Quick answer

For most private-sector labor disputes, start by filing a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. You may file online through DOLE ARMS or personally 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 conciliation-mediation, not yet a formal lawsuit. If the dispute is not settled, obtain the written referral and file with the office that has legal jurisdiction:

DOLE Regional Office for labor-standards enforcement, inspection-based compliance, and certain simple money claims.
NLRC Regional Arbitration Branch for illegal dismissal, reinstatement, unfair labor practice, employment-related damages, and other claims within a Labor Arbiter’s jurisdiction.

Urgent occupational-safety cases, actual or threatened strikes or lockouts, CBA grievances, social-security claims, and several licensing or union disputes follow different procedures and may be exempt from SEnA. The current rules are in DOLE Department Order No. 249, Series of 2025, issued under Republic Act No. 10396.

DOLE or NLRC: where should the case go?

Main issue	Usual route
Illegal or constructive dismissal; demand for reinstatement	SEnA, then the NLRC Labor Arbiter
Unfair labor practice	SEnA, then the NLRC Labor Arbiter
Damages arising from employment	SEnA, then the NLRC Labor Arbiter
Other employment-related money claim exceeding ₱5,000 per employee	SEnA, then the NLRC Labor Arbiter
Money claim of ₱5,000 or less per employee, with no reinstatement claim	DOLE Regional Director under the summary procedure in Article 129 of the Labor Code
Continuing employment plus violations of minimum wage, overtime, holiday pay, recordkeeping, or other labor standards	DOLE may use its inspection and compliance powers under Article 128; this authority can apply regardless of the amount when its statutory conditions are met
CBA interpretation, company-policy grievance, or matter assigned to grievance machinery	Grievance machinery, then voluntary arbitration when applicable
Actual strike or lockout, notice of strike or lockout, or preventive mediation	NCMB—not ordinary SEnA
Imminent danger, dangerous occurrence, disabling injury, or lack or inadequacy of protective equipment	Report directly to DOLE for occupational-safety action
SSS, PhilHealth, Pag-IBIG, or employees’ compensation claim	The agency or procedure governing that benefit
Government employment	Usually the employing agency and Civil Service system; jurisdiction may depend on the appointment and the government entity’s charter

The distinction between an Article 128 inspection case and an individual adjudicated money claim can be technical. The Supreme Court has recognized DOLE’s authority to order labor-standards compliance following inspection when an employer-employee relationship exists, even when the monetary consequences exceed ₱5,000. By contrast, Article 129’s summary money-claim jurisdiction remains limited to claims not exceeding ₱5,000 per employee and containing no reinstatement demand. See the Labor Code and the Supreme Court’s discussion in People’s Broadcasting Service v. Secretary of Labor.

If the proper route is uncertain, describe every issue accurately in the RFA and ask the SEnA officer to identify the office with jurisdiction. Do not reduce or relabel a claim merely to place it before a preferred office.

Step 1: prepare before filing

Write a short factual chronology containing:

Your hiring date, position, work location, employer, agency or contractor, and agreed salary.
The dates and details of each violation.
What you asked the employer to do and how it responded.
The amount claimed, with a simple computation where possible.
Whether you remain employed, resigned, were dismissed, or were prevented from working.
The exact relief sought—payment, reinstatement, correction of records, issuance of documents, or another specific action.

Identify the employer correctly. Include its registered or complete business name, workplace address, principal-office address, and available contact details. In contracting arrangements, identify both the agency or contractor and the principal company. For overseas employment, identify the local recruitment or manning agency and foreign employer or principal.

Bring or retain copies of:

A valid government-issued ID.
Employment contract, job offer, appointment paper, or company ID.
Payslips, payroll records, bank-credit records, and remittance records.
Daily time records, schedules, attendance logs, or screenshots from legitimate work systems.
Notices to explain, preventive-suspension notices, decisions, termination notices, resignation letters, and clearance documents.
Emails, text messages, chats, work instructions, and HR correspondence.
Company handbook, relevant policy, or CBA provisions.
SSS, PhilHealth, and Pag-IBIG contribution histories, if relevant.
Medical or incident records for health and safety issues.
Your written computation and proof supporting each amount.
Names and contact details of potential witnesses.

