Quick answer

For most private-sector labor disputes, begin by filing a free Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file online through DOLE ARMS or in person at an appropriate DOLE, National Conciliation and Mediation Board (NCMB), or National Labor Relations Commission (NLRC) office.

SEnA is conciliation-mediation, not a trial. If the parties settle, insist on a complete written agreement and keep a signed copy. If the dispute remains unresolved, obtain the SEnA referral and file the formal complaint with the office that has legal jurisdiction—usually a DOLE Regional Office for certain labor-standards matters or an NLRC Regional Arbitration Branch for dismissal and larger employment claims.

DOLE and the NLRC are not interchangeable choices. The correct forum depends on the claim, the amount involved, whether reinstatement is requested, whether employment still exists, and whether a collective bargaining agreement or specialized law applies.

First determine where the case belongs

Concern	Usual route
Initial attempt to settle most labor and employment disputes	SEnA through DOLE, NCMB, or NLRC
Unpaid wages or benefits not exceeding ₱5,000 per employee, with no reinstatement claim	DOLE Regional Director or authorized hearing officer under Labor Code Article 129
Labor-standards violations discovered through inspection while an employer-employee relationship exists	DOLE inspection and enforcement under Article 128; the inspection power is not limited by the ₱5,000 threshold
Illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, or most employer-employee money claims exceeding ₱5,000	NLRC Labor Arbiter
Interpretation or implementation of a collective bargaining agreement or company personnel policy covered by a CBA	Grievance machinery, then voluntary arbitration
Strike or lockout matters	Specialized NCMB procedures
SSS, Employees’ Compensation, PhilHealth, Pag-IBIG, or similar statutory-benefit claims	The agency and appeal procedure designated by the applicable law
Government employment	Ordinarily the agency and Civil Service Commission process, subject to exceptions such as employment in certain government-owned corporations without an original charter

The jurisdictional rules appear in Articles 128, 129, and 217—now renumbered Article 224—of the Labor Code. The Supreme Court has confirmed that DOLE’s Article 128 inspection authority may cover labor-standards awards above ₱5,000 when the statutory conditions for inspection and enforcement are present. See G.R. No. 240144, February 3, 2021.

If classification is uncertain, describe all the facts in the RFA and ask the SEnA officer to identify the proper office. Acceptance of an RFA does not mean DOLE has already ruled that the employer violated the law.

Step 1: Prepare the facts and evidence

Write a short chronological account covering:

The employer’s complete legal or registered name, trade name, business address, worksite, and available HR or management contacts.
Your job title, hiring date, employment status, salary or wage rate, work schedule, and last day worked.
What happened, with dates and the names or positions of the people involved.
Each claim you are making—for example, unpaid salary, overtime, holiday pay, illegal deductions, final pay, separation pay, or illegal dismissal.
The specific remedy requested, such as payment, correction of records, reinstatement, or issuance of a certificate.
A simple computation showing the period covered, amounts due, amounts already paid, and remaining balance.

Preserve copies of:

Employment contracts, job offers, appointment or regularization papers, company IDs, and handbooks;
Payslips, payroll summaries, bank or e-wallet credits, and receipts;
Daily time records, biometric logs, schedules, attendance sheets, and overtime instructions;
Notices to explain, written replies, suspension or termination notices, performance evaluations, and disciplinary memoranda;
Emails, text messages, chat threads, work-platform records, and call logs;
Resignation letters, clearance documents, final-pay computations, quitclaims, and certificates of employment;
SSS, PhilHealth, Pag-IBIG, and tax records relevant to the issue; and
Names and contact details of possible witnesses.

Keep the original electronic files when possible. Do not crop away dates, sender information, or surrounding messages. Preserve—not unlawfully obtain—company records. Bring copies to conferences and retain your originals.

Step 2: File a SEnA Request for Assistance

Under Republic Act No. 10396, most labor and employment issues must undergo mandatory conciliation-mediation before the Labor Arbiter or appropriate DOLE office entertains the formal case. The current implementing rules are in DOLE Department Order No. 249, Series of 2025.

Online filing

Use DOLE ARMS. Enter accurate personal, employment, employer, and claim information. Save the confirmation page and reference number. The portal also provides a Check RFA Status function using the reference number.

