Quick answer

For most private-sector labor disputes, begin by filing a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. SEnA is a mandatory conciliation-mediation process intended to settle the dispute before formal adjudication. You may file online through DOLE ARMS or onsite at an authorized SEnA desk, including DOLE regional or provincial offices and NLRC Regional Arbitration Branches.

If the dispute is not settled, obtain the SEnA referral or endorsement and file in the office that has authority over the claim:

File with an NLRC Labor Arbiter for illegal dismissal, reinstatement, unfair labor practice, employment-related damages, or money claims generally exceeding ₱5,000 per employee.
A DOLE Regional Director may decide a simple money claim not exceeding ₱5,000 per employee if no reinstatement is sought.
Report ongoing labor-standards or occupational-safety violations to the appropriate DOLE Regional Office, which may conduct an inspection and issue compliance orders when the legal requirements are met.
Disputes involving a collective bargaining agreement or company personnel policy may belong in the agreed grievance machinery and voluntary arbitration.
Government employees ordinarily use civil-service or other administrative remedies, not the NLRC process.

Do not delay while negotiating informally. Ordinary employment-related money claims generally prescribe in three years, illegal-dismissal actions in four years, and unfair labor practice claims in one year. The correct deadline and the date it begins depend on the nature and facts of the claim.

Understand the three different processes

SEnA is for possible settlement

SEnA is not a trial. A Single Entry Assistance Desk Officer, or SEADO, helps the parties clarify the dispute and explore a voluntary settlement. The SEADO does not decide who is legally entitled to win if no agreement is reached.

Under Republic Act No. 10396, labor and employment issues generally undergo mandatory conciliation-mediation before a Labor Arbiter or the appropriate DOLE office entertains them. Either or both parties may ask to pre-terminate SEnA and refer the unresolved issues to the proper office.

DOLE may inspect or decide certain claims

Under Article 128 of the Labor Code, DOLE may inspect workplaces and records and issue compliance orders for labor-standards violations while the employer-employee relationship still exists. This authority may apply to matters such as wages, statutory benefits, working conditions and occupational safety and health.

Article 129 separately authorizes the DOLE Regional Director or an authorized hearing officer to decide claims for wages and other monetary benefits when:

The claim arises from an employer-employee relationship;
The employee does not seek reinstatement; and
The aggregate claim of each employee does not exceed ₱5,000.

The ₱5,000 threshold remains in the statutory text. See Labor Code Articles 128 and 129.

The NLRC decides cases within Labor Arbiter jurisdiction

An NLRC Labor Arbiter generally has original jurisdiction over:

Unfair labor practice cases;
Illegal dismissal and other termination disputes;
Wage and benefit claims accompanied by a request for reinstatement;
Claims for actual, moral, exemplary and other damages arising from employment;
Other employment-related claims exceeding ₱5,000 per employee;
Certain wage-distortion disputes in establishments without an organized union;
Enforcement of qualifying compromise agreements;
Questions involving the legality of strikes and lockouts; and
Employment-related money claims of Filipino workers for overseas deployment.

The governing procedure appears in the 2011 NLRC Rules of Procedure, as amended through 2024.

When SEnA does not follow the ordinary 30-day process

The general rule has exceptions. Department Order No. 151-16 excludes certain matters from ordinary SEnA coverage, including:

Notices of strike or lockout and preventive-mediation cases before the NCMB;
Disputes over the interpretation or implementation of a CBA, or the interpretation or enforcement of company personnel policies, which should pass through the grievance machinery;
Applications for exemption from wage orders;
Specified licensing, registration and permit violations;
Certain overseas-employment regulatory or disciplinary cases; and
Occupational-safety and health matters involving imminent danger, dangerous occurrences, disabling injury or absence of personal protective equipment.

The proper procedure can also differ for government personnel, independent contractors, cooperative members, corporate officers, workers covered by special laws and cases in which the existence of an employer-employee relationship is disputed.

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 DOLE regional, provincial, field or district office, an NLRC office or Regional Arbitration Branch, or another authorized SEnA desk.

DOLE ARMS accepts RFAs from individual workers, groups of workers, kasambahays, unions, workers’ associations, federations, employers and OFWs. Save the confirmation and reference number immediately; the same portal can be used to track the RFA.

Under the SEnA rules, the usual filing location is a SEnA desk in the region where the employer principally operates. Special venue arrangements apply to certain separated kasambahays, workers deployed by contractors or service providers, unions and OFWs. If unsure, ask the receiving desk whether the matter will be handled there, coordinated with another region or transferred.

