Quick answer

For most workplace disputes, start by filing a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. You may file online through DOLE ARMS or in person at a Single Entry Assistance Desk of DOLE, the National Conciliation and Mediation Board (NCMB), or the National Labor Relations Commission (NLRC).

SEnA is generally a mandatory conciliation-mediation step before a formal labor complaint. If no settlement is reached, obtain the referral or endorsement and file the proper complaint:

With an NLRC Labor Arbiter for illegal dismissal, reinstatement, unfair labor practice, employment-related damages, or money claims exceeding ₱5,000 per employee.
With the DOLE Regional Director for a simple money claim not exceeding ₱5,000 per employee, provided no reinstatement is sought.
Through DOLE labor inspection and enforcement for labor-standards violations while the employer-employee relationship still exists. The ₱5,000 limit does not control this separate inspection power.

Filing an RFA does not itself produce a ruling on whether a dismissal was legal or how much an employer owes. SEnA seeks a voluntary settlement; unresolved claims must be referred to the office with authority to decide them. This framework comes from Republic Act No. 10396, DOLE Department Order No. 249-25, and the 2025 NLRC Rules of Procedure, which took effect on January 13, 2026.

DOLE or NLRC: where should the complaint go?

Main issue	Appropriate route
Unpaid wages or benefits; parties want to explore settlement	File a SEnA RFA first
Illegal or constructive dismissal; reinstatement; unfair labor practice	NLRC Labor Arbiter after SEnA referral
Money claim exceeding ₱5,000 per employee	NLRC Labor Arbiter after SEnA referral
Simple money claim of ₱5,000 or less per employee, with no reinstatement claim	DOLE Regional Director under Article 129
Labor-standards violation while employment still exists	DOLE inspection and enforcement may apply, regardless of the amount involved
Damages arising from employment	NLRC Labor Arbiter
SSS, PhilHealth or Pag-IBIG contribution or benefit dispute	File with the agency concerned; these are not ordinary NLRC money claims
Interpretation or implementation of a collective bargaining agreement or company personnel policy	Grievance machinery and, when applicable, voluntary arbitration
Actual or threatened strike or lockout	NCMB under its special procedures
Imminent workplace danger, dangerous occurrence, disabling injury or inadequate personal protective equipment	Report directly to the proper DOLE occupational-safety office; ordinary mandatory SEnA does not apply
Inter- or intra-union dispute	Proper DOLE labor-relations procedure, not ordinary SEnA

The distinction matters. The DOLE Secretary’s inspection and compliance power under Article 128 applies where an employer-employee relationship exists and is different from the DOLE Regional Director’s limited adjudicatory power over simple claims under Article 129. See the current DOLE Labor Code compilation, Republic Act No. 7730, and the Supreme Court’s discussion in People’s Broadcasting Service v. Secretary of Labor.

If a complaint includes several connected issues—such as illegal dismissal, unpaid wages and damages—the Labor Arbiter can generally hear the entire case. State all related causes of action; do not split them among duplicate complaints.

Check the filing deadline before anything else

Do not wait for documents to become perfect before seeking help. Different claims have different limitation periods:

Ordinary money claims arising from employment: generally three years from the time each claim accrued under Article 306 of the Labor Code.
Illegal dismissal: generally four years from the dismissal, because it is treated as an injury to rights. See Arriola v. Pilipino Star Ngayon, Inc..
Unfair labor practice: generally one year from accrual under the Labor Code.

The precise accrual date may depend on when payment became due, when a deduction was made, or when the employee learned of the adverse act. Recurring underpayments can have different accrual dates.

The Supreme Court has treated the filing of a mandatory SEnA request as the institution of the claim in the circumstances of Apolinario v. Palace Hotel. Even so, never assume that informal talks, repeated follow-ups, an internal grievance, or a demand letter will preserve every claim. File promptly, especially if a one-, three- or four-year period is close to expiring.

What to prepare

You do not need every item on this list to request assistance. Bring what exists and explain what the employer controls.

Basic information

Prepare:

Your full name, current address, mobile number and email address.
The employer’s exact business name, trade name and known address.
The names and positions of the owner, manager, HR representative or supervisor involved.
The address where you worked and, if different, the company’s principal office.
Your job title, hiring date, last day worked, rate of pay and usual schedule.
The names of any agency, contractor or principal company involved.

Accurate respondent names and addresses help the office serve notices and summons. If you were deployed by an agency or contractor, identify both the contractor and the principal company instead of guessing which one is legally responsible.