Onsite filing

An RFA may be filed at:

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

The revised SEnA rules allow filing at the office nearest the requesting party’s residence. The RFA may be filed by an aggrieved worker, kasambahay, group of workers, union, workers’ association, federation, employer, or other qualified requesting party. An immediate family member acting for an absent or incapacitated person generally needs a Special Power of Attorney; legitimate heirs may act for a deceased requesting party subject to proof of death and relationship.

Filing an RFA is free. Ask for a received copy showing the reference number, date, assigned SEnA officer, and conference instructions.

What happens during SEnA

The initial conference should ordinarily be conducted within five calendar days—or at the earliest available date not exceeding ten days—from assignment of the RFA to a SEnA officer.

The 30-calendar-day conciliation-mediation period begins at the initial conference where both parties appear. The officer may conduct additional conferences within that period. An extension is allowed only by mutual agreement when settlement remains possible and may not exceed 15 calendar days.

Either or both parties may request proper pre-termination and referral to the office with jurisdiction. Referral may also follow when settlement fails, the allowed period expires, only some issues are settled, or the responding party repeatedly fails to appear despite notice.

Bring an updated computation to every conference. Before accepting a settlement, confirm that it states:

The exact amount and what claims it covers;
Whether the settlement includes reinstatement, separation pay, back wages, final pay, benefits, damages, or attorney’s fees;
The payment date, method, and installment schedule, if any;
The treatment of taxes and mandatory deductions;
What happens if payment is late or incomplete; and
Whether any resignation, release, or quitclaim is required.

Do not sign blank pages, an inaccurate resignation letter, or a quitclaim you do not understand. A voluntary settlement supported by reasonable consideration may be binding. Conversely, fraud, coercion, misrepresentation, or an unconscionable settlement can affect enforceability. The Supreme Court discusses these principles in Naldo and others v. Corporate Protection Services Philippines, Inc., G.R. No. 243139, April 3, 2024.

Step 3: File the formal DOLE or NLRC complaint

If SEnA does not resolve the dispute, obtain the referral document and follow the instructions for the proper office.

Formal DOLE proceedings

The DOLE Regional Office may handle:

A summary money-claim case under Article 129 when there is no reinstatement claim and each employee’s aggregate claim does not exceed ₱5,000; or
Labor-standards inspection and enforcement under Article 128 when its requirements are met.

Submit the referral, identification, factual statement, computation, and supporting documents requested by the Regional Office. Keep the docket number and received copies of everything filed.

An Article 129 decision may be appealed to the NLRC within five calendar days from receipt. If the fifth day falls on a Saturday, Sunday, or holiday, the 2025 NLRC Rules allow filing on the next working day. No extension should be assumed.

Formal NLRC complaint

Under the 2025 NLRC Rules of Procedure, effective January 13, 2026:

The complaint must name and give the addresses of all complainants and respondents.
Every complainant must personally sign the complaint and execute its verification and certification against forum shopping.
Claims arising from the same employment relationship should be included in one complaint.
The complaint may be filed in the Regional Arbitration Branch covering the complainant’s workplace or residence, at the complainant’s option.
An OFW case may be filed where the complainant resides or where the principal office of any respondent is located.
Filing and service may be made personally, by registered mail, or through a courier authorized by the NLRC. Before sending an initial complaint remotely, confirm the authorized courier and oath, identification, and documentary requirements with the receiving branch. Do not assume ordinary email is a valid filing method.
Filing the complaint itself carries no fee under the NLRC Citizen’s Charter.

The safest practical method for an unrepresented worker is to bring the SEnA referral and a valid government-issued ID to the Complaint Unit of the correct Regional Arbitration Branch. Use the official NLRC office and contact directory to confirm the current address.

A lawyer is not required. A party may represent himself or herself, and Labor Arbiter proceedings are non-litigious. Non-lawyer representation for another person is restricted to the situations authorized by the 2025 Rules.