2. Identify the employer correctly

Provide as much accurate information as possible:

Your complete name and current contact details;
The employer’s registered or full legal name;
Any trade or business name used at the workplace;
The employer’s current business and workplace addresses;
The names and addresses of an involved agency, contractor or principal;
Your position, employment dates and work location; and
The name or position of the person who hired, supervised, disciplined or dismissed you.

Do not automatically name an owner, manager, HR employee or corporate officer as personally liable. Personal liability depends on specific legal and factual grounds.

An immediate family member with a Special Power of Attorney may file when the aggrieved person is absent or incapacitated. Legitimate heirs may file if the aggrieved person has died. Proof of authority, incapacity, relationship or death may be required.

3. Describe every issue and requested remedy

Prepare a short chronology and list each concern separately, such as:

Unpaid salary;
Minimum-wage underpayment;
Overtime, holiday or premium pay;
Unpaid 13th-month pay;
Service incentive leave pay;
Illegal deductions;
Final pay or separation pay;
Illegal dismissal or constructive dismissal;
Reinstatement;
Certificate of employment; or
Non-remittance or discrepancies involving mandatory contributions.

State important dates and the amount claimed where it can be computed. If records needed for an exact computation are controlled by the employer, explain what is missing rather than guessing.

4. Attend the conferences

The mandatory SEnA period is 30 calendar days beginning with the initial conference. Bring your evidence and a written computation, if applicable.

Information and statements given in confidence during SEnA are treated as privileged and generally cannot be used as evidence in later arbitration, except where confidentiality is waived. Voice, video or other electronic recording of SEnA proceedings is prohibited.

If a settlement is proposed, review:

The exact gross and net amounts;
Payment dates and method;
Whether payment will be full or by installment;
Whether reinstatement or another nonmonetary obligation is included;
Which claims will be released;
Any waiver or quitclaim;
The consequences of late or missed payment; and
Whether every promise appears in the written agreement.

A settlement reached before the SEADO is final and immediately executory, provided it is valid and not contrary to law, morals, public order or public policy. Do not rely on promises omitted from the written agreement.

5. Obtain a referral when necessary

The SEADO may issue a referral to the proper office when:

The 30-day period expires;
The parties fail to reach an agreement;
The responding party misses two consecutive conferences despite notice;
Some, but not all, issues are settled; or
A settlement agreement is not complied with.

The requesting party—or both parties—may also seek referral before the 30 days expire. Obtain a copy and confirm which unresolved issues are included. No referral is ordinarily issued when the requesting party simply withdraws the RFA.

How to file a formal NLRC complaint

1. File in the correct Regional Arbitration Branch

The general venue is the NLRC Regional Arbitration Branch covering the workplace where the employee was regularly assigned when the cause of action arose.

For a field, ambulant or itinerant worker, the workplace may be the place where the employee was regularly assigned, received wages or instructions, and reported work results.

An OFW case may be filed, at the complainant’s option, in the branch covering:

The complainant’s residence; or
The principal office of any respondent.

Confirm the appropriate branch and its current receiving arrangements through the NLRC contact page.

2. Prepare the complaint and supporting requirements

The branch will ordinarily require:

The SEnA referral or endorsement;
A completed NLRC complaint form;
A valid government-issued ID; and
Documents proving a representative’s authority, incapacity, relationship or succession, if applicable.

The complaint must:

State the names and addresses of all complainants and respondents;
Include all causes of action arising from the same employment relationship;
Be signed under oath; and
Contain a declaration against forum shopping.

Forms may be obtained from the branch or through the NLRC downloadable-forms page. Requirements for personal appearance and supporting documents can differ slightly among branches, so confirm them before travelling or sending anything.

The 2025 NLRC Citizen’s Charter lists no government filing fee for the initial RFA or complaint. Personal expenses such as transportation, copying, notarization or legal assistance are separate.

Do not assume that a phone call, email or social-media message constitutes filing. Obtain a stamped receiving copy, official acknowledgment or docket number.

3. Attend the mandatory conferences

After filing, the Labor Arbiter issues summons setting two mandatory conciliation and mediation conferences. These conferences are used to:

Explore settlement;
Identify the proper parties;
Determine whether the complaint must be amended;
Ensure all causes of action are included;
Simplify the issues; and
Address preliminary matters.

If the complainant misses both settings despite proper notice, the case may be dismissed without prejudice. A second dismissal caused by another unjustified nonappearance may be with prejudice.

If the respondent misses both settings despite proper service of summons, the respondent may be considered to have waived the right to file a position paper. This does not automatically mean the complainant wins; the complainant must still submit competent evidence supporting the claims.

