office should handle the problem?

Usually begin with SEnA

Under Republic Act No. 10396, labor and employment issues generally undergo mandatory conciliation-mediation before endorsement to the office that may decide them. Either party may request early termination of conciliation and referral, subject to the applicable rules.

Common concerns brought to SEnA include:

unpaid wages, overtime, holiday pay, night-shift differential, or 13th-month pay;
final pay, separation pay, or Certificate of Employment concerns;
illegal or constructive dismissal;
suspension, forced resignation, demotion, or reduction of benefits;
unauthorized deductions;
disputes involving contractors, agencies, kasambahays, or OFWs; and
other disagreements arising from employment.

Filing an RFA does not mean DOLE has already found a violation. The SEnA officer facilitates settlement and proper referral but does not render a judgment on the merits.

A formal NLRC complaint is usually appropriate for

Labor Arbiters have original and exclusive jurisdiction over matters assigned to them by the Labor Code, including:

unfair labor practice cases;
termination disputes, including alleged illegal or constructive dismissal;
claims involving wages, rates of pay, hours of work, or other employment conditions when accompanied by a claim for reinstatement;
claims for actual, moral, exemplary, or other damages arising from employer-employee relations;
disputes involving the legality of strikes or lockouts; and
other employment-related money claims exceeding the statutory jurisdiction of a DOLE Regional Director, subject to exceptions in labor laws and special statutes.

The exact forum can be disputed. For example, DOLE may exercise visitorial and enforcement authority over labor-standard violations where an employer-employee relationship exists, even when the amount is substantial. A claim for reinstatement, however, ordinarily belongs before a Labor Arbiter. The Supreme Court discusses this distinction in People’s Broadcasting Service v. Secretary of Labor.

Matters that may follow a different or urgent procedure

Do not assume ordinary SEnA is the only route for:

an actual or threatened strike or lockout;
disputes that must pass through a CBA grievance mechanism or voluntary arbitration;
union-registration or representation matters;
imminent danger, a dangerous occurrence, disabling injury, or an urgent occupational-safety problem;
overseas seafarer claims governed by special statutory procedures; or
permit, licence, registration, accreditation, or wage-order exemption matters.

Ask the receiving office to screen and route the matter. In an immediate safety emergency, report the danger to the DOLE Regional Office at once rather than waiting for ordinary conciliation.

How to file a SEnA Request for Assistance

1. Prepare accurate identifying information

Gather:

your full name, address, active mobile number, and email address;
the employer’s correct business or registered name;
the employer’s workplace and principal-office addresses;
the names of the owner, agency, contractor, or corporate officers only when genuinely relevant;
your position, employment dates, pay rate, and work location;
the date and description of each disputed act; and
the specific relief requested.

Do not name a supervisor or company officer as personally liable merely because that person signed a notice. Personal liability depends on legal and factual grounds.

2. State each concern separately

Use short, dated facts. For example:

unpaid salary for specified pay periods;
unpaid overtime for identified dates and hours;
termination on a stated date without an alleged lawful ground;
final pay or Certificate of Employment requested but not released; and
the amount claimed, with a transparent computation where possible.

Avoid relying only on labels such as “illegal,” “unfair,” or “harassment.” Explain what happened, who did it, and when.

3. File online or onsite

An RFA may be submitted:

online through DOLE ARMS; or
onsite at a DOLE Regional or Provincial Office, an NCMB office or branch, or an NLRC office or Regional Arbitration Branch participating in SEnA.

DOLE ARMS accepts RFAs from individual workers, groups of workers, kasambahays, OFWs, unions, federations, workers’ associations, and employers. An immediate family member acting for an absent or incapacitated person generally needs a Special Power of Attorney; legitimate heirs may file when the aggrieved person has died.

Save the acknowledgment page, email, reference number, docket number, and copies of everything submitted.

4. Attend the conferences

Bring identification, your evidence, a computation of the claim, and a calendar or list of important dates. Attend personally unless the officer confirms that an authorized representative may appear under the applicable rules.

The current SEnA rules provide a 30-calendar-day mandatory conciliation-mediation period, generally reckoned from the initial conference at which both parties appear. A limited extension may be possible by mutual agreement when settlement remains likely. A party may also seek pre-termination and referral as allowed by law.

If the responding party repeatedly fails to appear despite proper notice, ask the SEnA officer about referral or endorsement. Do not treat nonappearance as an automatic victory.

5. Review any settlement before signing

A valid settlement should clearly identify:

every claim being settled;
the exact amount or non-monetary obligation;
the payment method, place, and due date;
any installment schedule;
what happens if a party defaults; and
whether the agreement fully or only partially resolves the dispute.

Do not sign blank pages, an inaccurate computation, a false resignation, or a broad quitclaim you do not understand. Ask for a signed copy immediately. A settlement reached and properly attested in labor proceedings can be final, binding, and enforceable. Full compliance should occur before a waiver or quitclaim is issued where the governing rule so requires.