Preserve original files and complete conversation threads. Export electronic messages with dates and participants visible. Do not crop out necessary context, alter documents, access accounts without authority, or coach witnesses.

Step 2: file the SEnA Request for Assistance

Who may file

An aggrieved worker—including a kasambahay or a worker who has worked overseas—a group of workers, union, workers’ association, or federation may file. The official online system also provides an employer category.

If the affected person is absent or incapacitated, an immediate family member or authorized representative generally needs a Special Power of Attorney. A corporation or juridical entity must present the appropriate authority, such as an SPA, board resolution, or secretary’s certificate. For a deceased worker, the current rules require proof of death and relationship.

Where and how to file

You may file:

Online: through DOLE ARMS.
Personally: at the SEnA desk of a DOLE Regional, Provincial, Field, or Satellite Office; an NCMB central or regional office; or an NLRC Regional Arbitration Branch.

Under the revised SEnA rules, personal filing may be made at the appropriate desk nearest the requesting party’s residence, the union or association’s place of operation, or the employer’s principal place of business. Offices may coordinate across regions when the most convenient desk is outside the region where the employer principally operates.

For office locations, use the DOLE regional-office directory or the NLRC contact page.

What to keep after filing

Save or request:

The RFA or docket number.
A copy or screenshot of the submitted RFA.
The office and SEnA officer handling it.
The filing and assignment dates.
The conference notice.
Proof of every document submitted.
The email address and mobile number registered in the system.

There is no filing fee for an RFA. Do not pay an unofficial intermediary to “expedite” it.

What happens during SEnA

For an onsite filing, the initial-conference date should be set on the filing day. For an online filing, it should be set within two days from assignment to the SEnA officer. The initial conference should be held within five calendar days or on the earliest available date, but not later than ten days from assignment.

The 30-day mandatory conciliation-mediation period begins when the initial conference at which both parties appear is conducted. It may be extended only by mutual agreement when settlement remains possible, and the extension cannot exceed 15 calendar days.

If the responding party fails to appear at two consecutive scheduled conferences despite due notice, the officer may issue a referral. Either party may also request pre-termination and referral when settlement cannot be reached, although the referral must still identify the office with jurisdiction.

SEnA is confidential. Statements exchanged during conciliation generally cannot be used as evidence in later arbitration without a waiver of confidentiality. The current rules also prohibit the parties from using voice, video, or electronic recording devices during the conference.

Before signing a settlement

Confirm that the written agreement:

Uses a language or dialect you understand.
Lists every issue being settled.
States the exact amount and method of payment.
Gives specific due dates for each installment.
States whether reinstatement, document issuance, or another action is required.
Does not contain a broader waiver than the settlement justifies.
Provides that a quitclaim will be issued only after full compliance, where appropriate.

A SEnA settlement attested by the SEnA officer is final and immediately executory unless it is contrary to law, morals, public order, or public policy. If the other party defaults, report the breach immediately to the handling officer. After efforts to secure voluntary compliance fail, obtain a referral and file the proper motion for execution with the DOLE Regional Office or NLRC Regional Arbitration Branch, as applicable.

Step 3: file the formal NLRC complaint when referred there

DOLE ARMS files the SEnA RFA; it does not by itself file the formal NLRC complaint.

Under the 2025 NLRC Rules of Procedure, a complaint may be filed in the Regional Arbitration Branch covering either:

The complainant’s workplace, broadly including certain field, mobile, and telecommuting workplaces; or
The complainant’s residence.

For OFW cases, venue may generally be based on the complainant’s residence or the principal office of any respondent.

Bring:

The SEnA referral.
A valid government-issued ID.
The completed NLRC complaint form.
The correct names and addresses of all parties.
Supporting documents available at filing.

All complainants must sign the complaint. They must execute the required verification and certification against forum shopping. Causes of action arising from the same employment relationship should be included together. The complaint may generally be amended before position papers are filed; amendment afterward requires permission.

Personal filing is generally required by the NLRC Citizen’s Charter. If personal appearance is impossible because of death, a medical condition, or the complainant’s presence abroad, submit the required SPA and supporting death, government medical, or travel documents. Confirm the exact checklist with the Regional Arbitration Branch before sending a representative.