4. File a complete position paper

If there is no settlement, the Labor Arbiter sets a date—within ten calendar days after the mandatory conference ends—for simultaneous filing of verified position papers.

The position paper should contain:

A clear and chronological statement of facts;
The legal and factual basis of each claim;
The relief requested;
Detailed computations;
All supporting documents; and
Relevant witness affidavits.

Witness affidavits generally take the place of direct testimony. A reply may be filed within ten days from receipt of the opposing position paper on a date agreed upon or set before the Labor Arbiter.

Do not intentionally hold back claims or evidence. Position papers may cover only causes of action included in the complaint or amended complaint. After position papers are filed, amendment of the complaint requires the Labor Arbiter’s permission.

How to follow up a SEnA RFA

Use the Track RFA Status function in DOLE ARMS and enter the reference or docket number shown in the confirmation email or receipt.

For a direct follow-up:

Contact the SEnA desk that received the RFA.
Give the reference number, filing date and complete names of the parties.
Ask for the assigned SEADO and the next conference date.
Confirm whether notices were sent and whether the responding party received them.
Keep a dated record of every call, email, visit and response.
Submit important requests in writing and retain proof of receipt.

If settlement is no longer realistic or a prescriptive deadline is close, make a written request for referral. If an agreement has been breached, immediately notify the SEADO and request enforcement or referral to the proper DOLE office or NLRC branch.

How to follow up an NLRC case

Keep a case-information sheet showing:

The complete case title;
NLRC docket number;
Regional Arbitration Branch;
Name of the Labor Arbiter;
Dates of conferences;
Filing deadlines;
Documents already submitted; and
The date each order or decision was received.

Follow up through the branch’s docket or records unit. Ask whether:

Summons was served;
A hearing, conference or submission date has been set;
The other party filed a pleading;
An order or decision has been issued;
The decision has become final; or
The records have been transmitted on appeal.

Do not privately communicate about the merits with the Labor Arbiter. File matters affecting the case through the proper docket unit and furnish the opposing party when required.

Immediately report any change in address, email, telephone number, counsel or authorized representative. Monitor registered mail and authorized courier deliveries. Under the NLRC Rules, unclaimed registered mail may become effective service after five days from the postmaster’s first notice. Appeal periods are generally counted from receipt by the counsel or authorized representative of record.

Critical filing and appeal periods

Three years for ordinary money claims

Money claims arising from employment generally must be filed within three years from accrual. Examples include:

Unpaid or underpaid wages;
Overtime pay;
Holiday and premium pay;
Service incentive leave pay;
Salary differentials;
Bonuses that have become legally demandable; and
Illegal salary deductions.

Recurring underpayments may involve separate accrual dates for each unpaid amount.

Four years for illegal dismissal

An illegal-dismissal action generally prescribes in four years as an action based on injury to rights. The Supreme Court has held that this period also applies to backwages and damages sought as consequences of illegal dismissal. See Arriola v. Pilipino Star Ngayon, Inc..

A separate money claim unrelated to the legality of dismissal may still be governed by the three-year period even when included in the same complaint.

One year for unfair labor practice

An unfair labor practice claim arising under Book V of the Labor Code must generally be filed within one year from accrual. Not every unfair or unlawful workplace action is legally an “unfair labor practice”; the term covers the specific acts defined by the Labor Code concerning self-organization and collective bargaining.

Five or ten days to appeal

A Labor Arbiter’s decision must generally be appealed to the Commission within ten calendar days from receipt.
A DOLE Regional Director’s decision under Article 129 must generally be appealed within five calendar days from receipt.

These periods are not extendible under the NLRC Rules. If the final day falls on a Saturday, Sunday or legal holiday, the deadline moves to the next working day. An employer appealing a monetary award must also comply with the applicable appeal-bond requirement.

Because accrual and proper filing can be fact-sensitive, do not assume that an informal demand, internal grievance or ongoing negotiation automatically protects the deadline.

Evidence to preserve

Preserve original or reliable copies of:

Employment contracts, appointment papers and job offers;
Company identification and proof of employment;
Payslips, payroll records and bank or e-wallet salary credits;
Daily time records, biometric logs and work schedules;
Overtime instructions and approvals;
Leave requests and attendance records;
Notices to explain, suspension notices and dismissal letters;
Performance evaluations and disciplinary documents;
Emails, texts, chat exports and work-platform messages;
Employee handbooks, policies, memoranda and the applicable CBA;
SSS, PhilHealth and Pag-IBIG records;
Receipts and records of deductions;
Medical, accident and workplace-safety records;
Final-pay or separation-pay computations;
Certificates of employment;
Names and contact information of witnesses; and
Every RFA, referral, complaint, pleading, notice, delivery receipt and settlement proposal.