Evidence to preserve

Keep originals safe and submit readable copies when required:

Employment contract, job offer, appointment letter, company ID and onboarding records.
Payslips, payroll records, bank or e-wallet salary credits and proof of cash payments.
Daily time records, biometric logs, schedules, attendance sheets and overtime approvals.
Work instructions, emails, messages, group chats and memoranda.
Notices to explain, written explanations, administrative-hearing records and disciplinary notices.
Termination, redundancy, retrenchment, transfer or floating-status notices.
Resignation letters, clearances, quitclaims, releases and final-pay computations.
Certificates of employment and government contribution records.
Witness names and signed affidavits, if available.
A dated computation showing each unpaid amount and the basis for it.

Export important chats and emails before losing access to a company account. Preserve message dates, sender details and attachments; do not rely only on cropped screenshots. Keep a backup outside the work device.

Do not secretly obtain records you have no lawful right to access. SEnA proceedings are confidential, and Department Order No. 249-25 prohibits parties from using voice or video recorders during the proceedings.

How to file a SEnA request

1. Choose online or onsite filing

For online filing, use DOLE ARMS. The system accepts RFAs from individual workers, groups of workers, unions, kasambahays, overseas workers and employers.

For onsite filing, go to a Single Entry Assistance Desk at:

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

Under the current SEnA Rules, an onsite RFA may be filed at the office nearest the requesting party’s residence, at the place where the union or workers’ association operates, or at the employer’s principal place of business. If the convenient office is in a different region from the employer, the offices may coordinate the conferences.

A worker who is absent or incapacitated may be represented by an immediate family member or another authorized representative with a Special Power of Attorney. Special documentation applies when the worker has died or when a juridical entity files the RFA.

2. Describe the facts and requested relief clearly

State:

What happened, in date order.
Which wages, benefits or rights are involved.
Whether employment is continuing or has ended.
Whether you want reinstatement, payment, correction of records, a certificate of employment or another specific remedy.
Whether there is an agency, contractor, union, collective bargaining agreement or previous settlement involved.
Whether another case or RFA concerning the same issues has already been filed.

Use exact amounts if known. If the amount is not yet certain, explain how it should be computed rather than inventing a figure.

3. Keep the reference number

Save the RFA reference number, submission confirmation and copies of everything uploaded or handed in. DOLE ARMS includes a Check RFA Status function using the reference number.

Avoid submitting duplicate RFAs to several offices. If an online submission appears to have failed, confirm with the receiving office before filing again.

4. Attend the conferences

After validation and assignment, the initial conference should generally be conducted within five calendar days, or at the earliest available date not later than ten days from assignment to the SEnA Desk Officer.

The formal 30-day mandatory conciliation-mediation period begins with the initial conference at which both parties appear. It is generally non-extendible, but the parties may mutually agree to an extension of up to 15 calendar days if settlement remains possible.

The parties ordinarily appear and speak for themselves. A representative must have specific written authority when required, particularly authority to enter into a binding settlement.

5. Review any settlement carefully

A SEnA settlement must be in writing, in a language or dialect the parties understand, signed by them and attested by the SEnA Desk Officer. It should identify:

Every issue covered.
The exact amount and payment dates.
Whether payment is one-time or by installment.
Any reinstatement, clearance or other required act.
The scope of any waiver or release.
What happens if a party fails to comply.

An attested settlement is final and immediately executory unless it is contrary to law, morals, public order or public policy. A waiver and quitclaim should be issued only after full compliance with the settlement.

Do not sign a document with blank spaces, an unclear computation or a waiver broader than the issues being settled. Ask for the terms to be explained and obtain a signed copy.

6. If there is no settlement, ask for the referral

A referral may be issued when, among other circumstances:

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

Republic Act No. 10396 also allows either or both parties to pre-terminate conciliation-mediation and request referral to the proper office. If both sides agree, unresolved issues may instead be referred to voluntary arbitration.

SEnA followed by an NLRC complaint is not, by itself, forum shopping. The Supreme Court confirmed that SEnA is ordinarily a condition precedent to an NLRC complaint in Naldo v. CORPS Security Agency, Inc..

How to file the formal NLRC complaint

If the unresolved issue belongs to a Labor Arbiter:

Obtain the SEnA referral or endorsement.
Use the current NLRC complaint form.
Name every proper complainant and respondent and provide their addresses.
Include all causes of action arising from the same employment relationship.
Have every complainant personally sign the complaint.
Execute the required verification and certification against forum shopping.
Attach the referral and available supporting documents.
File with the proper NLRC Regional Arbitration Branch.

Under the 2025 NLRC Rules, venue may be based on either the workplace or the complainant’s residence, at the complainant’s option. “Workplace” includes the place of assignment, the place where the employee should report after temporary travel or detail, the regular reporting or wage-receiving location of mobile workers, and the alternative workplace of telecommuting workers. Special venue rules apply to overseas Filipino workers.

Pleadings may be filed personally, by registered mail or through a courier authorized by the Commission. When mail or authorized courier is used, the mailing date is treated as the filing date. Keep the registry receipt, official receipt or tracking record. Pleadings generally require proof that a copy was served on the opposing party.