What happens after an NLRC complaint is filed

The Rules establish the following general sequence:

Assignment and summons. The complaint is raffled to a Labor Arbiter. Summons should be issued within two working days from receipt of the complaint or amended complaint and will identify two conference settings.
Mandatory conferences. The Labor Arbiter attempts settlement and identifies the parties, claims, and disputed issues. Except for justifiable grounds, this stage should end within 30 calendar days from the first conference.
Position papers. If there is no settlement, the parties are ordinarily directed to file verified position papers, evidence, and witness affidavits within ten calendar days from the end of the mandatory conference.
Reply. A reply may be filed within ten calendar days from receipt of the opposing position paper, on the date set by the Labor Arbiter.
Clarificatory proceedings. The Labor Arbiter may hold a hearing or clarificatory conference when necessary.
Decision. The Labor Arbiter must render a decision within 30 calendar days after the case is submitted for decision. A special 90-calendar-day rule applies to cases involving OFWs.

These are legal and administrative processing periods, but actual timing may be affected by service problems, amendments, clarificatory proceedings, related cases, or other lawful incidents. A missed agency target does not automatically mean that either party wins.

Attend every setting. Under the 2025 Rules, a complainant’s unjustified absence from both conference settings may cause dismissal without prejudice; a second dismissal for the same reason may be with prejudice. A respondent who fails to attend both settings despite proper summons may lose the right to file a position paper.

How to follow up effectively

For a SEnA RFA

Use the Check RFA Status function on DOLE ARMS or contact the assigned SEnA officer. Give:

Your RFA reference number;
Full names of the parties;
Filing date;
Date of the last conference or communication; and
The specific information needed, such as the next conference date, status of notice to the employer, or availability of the referral.

If there has been no update, ask whether the RFA has been assigned, whether the responding party was notified, and when the 30-day period began. Do not create a duplicate RFA merely because an update is delayed.

For a formal DOLE case

Contact the Regional Office’s adjudication, hearing, or enforcement unit and provide the docket number. Ask:

What was the most recent official action?
Has the employer been served?
Is any conference, inspection, hearing, or submission scheduled?
Is a pleading or document required from you?
Has an order been issued, and when and how was it served?

For an NLRC case

Contact the Regional Arbitration Branch’s Complaint Unit, Records/Docket Unit, or the office of the assigned Labor Arbiter. Use the exact NLRC docket number and ask for:

The assigned Labor Arbiter and branch;
The dates of the two mandatory conferences;
Whether summons was successfully served;
The current deadline for position papers or replies;
Whether the case has been submitted for decision;
Whether a decision, certificate of finality, or writ of execution has been issued; and
How to obtain an official copy.

A useful written follow-up contains one short paragraph:

I am following up NLRC Case No. ______, filed on ______, entitled ______ v. ______. The last action known to me was ______ on ______. Please confirm the present status, any pending requirement, the next scheduled date, and whether an order or decision has been issued. My current contact details are ______.

Save emails, screenshots, receiving stamps, courier tracking, and the names and dates of people contacted. Update the office and the opposing party formally if your postal address changes. Service on your lawyer or authorized representative can start a deadline even if you personally read the decision later.

For general assistance, contact DOLE Hotline 1349 or the NLRC Public Assistance Center and regional offices.

Do not miss limitation and appeal periods

The general periods include:

Ordinary employment money claims: three years from accrual under Labor Code Article 306, formerly Article 291.
Illegal dismissal: four years from accrual as an action based on injury to rights. See Nedira v. NJ World Corporation, G.R. No. 175689, August 13, 2014.
Unfair labor practice: one year from accrual.
Appeal from a DOLE Article 129 decision: five calendar days from receipt.
Appeal from a Labor Arbiter decision to the NLRC: ten calendar days from receipt. No extension is allowed.
Motion for reconsideration of an NLRC decision: ten calendar days from receipt, based on palpable or patent errors; only one motion from the same party is allowed.

An employer appealing a monetary award must ordinarily post the required appeal bond. An order of reinstatement is immediately executory even while an appeal is pending.

NLRC En Banc Resolution No. 08-17 provides that filing a SEnA RFA interrupts the prescriptive period for compulsory arbitration and that the period resumes when the requesting party receives the referral. Nevertheless, file the formal complaint promptly and preserve proof of both dates. Disputes can arise over when a claim accrued, what issues the RFA covered, and when the referral was received.