Write a dated chronology while events are fresh. For an alleged verbal dismissal, record the exact date, location, persons present and words used. Preserve evidence of attempts to report for work or obtain written clarification.

Keep messages in their original format with dates, participants and attachments. Do not alter screenshots, take company originals, access systems without authority or disclose unrelated confidential or personal information.

Common mistakes

Treating an RFA as if it were already an adjudicated NLRC complaint;
Waiting for informal negotiations until the claim is close to prescription;
Filing against a trade name without identifying the correct legal entity;
Giving an obsolete address that prevents service of notices or summons;
Omitting an agency, contractor or principal whose role must be determined;
Naming corporate officers personally without a legal and factual basis;
Leaving valid claims out of the complaint or position paper;
Failing to provide computations and supporting records;
Assuming the employer’s absence automatically proves the case;
Missing conferences, filing dates or registered-mail notices;
Signing a waiver or quitclaim without understanding the released claims;
Accepting installment terms without payment dates and default provisions;
Secretly recording a SEnA conference;
Filing duplicate proceedings without disclosing them; and
Ignoring an applicable CBA grievance procedure or another tribunal’s jurisdiction.

When help is urgent

Consult a labor lawyer, union counsel, the Public Attorney’s Office if eligible, or an Integrated Bar of the Philippines legal-aid contact promptly when:

A prescriptive period may expire soon;
You received an adverse decision and a five- or ten-day appeal period is running;
The employer denies that an employment relationship existed;
Multiple agencies, contractors, principals or related corporations are involved;
The dispute concerns union activity or possible unfair labor practice;
You are being asked to sign a quitclaim, waiver or complex settlement;
A settlement agreement has been breached;
The employer has closed or appears to be disposing of assets;
An overseas-employment case involves foreign parties or conflicting contracts; or
The case includes large claims, substantial damages or disputed payroll records.

Report imminent danger, a dangerous workplace occurrence, disabling injury, absence of necessary protective equipment or suspected child labor directly to the appropriate DOLE Regional Office. Do not wait for an ordinary SEnA cycle when immediate physical safety is at risk; obtain emergency medical or law-enforcement assistance first when necessary.

Frequently asked questions

Can I file without a lawyer?

Yes. A worker may personally file an RFA or NLRC complaint and may represent themselves. A lawyer is not required for SEnA or initial filing. Representation by a non-lawyer in formal NLRC proceedings is permitted only in the limited circumstances specified by the NLRC Rules.

Can I file while still employed?

Yes. Current employees may seek SEnA assistance. DOLE may also exercise inspection and compliance authority while the employer-employee relationship exists. Preserve and promptly report evidence of retaliation.

What if the employer ignores SEnA?

The proceedings may be pre-terminated after two consecutive nonappearances despite proper notice, and the unresolved dispute may be referred to the appropriate office. The worker must still prove the claim in formal adjudication.

How long does SEnA take?

The mandatory period is 30 calendar days from the initial conference. It may end earlier through settlement, written withdrawal, qualifying nonappearance or a request for referral.

How long will an NLRC case take?

There is no reliable completion date for an individual case. It may involve conferences, position papers, clarificatory proceedings, a decision, an appeal and execution. Follow the dates in actual NLRC orders rather than relying on informal estimates.

Is the initial filing free?

The NLRC’s 2025 Citizen’s Charter lists no government fee for filing the initial RFA or complaint. Separate costs may arise for copying, notarization, transportation or private legal services. Appeals may require official fees, and an employer appealing a monetary award may have to post a bond.

Is a SEnA settlement enforceable?

A valid settlement reached before the SEADO is final and immediately executory. If the other party does not comply, notify the SEADO and request enforcement or referral. Keep the signed agreement and proof of every missed payment or unperformed obligation.

Can I go directly to the NLRC?

Generally, a case must first be referred or endorsed through SEnA. Direct filing may be proper when a statutory or regulatory exception applies. Ask the receiving office to identify the exception rather than assuming that SEnA can be skipped.

Where can I verify forms, offices and current procedures?

Use these official resources:

This article provides general legal information, not legal advice for a particular dispute. Jurisdiction, prescription, liability and available remedies depend on the facts, documents and relief requested. Sources and current procedures were checked as of August 18, 2026.