Quick answer

Start by filing a Request for Assistance (RFA) under the Single Entry Approach or SEnA. This is generally the mandatory first step before DOLE or an NLRC Labor Arbiter will formally act on a private-sector labor dispute. You may file online through [DOLE’s Assistance for Request Management System](https

Quick answer

Start with a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. You may file online through DOLE’s Assistance for Request Management System or onsite at a Single Entry Assistance Desk of a DOLE regional, provincial, field or satellite office, an NCMB office, or an NLRC Regional Arbitration Branch.

SEnA is generally a mandatory conciliation-mediation step before a formal labor case. If the dispute is not settled, ask the Single Entry Assistance Desk Officer, or SEADO, for a written referral to the office with jurisdiction:

DOLE generally handles labor-standards inspection and enforcement while employment still exists, such as minimum-wage, overtime, holiday-pay and workplace-safety violations.
An NLRC Labor Arbiter generally handles illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, and most larger money claims.
Some disputes belong elsewhere—for example, CBA grievances ordinarily go through grievance machinery and voluntary arbitration, strike or lockout matters go to the NCMB, and benefit claims under social-security laws go to the appropriate benefit agency.

Do not choose a forum solely from this summary. Jurisdiction can depend on whether employment continues, whether reinstatement or damages are claimed, the amount and nature of the claim, and the documents needed to decide it. The SEADO should identify the proper referral.

The usual route

Gather the employer’s correct legal name, business address, contact details and your employment records.
File a SEnA RFA.
Attend the conciliation-mediation conferences and explore a voluntary settlement.
If settlement fails or only some issues are settled, obtain a referral for the unresolved issues.
File the formal complaint with the DOLE office or NLRC Regional Arbitration Branch named in the referral.
Track notices, attend every setting and submit all required evidence on time.
After a settlement or decision, monitor compliance and request execution if payment, reinstatement or another obligation is not performed.

The legal basis for mandatory conciliation-mediation is Republic Act No. 10396. The Supreme Court has confirmed that it is ordinarily a condition precedent to an NLRC complaint, subject to the statutory and regulatory exceptions: G.R. No. 243139, April 3, 2024.

Should the complaint go to DOLE or the NLRC?

Nature of the problem	Usual forum after SEnA
Minimum wage, overtime, holiday pay, premium pay, service incentive leave, 13th-month pay or another labor-standard violation while employment continues and the matter can be verified through inspection	DOLE Regional Office under its visitorial and enforcement authority
Simple recovery of wages or benefits, without reinstatement, where each employee’s aggregate claim does not exceed ₱5,000	DOLE Regional Director under Article 129
Illegal or constructive dismissal, reinstatement, or a termination dispute	NLRC Labor Arbiter
Unfair labor practice	NLRC Labor Arbiter
Actual, moral or exemplary damages arising from employment	NLRC Labor Arbiter
Other employment-related money claims exceeding ₱5,000	Generally an NLRC Labor Arbiter, subject to DOLE’s separate inspection and enforcement authority
CBA interpretation, implementation, or enforcement of company personnel policies covered by a CBA procedure	Grievance machinery and, if unresolved, voluntary arbitration
Actual or threatened strike or lockout, notice of strike or lockout, or preventive mediation	NCMB
SSS, employees’ compensation or similar statutory benefit entitlement	The agency designated by the applicable benefit law
Government employment	Usually the Civil Service Commission or another public-sector forum, not the NLRC

The ₱5,000 limit in Article 129 does not cap DOLE’s separate visitorial and enforcement power under Article 128. When an employer-employee relationship still exists, DOLE may issue compliance orders for inspectable labor-standard violations regardless of the amount, subject to the conditions in the law. The Supreme Court discusses this distinction in People’s Broadcasting Service v. Secretary of Labor. The relevant jurisdictional provisions appear in Articles 128, 129 and 224 of the Labor Code.

A case involving several issues can be divided or referred differently. For example, a dismissed worker seeking reinstatement, unpaid wages and damages will ordinarily proceed before a Labor Arbiter, while an existing employee’s inspectable minimum-wage complaint may be routed to DOLE.