There is no fee for filing the NLRC complaint. Assistance in filling out the official form should also be free.

What happens after an NLRC complaint is filed

The current rules provide the following framework:

Assignment and summons. The case is raffled to a Labor Arbiter. Summons should be issued within two working days from receipt of the complaint or amended complaint. It will state two settings for mandatory conciliation and mediation.
Mandatory conferences. The Labor Arbiter first tries to settle the case. Unless justified, this stage should end within 30 calendar days from the first conference.
Position papers. If no settlement is reached, the parties are directed to file verified position papers, supporting documents, and witness affidavits on a date within ten calendar days from termination of the mandatory conference.
Replies. A party may file a reply within ten calendar days from receipt of the adverse party’s position paper, on the date set by the Labor Arbiter.
Clarificatory proceedings, if needed. The Labor Arbiter decides whether a hearing or clarificatory conference is necessary. Many cases are decided from position papers, affidavits, and documents.
Decision. The Labor Arbiter must render a decision within 30 calendar days after the case is submitted for decision. Special statutory periods apply to certain OFW cases.

Treat the position paper as the main presentation of your case. Include all relevant documents and witness affidavits then; do not assume there will be a full courtroom-style trial later.

Missing a conference has serious consequences

If the complainant fails to appear at both mandatory-conference settings despite due notice, the case may be dismissed without prejudice. A second dismissal for the same unjustified nonappearance may be with prejudice.

If the respondent misses both settings despite proper service, the respondent may be considered to have waived the right to file a position paper. The complainant must still prove the case with competent evidence.

A motion to reopen a case dismissed without prejudice should be filed within ten calendar days from receipt of the dismissal order; otherwise, the usual remedy is to refile, subject to prescription.

How to follow up properly

For a SEnA RFA

Contact the specific SEnA desk or officer handling the RFA. Give:

The RFA number.
Names of the parties.
Filing date.
Registered mobile number and email.
Date of the last conference or notice.

For online filings, check the email account and mobile number used in DOLE ARMS, including spam folders. Ask whether the RFA has been assigned, whether notice was successfully sent to the employer, and when the next conference is scheduled.

If the employer has already missed two properly notified conferences, or settlement is clearly no longer possible, ask in writing whether the referral can be issued. Keep a copy of the request.

You may also call DOLE Hotline 1349 during its posted service hours, but the handling office remains the best source of case-specific status.

For an NLRC case

Follow up with:

The Records and Docket Unit or Complaint Unit for docketing and assignment.
The assigned Labor Arbiter’s office for settings, orders, and submission dates.
The appropriate NLRC Regional Arbitration Branch using the official directory.

Always provide the full NLRC case number. Ask specifically whether:

Summons was issued and successfully served.
The case has been assigned to a Labor Arbiter.
An order, notice, or decision has been released.
The case is already submitted for decision.
A decision has become final or an appeal has been filed.

Update any change in postal address, email, telephone number, counsel, or authorized representative through a written filing, with a copy furnished to the other party. Telephone follow-up does not extend a filing deadline.

For pleadings after the complaint, the 2025 Rules recognize personal filing, registered mail, and courier service authorized by the Commission. Keep the receiving stamp, registry receipt, courier receipt, and proof that the opposing party was served. Do not assume an ordinary email counts as valid filing.

Deadlines that must not be missed

Matter	General period
Money claims arising from employment	Three years from accrual
Unfair labor practice	One year from accrual
Illegal dismissal	Ordinarily four years from accrual as an action based on injury to rights
Appeal from a Labor Arbiter’s decision to the NLRC Commission	Ten calendar days from receipt
Motion for reconsideration of an NLRC Commission decision	Ten calendar days from receipt; only one, and only for palpable or patent errors
Rule 65 petition challenging an NLRC Commission disposition	Generally 60 days from notice of the denial of the timely motion for reconsideration

Different statutes, contracts, or causes of action may impose different deadlines. A case containing several claims may therefore have more than one prescriptive period.

The Supreme Court has treated an RFA filing as the institution of a claim for prescription purposes when SEnA was a prerequisite to the Labor Arbiter complaint. See Zonio v. 88 Aces Maritime Services, Inc.. Do not use that ruling as a reason to wait until the last day: questions about accrual, coverage, an incomplete filing, or a special statutory deadline can still defeat a claim.