The NLRC provides complaint-form assistance without charging for the assistance itself. Obtain forms and branch details only from the official NLRC website or the receiving Regional Arbitration Branch.

What happens after an NLRC complaint is filed?

The Labor Arbiter should issue summons within two working days from receipt of the complaint or amended complaint. The summons identifies two settings for mandatory conciliation and mediation.

If no settlement is reached, the Labor Arbiter identifies the parties, simplifies the issues and directs the filing of evidence. Important periods under the 2025 Rules include:

Mandatory conciliation and mediation should generally end within 30 calendar days from the first conference, except for justifiable grounds.
Verified position papers, supporting documents and witness affidavits are filed on the date set by the Labor Arbiter, within ten calendar days after termination of the mandatory conference.
A reply may be filed within ten calendar days from receipt of the opposing position paper, on the date agreed upon and set by the Labor Arbiter.
The Labor Arbiter should decide within 30 calendar days after the case is submitted for decision, without extension. A different statutory period applies to overseas-worker cases.

These periods describe the required procedural stages; they are not a promise that every dispute will be completed within one month.

The complaint may normally be amended before the position paper is filed. After that, amendment requires permission. This is why all claims and proper respondents should be identified early.

How to follow up a SEnA request

Use the RFA reference number to check DOLE ARMS. If the request was filed onsite, contact the handling Single Entry Assistance Desk and provide:

The complete RFA number.
Your name and the employer’s name.
The date and method of filing.
The name of the assigned SEnA Desk Officer, if known.
The last conference date and next scheduled action.
Any corrected address or contact information for either party.

Ask a specific question: Has the RFA been validated and assigned? Was notice served? Has the initial conference been scheduled? Did the respondent miss two conferences? Has a referral or settlement-compliance conference been issued?

If an agreed payment or act is overdue, report the non-compliance promptly to the same SEnA Desk Officer. The officer may call the parties to a compliance conference. If voluntary compliance still fails, request the referral needed to seek enforcement through the DOLE Regional Office or NLRC Regional Arbitration Branch, as appropriate. The requesting party may then file the proper motion for execution.

How to follow up an NLRC case

Keep the full docket number shown on the complaint, summons, order or receipt. Then:

Use the case-status inquiry available through the official NLRC website, where available.
Contact or visit the Records and Docket Unit of the Regional Arbitration Branch where the case was filed.
Contact the office of the assigned Labor Arbiter if the branch directs you there.
Use the official NLRC contact page for current branch and central-office details.

The NLRC central contact page lists info@nlrc.dole.gov.ph, (02) 8781-7877, and official mobile numbers, but branch-level inquiries are usually more useful once a case has been assigned.

Ask for the status of a particular procedural event:

Has summons been served on every respondent?
What are the mandatory-conference dates?
Has an order to submit position papers been issued?
Were the parties’ papers received?
Has the case been submitted for decision?
Has a decision been released and served?
Was an appeal filed and transmitted?
Has a certificate of finality or writ of execution been issued?

Record the date, office, staff member and answer for each follow-up. Obtain stamped receiving copies of written requests.

A phone call, email or case-status entry does not extend a filing or appeal deadline. The controlling date is usually the legally effective date of receipt or service, not the date you happened to learn of the document through an informal follow-up.

Immediately file written notice of any change in address, email, telephone number, counsel or authorized representative, and furnish the other party a copy. If represented, service on counsel may control the running of a deadline.

Critical appeal and post-decision periods

A Labor Arbiter’s decision generally becomes final unless appealed to the Commission within ten calendar days from receipt. A DOLE Regional Director’s Article 129 decision is generally appealable within five calendar days from receipt. If the last day falls on a Saturday, Sunday or holiday, the deadline moves to the next working day. An extension to perfect the appeal is not allowed.

An appeal requires a verified memorandum, proof of service, payment of the applicable fees and compliance with the other requirements in Rule VI. If an employer appeals a monetary award, an appeal bond equivalent to the monetary award—excluding damages and attorney’s fees under the general 2025 rule—is ordinarily required. Special rules may govern seafarer cases.

A motion for reconsideration is not the remedy against a Labor Arbiter’s decision; the remedy is an appeal. For a decision or resolution of an NLRC Division, only one motion for reconsideration from the same party is allowed, based on palpable or patent errors, and it must be filed within ten calendar days from receipt with proof of service.

If judicial review may be necessary, consult a lawyer immediately. Court review uses different, highly technical requirements and deadlines.

An order of reinstatement is immediately executory even while an appeal is pending. For an unpaid final monetary award, ask about a certificate of finality and file the proper motion for issuance of a writ of execution. A favorable decision does not always result in automatic payment without execution proceedings.