How to file a SEnA Request for Assistance

Online filing

Use DOLE ARMS. Select the appropriate requesting-party category and provide accurate information about:

Your identity and contact details
The employer’s correct name and address
Your position, employment dates and wage rate
Each issue for which you seek assistance
The relief requested, such as payment, reinstatement, a certificate of employment or correction of a workplace violation

Save the confirmation, reference number and a copy or screenshot of the information submitted. Online filing begins the intake process; cooperate promptly when the office contacts you for an interview or validation.

Onsite filing

You may file at a SEAdesk of:

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 employer’s principal place of business, or—where applicable—at the place of operation of the union, federation chapter or workers’ association. Offices may coordinate across regions when the most convenient desk is outside the area where the employer principally operates.

An immediate family member or authorized representative may file when the requesting party is absent or incapacitated, but a Special Power of Attorney and supporting documents may be required. Heirs may file for a deceased worker upon presenting the required proof of death and relationship.

What happens after filing

The SEADO interviews the requesting party, validates the issues and determines whether they are proper for conciliation-mediation. If they are, the RFA receives a docket or reference number and is assigned for conference. If not, the officer should provide technical assistance or refer the matter to the proper agency.

The current rules generally call for the initial conference within five calendar days, or the earliest available date not later than ten days, from assignment to the SEADO. The 30-day mandatory conciliation-mediation period begins when both parties appear at the initial conference, not necessarily on the date the RFA was submitted. If settlement remains realistically possible, the parties may mutually agree to an extension of up to 15 calendar days.

Either or both parties may request pre-termination and referral of unresolved issues as permitted by Republic Act No. 10396 and the applicable SEnA rules. Referral may also be appropriate when the responding party misses two consecutive conferences despite notice, the period expires without settlement, only some issues are settled, or a settlement is not performed.

Preparing for the SEnA conference

Bring an organized chronology and a simple computation of what you are claiming. Separate undisputed amounts from contested amounts.

Useful records may include:

Employment contract, appointment letter or job offer
Company ID, personnel forms and job description
Payslips, payroll records and bank statements showing salary deposits
Daily time records, biometric logs, schedules, trip tickets or work assignments
Overtime instructions and proof that overtime work was performed or permitted
Notices to explain, disciplinary memoranda and written responses
Termination, redundancy, retrenchment or closure notices
Resignation letters and evidence concerning how or why they were signed
Performance evaluations, commendations and attendance records
Emails, text messages and workplace-chat messages
Company policies, handbook provisions and applicable CBA
Final-pay computation, clearance documents and written demands
Contribution records from SSS, PhilHealth or Pag-IBIG
Medical or incident records relevant to the claim
The legal names and addresses of the employer, contractor, agency and principal
Names of witnesses and short signed affidavits, if already available

Preserve original files and their metadata. Export important messages before losing access to a company account or device. Do not alter screenshots, fabricate attendance records or take confidential company files that you are not entitled to access.

SEnA discussions are confidential and privileged under the current rules. Recording the proceedings with a voice, video or electronic recorder is generally prohibited. Keep copies of official notices and signed agreements instead.

Evaluating a proposed settlement

A settlement should clearly identify:

Every issue being settled
The exact amount, if money is involved
Whether payment is lump-sum or by instalments
Each instalment amount and due date
The method and place of payment
Any reinstatement, certificate, clearance or other action required
Which claims are released and which remain unresolved
What happens if a party fails to comply

Read every waiver and quitclaim carefully. Do not sign a document stating that you have received full payment if payment has not actually been completed. Under the current SEnA rules, a waiver and quitclaim tied to a settlement should be issued only after full compliance.

A settlement signed by the parties and attested by the SEADO is final and immediately executory unless legally defective. If it is breached, report the default to the same SEADO. The officer should call the parties to pursue voluntary compliance and, if default continues, issue a referral to the appropriate DOLE Regional Office or NLRC Regional Arbitration Branch for execution.

Filing the formal NLRC complaint

An RFA filed through DOLE ARMS is not automatically the same as a formal NLRC complaint. After an unsuccessful SEnA process, bring the referral to the proper NLRC Regional Arbitration Branch.

Under the 2025 NLRC Rules of Procedure, a Labor Arbiter case may generally be filed in the branch with jurisdiction over either:

The complainant’s workplace; or
The complainant’s residence, at the complainant’s option.

For this purpose, “workplace” can include the place where a mobile worker receives instructions or wages and reports results, as well as an alternative workplace used in telecommuting or a similar arrangement. An OFW case may be filed where the complainant resides or where any respondent’s principal office is situated.