If SEnA does not settle the dispute

Ask for the official referral or endorsement and confirm:

which office has jurisdiction;
whether you must file a new complaint form;
what documents must accompany it;
where and how it must be filed; and
whether any filing deadline is approaching.

An unresolved RFA is not necessarily converted automatically into a fully pleaded NLRC case. Confirm that a formal complaint has actually been docketed and obtain its case number.

How to file a formal NLRC complaint

The governing procedure is in the 2025 NLRC Rules of Procedure, effective January 13, 2026.

Choose the proper Regional Arbitration Branch

An ordinary Labor Arbiter case may be filed in the NLRC Regional Arbitration Branch with jurisdiction over either:

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

at the complainant’s option.

“Workplace” includes locations relevant to field, mobile, itinerant, and telecommuting work under the Rules. An OFW case may be filed in the branch covering the complainant’s residence or the principal office of any respondent, at the complainant’s option.

Use the NLRC official website to confirm the correct branch and its current address before filing.

Complete the complaint carefully

Under the 2025 Rules:

all complainants must sign the complaint;
the names and addresses of all complainants and respondents must be stated;
the complaint must include verification and certification against forum shopping; and
all causes of action arising from the same employment relationship should be included.

List every genuine claim. An omitted cause of action may not be safely introduced later through a position paper.

Bring the SEnA referral or endorsement and enough copies of the complaint and attachments as instructed by the branch. Filing and service of later pleadings may be made personally, by registered mail, or by courier authorized by the Commission, with the required proof. Confirm any electronic-filing option directly with the branch rather than sending documents to an unverified email address.

What happens after filing

The case is assigned to a Labor Arbiter. Summons and conference settings are served on the respondents. The proceedings are summary and non-litigious, but deadlines and documentary requirements still matter.

The usual stages include:

mandatory conciliation and mediation conferences;
clarification of the claims, defenses, and possible settlement;
submission of verified position papers and supporting evidence if no settlement is reached;
replies or clarificatory proceedings when directed; and
a written decision.

A Labor Arbiter commonly decides the case mainly from the parties’ position papers, affidavits, and documents. Do not hold important evidence back in the hope of presenting it at a conventional courtroom trial.

Evidence to preserve

Keep original files and make backed-up copies of:

employment contracts, job offers, policies, handbooks, and CBAs;
company IDs, deployment documents, schedules, and job assignments;
payslips, payroll records, bank-credit records, and receipts;
daily time records, biometric logs, time sheets, and overtime approvals;
messages, emails, memoranda, and work instructions;
notices to explain, written explanations, hearing notices, and disciplinary decisions;
termination, redundancy, retrenchment, suspension, transfer, or resignation documents;
clearance forms, final-pay computations, and Certificate of Employment requests;
government contribution records where relevant;
proof of commissions, incentives, allowances, and deductions;
photographs, recordings, or electronic records lawfully obtained and kept in their original form;
witness names and signed affidavits based on personal knowledge; and
all SEnA and NLRC notices, attendance records, submissions, receipts, and tracking information.

Export chats with dates and participant details instead of keeping cropped screenshots alone. Retain the original device and files when authenticity may be challenged. Do not alter metadata or coach witnesses.

How to follow up effectively

For a DOLE ARMS or SEnA request

Use the Track RFA Status function at DOLE ARMS with the reference or docket number. Check the email address and mobile number supplied in the RFA, including spam or blocked-message folders.

If no useful update appears, contact the office where the RFA was assigned. State:

your complete name;
RFA reference and docket numbers;
filing date;
name of the responding employer;
last conference or communication date; and
the specific update requested.

Ask whether a conference is scheduled, notice has been served, the RFA was transferred, or a referral or settlement document is ready. Keep a written record of the date, person contacted, and response.

For an NLRC case

Follow up with the docket or records unit of the Regional Arbitration Branch where the complaint is pending. Give the full case number and party names. Ask whether:

summons has been issued and served;
a conference or submission deadline has been set;
an order or decision has been released;
the case was transferred or consolidated;
a decision has become final; or
a writ of execution has been issued.

Do not rely only on verbal updates. Obtain copies of orders and note the actual date of receipt because appeal periods generally run from receipt, not from the date printed on the decision.

The NLRC publishes current contact information on its official contact page. Its main site also lists Regional Arbitration Branches and downloadable materials.

Critical deadlines

Filing the underlying claim

The applicable prescriptive period depends on the claim:

Ordinary money claims arising from employer-employee relations generally prescribe in three years from accrual under the Labor Code.
An illegal-dismissal action, treated as an action based on injury to rights, generally prescribes in four years from dismissal under Article 1146 of the Civil Code. The Supreme Court has applied this rule in cases such as Victory Liner, Inc. v. Race.

Other claims—including unfair labor practice, CBA, union, OFW, occupational-safety, social-legislation, or contract claims—may have different periods and accrual rules. Whether an earlier filing interrupted prescription can depend on the filing, the forum, and what happened afterward. File promptly and obtain advice if the deadline is close.