Common mistakes to avoid

Waiting for internal promises while a claim approaches prescription.
Assuming an RFA automatically becomes a formal NLRC complaint.
Filing with the wrong agency or branch without checking the relief requested.
Naming only a supervisor instead of the employer or other proper respondent.
Omitting the agency or principal in a contracting arrangement.
Filing duplicate RFAs or complaints without disclosing the earlier filing.
Leaving claims out of the complaint and attempting to add them only in the position paper.
Submitting totals without a date-by-date computation.
Missing either of the two mandatory-conference settings.
Failing to file the verified position paper and supporting evidence on time.
Ignoring registered mail, courier notices or communications sent to counsel.
Signing a quitclaim before receiving full payment.
Recording a confidential SEnA conference.
Paying a fixer or allowing an unauthorized non-lawyer to handle the case.
Treating an online status label such as “disposed” as a substitute for obtaining the actual decision, proof of service and information on finality.

When legal help is urgent

Seek prompt help from a labor lawyer, union counsel, qualified legal-aid office or the Public Attorney’s Office, subject to its eligibility and case requirements, when:

A one-, three- or four-year prescriptive period is close.
A five- or ten-day appeal or reconsideration period is running.
You received a decision, summons, position-paper order or writ that you do not understand.
The case involves many workers, a union, a strike or lockout.
The employer is closing, transferring or disposing of assets.
The dispute involves several contractors, corporate entities or foreign respondents.
You are being asked to sign a settlement, resignation or broad quitclaim.
There is workplace violence, retaliation, child labor, trafficking or an imminent safety danger.
A final decision or settlement remains unpaid and execution is necessary.

For imminent danger or a serious occupational-safety issue, report directly to the DOLE Regional Office instead of waiting for ordinary SEnA conferences. Call emergency or law-enforcement services when there is an immediate threat to life or physical safety.

Frequently asked questions

Can I go straight to the NLRC?

Generally, an employment dispute must first undergo SEnA. The Labor Arbiter ordinarily entertains an endorsed or referred case. Separate procedures apply to matters expressly excluded from mandatory SEnA, such as actual strikes or lockouts, CBA grievance issues, certain permit and licensing violations, imminent occupational-safety dangers, social-security claims and union disputes.

Can I file while I am still employed?

Yes. An RFA may concern an ongoing employment relationship. DOLE inspection and compliance proceedings may also be particularly relevant to current labor-standards violations while employment continues.

Can I file without a written employment contract or payslip?

Yes. The absence of one document does not automatically defeat a claim. Employment and hours worked may be shown through IDs, work instructions, attendance records, salary transfers, messages, witnesses and other credible evidence. The result remains dependent on the complete facts and records.

Do I need a lawyer?

A lawyer is not required to file an RFA, and lawyers are generally not encouraged in SEnA conferences unless appearing in a permitted representative capacity. NLRC proceedings are non-litigious and a party may appear without counsel, but legal assistance is valuable for complex evidence, prescription, appeals, multiple respondents or substantial claims.

What if the employer ignores the SEnA notices?

No default judgment is issued in SEnA because the officer does not adjudicate the merits. After two consecutive non-appearances despite due notice, ask for a referral to the office with jurisdiction.

What if the employer ignores the NLRC summons?

If properly served, the case may continue under the NLRC Rules. A respondent’s failure to attend the second mandatory conference may waive the right to file a position paper, but the complainant must still present sufficient evidence.

How long should SEnA take?

The mandatory conciliation-mediation period is 30 calendar days beginning with the initial conference at which both parties appear. By mutual agreement, it may be extended for no more than 15 calendar days when settlement remains possible. Earlier referral may be appropriate when the rules or Republic Act No. 10396 allow it.

Is a SEnA settlement enforceable?

Yes. A written settlement signed by the parties and attested by the SEnA Desk Officer is final and immediately executory, subject to the exception for terms contrary to law, morals, public order or public policy. Report non-compliance to the officer and request the appropriate enforcement referral.

Can a kasambahay, gig worker or OFW use SEnA?

Kasambahays and overseas workers are expressly accepted. Requests involving platform, flexible, gig or other non-standard arrangements may also be accepted for conciliation, technical assistance or referral. The correct adjudicating body may depend on whether an employer-employee relationship is established and whether a special law applies. Overseas workers may also have remedies through the Department of Migrant Workers.

Can I file anonymously?

Under the current SEnA Rules, an anonymous report involving alleged labor-standards or occupational-safety violations may be treated as a request for technical assistance and, when appropriate, referred for inspection. Providing usable contact and workplace information makes validation easier.

Official references

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, entitlement, computation and deadlines may depend on the documents, dates, employment status, type of worker and relief requested. Official sources and procedures were checked as of July 31, 2026.