The current NLRC Citizen’s Charter lists these basic filing requirements:

One copy of the SEnA referral
A valid government-issued ID
A duly accomplished complaint form supplied by the NLRC Complaint Unit

Personal appearance is generally required. If appearance is impossible because of illness, absence from the country or another recognized circumstance, ask the particular branch in advance about its requirements. These may include a Special Power of Attorney and a government medical certificate, travel document, death certificate or proof of relationship.

The complaint must state the full names and addresses of all complainants and respondents, include all causes of action arising from the same employment relationship, and be signed by every complainant. It must include verification and certification against forum shopping. The NLRC administers the oath during its filing process. Filing the complaint is listed as free in the Citizen’s Charter.

A lawyer is not required to file or represent yourself before the Labor Arbiter, although legal help is valuable in dismissal, jurisdiction, contractor, corporate-liability, OFW and prescription disputes.

What happens before the Labor Arbiter

After the complaint is assigned, the Labor Arbiter issues summons identifying two settings for mandatory conciliation-mediation conferences.

If settlement is unsuccessful, the conference is also used to identify the proper parties, complete or amend the complaint, simplify the issues and establish agreed facts. A complaint may generally be amended before position papers are filed; later amendments require permission.

The Labor Arbiter then sets a date—within ten calendar days after termination of the mandatory conference—for simultaneous filing of verified position papers. A position paper should contain the complete factual and legal case, with all supporting documents and witness affidavits. A reply may be allowed within ten calendar days from receipt of the opposing position paper on the schedule fixed by the Labor Arbiter.

Do not expect a full courtroom trial. NLRC proceedings are principally paper-based. A hearing or clarificatory conference is held only when the Labor Arbiter considers it necessary.

Missing a conference or filing

A complainant’s failure to appear at both conference settings despite notice is a ground to dismiss the case without prejudice. If a second complaint involving the same cause is again dismissed because of unjustified nonappearance, the dismissal may be with prejudice.

Failure to submit a position paper can also result in dismissal. If the respondent misses both conferences despite proper summons, the respondent may be deemed to have waived the right to file a position paper—but the complainant must still prove the case with substantial evidence.

How to follow up a SEnA request

Use the Check RFA Status function on DOLE ARMS and enter the reference number.

If the status is unclear:

Contact the SEAdesk or SEADO identified in the notice.
Give the complete RFA reference number, parties’ names and date filed.
Confirm the next conference date and whether notice was successfully served on the employer.
Ask when both parties first appeared, because that date ordinarily starts the 30-day period.
If settlement is no longer realistic or the employer has missed two conferences, request the appropriate written referral.
Keep a dated record of calls, emails and in-person visits.

DOLE’s general hotline is 1349, but a hotline inquiry does not replace a filing, conference appearance, position paper, appeal or other deadline.

How to follow up an NLRC case

Use the NLRC case docket number, not only the SEnA reference number.

Record the assigned Labor Arbiter, Regional Arbitration Branch and scheduled settings.
Monitor the official contact information you gave the NLRC, including email, mail and courier deliveries.
Notify the branch and the opposing party promptly and in writing of any address or representation change.
Contact the assigned Labor Arbiter’s office or the branch docket unit for the latest recorded action.
Use the NLRC’s electronic case-status facility when available through the official NLRC website.
Ask for a copy of any order or decision you have not received, and document the date and manner of receipt.
If submitting a pleading by registered mail or authorized courier, preserve the receipt and proof of service on the other party.
Do not open a duplicate complaint merely because the first case appears inactive. Submit a written status request using the existing docket number.

Service on counsel or an authorized representative can trigger a deadline. A party who changes address without notifying the NLRC risks missing notices while the case continues.

Deadlines that require special care

The limitation period depends on the cause of action:

Labor Code money claims generally must be filed within three years from accrual.
An illegal-dismissal action generally prescribes in four years from dismissal as an action for injury to rights. The Supreme Court explains the distinction in Arriola v. Pilipino Star Ngayon, G.R. No. 175689, August 13, 2014.
Unfair-labor-practice claims generally must be filed within one year from accrual.
A shorter or different period may apply under a special statute, an OFW employment contract or the specific nature of the claim.

Do not assume that negotiations, an internal grievance, a demand letter or an RFA will safely preserve every claim. If a limitation period is close, tell the SEADO immediately, request urgent referral and obtain legal advice.