A Labor Arbiter’s decision cannot be reconsidered through an ordinary motion for reconsideration. The remedy is an appeal within ten calendar days. If the final day falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day. No extension to perfect the appeal is allowed.

An appeal must be filed with the Regional Arbitration Branch of origin and must comply with all formal requirements. An employer appealing a monetary award must generally post the required cash or accredited surety bond. Seek legal help immediately upon receiving an adverse decision.

Judicial review of an NLRC Commission decision is ordinarily through a Rule 65 petition for certiorari in the Court of Appeals, not an ordinary appeal. A timely motion for reconsideration before the Commission is generally required first. See St. Martin Funeral Home v. NLRC and Rule 65 of the Rules of Court.

Common mistakes to avoid

Treating an online RFA as the formal NLRC complaint.
Filing against only a brand name instead of the correct legal entity.
Omitting the contractor, principal, recruitment agency, or other potentially responsible party.
Giving an incomplete or obsolete employer address, causing failed service.
Leaving related claims out of the complaint or position paper.
Submitting totals without showing how they were computed.
Depending only on screenshots when original files or complete records exist.
Missing a conference because no one checked registered mail, email, or the address on record.
Filing a prohibited motion instead of the correct appeal.
Assuming a verbal settlement is enough.
Signing a quitclaim before receiving full payment.
Accepting installments without exact amounts and due dates in the written agreement.
Secretly recording a SEnA conference.
Waiting for the employer to release records before taking action.
Relying on calls or informal messages instead of obtaining stamped or trackable proof of filing.

When help is urgent

Seek immediate assistance if:

A ten-day appeal or reconsideration period is already running.
A claim may be close to its prescriptive deadline.
You received a dismissal notice but the stated facts are disputed.
You were pressured to sign a resignation, waiver, quitclaim, or settlement you do not understand.
The employer is closing, transferring assets, or becoming insolvent.
The case involves several companies, a contractor-principal arrangement, corporate officers, or disputed employment status.
There is an actual strike, lockout, or notice of strike or lockout.
A workplace condition presents imminent danger, a dangerous occurrence, disabling injury, or inadequate protective equipment.
You are an OFW or seafarer facing contract-specific medical, reporting, third-doctor, or filing requirements.
A decision, writ of execution, garnishment, or sheriff’s notice has been received.

For imminent workplace danger, contact the nearest DOLE Regional Office or Hotline 1349 promptly instead of waiting for ordinary SEnA proceedings.

Frequently asked questions

Do I need a lawyer to file?

No. A worker may personally file an RFA and an NLRC complaint, and the NLRC should assist with its official complaint form. A lawyer becomes particularly valuable for prescription issues, contested employment status, complex evidence, appeals, execution, OFW or seafarer claims, and Court of Appeals proceedings.

Can I file while still employed?

Yes. SEnA and DOLE labor-standards processes are not limited to former employees. Clearly state that employment continues because it may affect whether DOLE can exercise inspection and compliance powers.

What if the employer ignores SEnA notices?

Ask whether two consecutive conferences were properly scheduled and whether notice was successfully served. After two nonappearances despite due notice, request referral to the proper adjudicating or enforcement office.

What if only some issues are settled?

The written agreement should identify the settled issues precisely. Request referral for the unresolved issues. Do not sign language waiving unrelated claims unless that is knowingly and voluntarily part of the bargain.

Can I withdraw and file again later?

Possibly, but withdrawal does not erase prescription. Before withdrawing, confirm the remaining filing period and whether a later case could face procedural objections.

What if I do not know the exact amount owed?

File promptly and provide the best good-faith computation possible. State what records are unavailable and who controls them. Payroll, time, and employment records may later be required from the employer, but the worker should still preserve and present available proof.

Is an NLRC decision automatically suspended by a court petition?

No. A petition for certiorari does not by itself stay execution. A restraining order or injunction from the reviewing court is generally necessary.

Official sources

This article provides general legal information, not legal advice for a particular case. Jurisdiction, prescription, liability, and available remedies depend on the facts, documents, parties, and laws governing the employment. Official sources and procedures were checked as of JULY 29, 2026.