After the NLRC Commission rules, judicial review generally requires a timely motion for reconsideration followed, when legally justified, by a Rule 65 petition for certiorari in the Court of Appeals within 60 days from notice of the denial. This is not an ordinary appeal and should be handled urgently by counsel.

Common mistakes to avoid

Treating DOLE and the NLRC as interchangeable instead of identifying jurisdiction;
Filing against a brand name but omitting the employer’s correct legal name and usable address;
Omitting the contractor, agency, principal, owner, or corporate respondent whose participation may be material;
Filing duplicate RFAs or simultaneous cases without disclosing them;
Assuming that SEnA automatically becomes a formal NLRC complaint;
Failing to obtain or preserve the SEnA referral;
Submitting a generic accusation without dates, amounts, or a computation;
Omitting related claims arising from the same employment relationship;
Failing to sign the complaint, verification, or certification against forum shopping;
Missing conferences, position-paper deadlines, or appeal periods;
Relying exclusively on phone calls without a written record;
Ignoring registered mail or courier notices;
Failing to report a change of address; and
Signing a settlement, resignation, or quitclaim before confirming its coverage and payment terms.

Completing SEnA and then filing the referred formal complaint is not, by itself, forum shopping. SEnA is generally a prerequisite to the formal case, as the Supreme Court explained in G.R. No. 243139.

When legal help is urgent

Seek assistance promptly from a labor lawyer, the Integrated Bar of the Philippines, the Public Attorney’s Office if eligible, a legitimate union, or an authorized legal-aid program when:

A dismissal, ULP, or money claim is approaching its prescriptive deadline;
You received a DOLE, Labor Arbiter, or NLRC decision and an appeal period is running;
The employer has closed, transferred assets, or appears to be evading service or payment;
Several contractors, agencies, corporate officers, or foreign entities may be involved;
The case concerns a strike, lockout, union dispute, overseas employment, seafarer disability, trafficking, or illegal recruitment;
You are being asked to sign a resignation or quitclaim immediately;
There is workplace violence, sexual harassment, retaliation, or a grave and imminent occupational-safety danger; or
A settlement or final decision remains unpaid and execution is necessary.

Immediate threats to life or physical safety should be reported to emergency and law-enforcement authorities, not left solely to SEnA follow-up.

FAQ

Can I file a labor complaint online?

A SEnA RFA can be filed online through DOLE ARMS. That online RFA is not automatically a formal NLRC complaint. After referral, comply separately with the formal filing requirements of the correct DOLE or NLRC office.

Can I go directly to the NLRC?

Generally, covered disputes must first undergo SEnA. Republic Act No. 10396 permits proper pre-termination and referral, and some matters are governed by exceptions or specialized procedures. Obtain the referral or confirm the applicable exception before relying on direct filing.

What if the employer ignores SEnA notices?

The SEnA officer cannot force a settlement. Repeated non-appearance despite notice may lead to termination of SEnA and referral of the unresolved issues to the proper DOLE or NLRC office.

Do I need a lawyer?

No. You may represent yourself at SEnA and before the Labor Arbiter. Legal help becomes especially important for jurisdiction disputes, complex evidence, appeals, execution, or court review.

How long does the process take?

SEnA ordinarily runs for 30 calendar days from the initial conference where both parties appear, with a possible mutually agreed extension of up to 15 days. A formal NLRC case then follows its own conference, submission, decision, appeal, and execution stages. Actual completion time depends on service, evidence, incidents, appeals, and enforcement.

What if the employer does not pay the settlement?

Notify the handling SEnA officer immediately and submit the signed agreement and proof of nonpayment. Ask for the proper written enforcement or referral procedure. Do not surrender the original settlement or rely on another verbal promise.

Does a signed quitclaim end every claim?

Not necessarily. A voluntary, informed, and reasonable quitclaim may be binding, but fraud, coercion, misrepresentation, nonpayment, or unconscionable terms may affect its validity. The result depends on the document and the surrounding facts.

Official references

This article provides general legal information, not individualized legal advice. Jurisdiction, deadlines, available remedies, and the validity of settlements depend on the facts, documents, and governing special laws. Official sources and procedures were checked as of August 6, 2026.