After a Labor Arbiter’s decision, an appeal to the NLRC Commission must be perfected within ten calendar days from receipt. No extension is allowed. It must be filed with the Regional Arbitration Branch of origin and comply with all requirements; a notice of appeal alone is insufficient. An employer appealing a monetary award must also post the required appeal bond.

A DOLE Regional Director’s decision under Article 129 has a five-calendar-day appeal period. Orders issued through DOLE’s Article 128 inspection and enforcement process follow a different administrative-review route, so check the order itself immediately.

If reinstatement is ordered by a Labor Arbiter, that aspect is immediately executory even while an appeal is pending. A final NLRC judgment may be executed on motion within five years from finality.

Common mistakes to avoid

Filing only an anonymous social-media post or hotline report and assuming a case has been opened
Confusing an online SEnA RFA with a formal NLRC complaint
Naming a trade name instead of the correct corporation, owner, contractor or agency
Omitting the employer’s usable service address
Leaving claims out of the complaint and trying to add them only in the position paper
Missing either of the two conference settings
Arriving without a clear computation or supporting records
Signing a broad quitclaim before receiving the promised payment
Relying on verbal promises to reset a hearing
Ignoring registered mail or courier notices
Sending pleadings without proof of service on the other party
Waiting for internal clearance, HR review or negotiations until the claim prescribes
Assuming that the NLRC will prove the case or obtain every missing document
Paying a fixer for a service that the official process provides without a filing fee

When legal help is urgent

Seek help immediately if:

A three-year, four-year, one-year or special contractual deadline is near
You have just received a Labor Arbiter decision or DOLE Regional Director order
The employer disputes that you were an employee
Several contractors, agencies, officers or related corporations may be liable
You were asked to sign a settlement, waiver or quitclaim you do not understand
The case involves large claims, reinstatement, union rights, an OFW contract or employer insolvency
The employer is closing, transferring assets or concealing its address
There are threats, coercion, retaliation or possible criminal conduct
A settlement or final judgment remains unpaid
A workplace condition presents imminent danger, a dangerous occurrence or disabling injury

Imminent occupational-safety danger is an exception to ordinary SEnA processing. Report it directly and urgently to the appropriate DOLE office; contact emergency services when life or physical safety is immediately at risk.

Possible sources of assistance include a legitimate union, the Public Attorney’s Office subject to its eligibility and mandate, an IBP legal-aid office, a law-school legal-aid clinic or a private labor lawyer.

FAQ

Can I file even if I resigned?

Yes. Resignation does not erase unpaid wages or other accrued claims. If the resignation was allegedly forced or made under intolerable circumstances, the issue may be constructive dismissal, but that conclusion depends on evidence.

Can a current employee complain without first resigning?

Yes. Resignation is not required to report unpaid statutory benefits, unsafe conditions or other labor-standard violations. Retaliatory acts should be documented and reported promptly.

What if the employer does not attend SEnA?

If the responding party misses two consecutive scheduled conferences despite due notice, the SEADO may issue a referral to the proper office. The employer’s absence does not automatically prove the claim.

What if only part of the dispute is settled?

The written agreement should identify the settled issues. The SEADO may refer the remaining issues to the agency with jurisdiction.

Can I file the formal NLRC complaint entirely online?

DOLE ARMS provides online filing for the SEnA RFA. The current NLRC Citizen’s Charter describes personal filing of the formal complaint and generally requires personal appearance. Confirm any newer electronic option directly with the proper Regional Arbitration Branch before relying on it.

How long should an NLRC case take?

The 2025 Rules direct the Labor Arbiter to decide within 30 calendar days after the case is submitted for decision, not within 30 days from filing. Time spent on service of summons, conferences, position papers, replies and any clarificatory proceedings comes first.

What if the employer ignores a signed SEnA settlement?

Report the default to the handling SEADO. After efforts to obtain voluntary compliance, the SEADO may refer the matter to the DOLE Regional Office or NLRC Regional Arbitration Branch so the requesting party can seek execution.

Is there a fee to file?

The current NLRC Citizen’s Charter lists no fee for filing a formal employee complaint. SEnA is also intended to be an inexpensive assistance process. Appeals, certified copies and other later transactions may have separate lawful fees.

Official references

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, deadlines and remedies can change according to the facts, documents, applicable special laws and later issuances. Official sources were checked as of JULY 29, 2026.