Appealing a Labor Arbiter decision

A Labor Arbiter decision generally must be appealed to the Commission within 10 calendar days from receipt. No motion for reconsideration of a Labor Arbiter decision is allowed as a substitute for that appeal.

The appeal must comply with the 2025 Rules, including a verified memorandum of appeal, proper grounds, fees, proof of service, and other required documents. An employer appealing a monetary award must ordinarily post the required cash or accredited surety bond. A bare notice of appeal does not perfect the appeal.

Challenging an NLRC Commission decision

An NLRC Commission decision generally becomes final and executory after 10 calendar days from receipt unless the proper remedy is timely taken. A motion for reconsideration must ordinarily be verified, based on palpable or patent error, filed within the applicable 10-calendar-day period, served on the other party, and is generally limited to one motion.

Judicial review is ordinarily sought through a Rule 65 petition for certiorari in the Court of Appeals, generally within 60 days under the Rules of Court. A timely motion for reconsideration before the NLRC is ordinarily necessary before certiorari. These remedies are technically demanding; seek counsel immediately upon receiving an adverse decision.

Common mistakes

Filing with the wrong office and assuming it will always transfer the case.
Naming the wrong corporation, agency, contractor, or business owner.
Giving an incomplete or obsolete respondent address.
Failing to save the RFA reference or formal NLRC case number.
Missing a conference because the filer changed phone numbers or ignored email.
Treating an RFA as proof that a formal NLRC complaint was filed.
Claiming a lump sum without explaining the dates and computation.
Omitting a dismissal or reinstatement claim from the complaint.
Failing to attach key documents to the position paper.
Sending pleadings without proof of service on the other party.
Signing a quitclaim without checking payment and scope.
Waiting for internal HR promises while a prescriptive period continues to run.
Counting an appeal period in working days when the rule uses calendar days.
Assuming an appeal automatically stays every part of a decision. A Labor Arbiter’s reinstatement order is generally immediately executory pending appeal.

When legal help is urgent

Seek assistance immediately if:

a three-year or four-year filing period may expire soon;
you have received a Labor Arbiter or NLRC decision;
an appeal, motion for reconsideration, or court petition is being considered;
the employer is closing, transferring assets, or becoming insolvent;
the case involves many workers, a union, a strike, or a CBA;
you are being asked to sign a resignation, settlement, or quitclaim under pressure;
the dispute involves serious injury, imminent danger, violence, threats, or possible criminal conduct;
an OFW or seafarer claim is governed by a special contract or statute;
service of summons or notices is disputed; or
the opposing party challenges employment status, jurisdiction, or the correct employer.

A worker may represent themselves before the NLRC, but representation rules still apply. Free assistance may be available from the NLRC’s legal-assistance facilities, the Public Attorney’s Office subject to eligibility and mandate, the Integrated Bar of the Philippines, law-school legal-aid clinics, unions, or authorized legal-aid programs.

Frequently asked questions

Do I need a lawyer to file an RFA or NLRC complaint?

No lawyer is generally required to submit an RFA or personally file an NLRC complaint. Legal help becomes especially valuable for position papers, jurisdictional disputes, large or complicated claims, appeals, and court review.

Is filing a SEnA RFA the same as suing the employer?

No. An RFA opens conciliation-mediation. It ordinarily becomes a formal adjudicatory dispute only after proper referral and the filing or docketing of the required complaint before the office with jurisdiction.

Can I file directly with the NLRC?

Most labor and employment disputes must first pass through SEnA. Exceptions and specialized procedures exist. Let the receiving office determine whether your case is exempt and secure written proof of the routing decision.

What if the employer ignores the SEnA notices?

Inform the SEnA officer and continue attending. Repeated nonappearance despite proper notice may lead to referral or endorsement, but it does not automatically establish liability.

Can DOLE order payment without an NLRC case?

In appropriate labor-standards enforcement or Article 129 proceedings, a DOLE Regional Office may issue enforceable orders within its statutory authority. Jurisdiction depends on matters such as the nature of the claim, the existence of employment, the relief requested, and the procedure invoked.

Can I still file after resigning?

Yes. Resignation does not automatically waive accrued wages, statutory benefits, final pay, or other valid claims. A supposedly voluntary resignation may also be challenged if the facts support constructive dismissal or coercion. The evidence and filing periods remain important.

How much does filing cost?

SEnA is intended to be accessible and inexpensive. Formal NLRC proceedings may involve lawful filing, appeal, legal-research, service, bond, or representation costs depending on the party and remedy. Obtain the current official assessment from the receiving office; do not pay an unofficial fixer.

What should I do if a settlement is not paid?

Return promptly to the office that handled the settlement. Bring the signed agreement, proof of the due date, payment history, written demand, and evidence of default. Ask about the correct execution or enforcement procedure rather than filing a duplicate claim without guidance.

Official sources and services

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, prescription, available relief, and procedure may change with the facts, documents, applicable CBA or special law, and later issuances. Official sources and procedures were checked as of September 1, 2026.