Quick answer

Start with a Request for Assistance (RFA) under the Single Entry Approach, or SEnA, unless the dispute falls within an exception. You may file the RFA online through DOLE ARMS or onsite at a DOLE regional or provincial office, an NLRC Regional Arbitration Branch, or an office of the National Conciliation and Mediation Board.

SEnA is a conciliation-mediation process. The officer helps the parties explore a voluntary settlement but does not decide who is legally right. If the dispute is not settled, obtain the referral or endorsement needed to bring the matter before the agency with jurisdiction—often a DOLE Regional Office or an NLRC Labor Arbiter.

Do not treat an online RFA as a formal NLRC complaint. An NLRC adjudication case requires a separate complaint filed under the 2025 NLRC Rules of Procedure.

DOLE or NLRC: where should the case go?

“Filing with DOLE” can refer to several different procedures. Choosing the correct one depends on the relief requested, whether employment is ongoing, and the nature of the dispute.

Use SEnA as the usual first step

Republic Act No. 10396 generally requires labor and employment disputes to undergo mandatory conciliation-mediation before the proper DOLE office or labor tribunal entertains the case. Exceptions exist under the Labor Code and rules issued by the Secretary of Labor and Employment.

An RFA may be filed by an individual worker, group of workers, kasambahay, union, federation, workers’ association, OFW, or employer. If the aggrieved person is absent or incapacitated, an immediate family member may file with a Special Power of Attorney. Legitimate heirs may file when the aggrieved person has died.

A DOLE Regional Office may handle labor-standards enforcement

DOLE’s visitorial and enforcement authority commonly applies to compliance issues involving existing employment relationships, such as:

Minimum-wage underpayment;
Nonpayment of overtime, holiday pay, or premium pay;
Failure to provide service incentive leave or other statutory benefits;
Unlawful wage deductions;
Recordkeeping or labor-standards violations; and
Occupational safety and health concerns.

Jurisdiction is not determined solely by the amount claimed. DOLE may issue compliance orders through its visitorial and enforcement powers when the legal requirements for that process are present.

For a simple money claim filed under Article 129 of the Labor Code, the DOLE Regional Director’s summary jurisdiction generally covers claims not exceeding ₱5,000 per employee, provided the claim does not include reinstatement. Different rules apply to compliance cases arising from inspection or enforcement proceedings.

An NLRC Labor Arbiter generally handles adjudication

Labor Arbiters generally have original and exclusive jurisdiction over:

Illegal or constructive dismissal;
Unfair labor practice;
Claims for reinstatement;
Wage and benefit claims accompanied by a request for reinstatement;
Damages arising from an employer-employee relationship;
Certain disputes involving strikes and lockouts; and
Other employer-employee claims assigned to Labor Arbiters by the Labor Code.

Claims arising from the interpretation or implementation of a collective bargaining agreement or company personnel policy may have to pass through the applicable grievance machinery and voluntary arbitration. SSS, Employees’ Compensation, PhilHealth, and similar statutory-benefit matters may belong to the agency designated by the relevant law rather than the NLRC.

Because jurisdiction can turn on the allegations and relief—not merely the label placed on the complaint—ask the SEnA officer or the appropriate agency to identify the correct route in writing if there is uncertainty.

How to file a SEnA Request for Assistance

1. Prepare the essential information

Have the following ready:

Your full name, address, active mobile number, and email address;
The employer’s complete legal or business name;
The employer’s workplace and office addresses;
The names of the owner, manager, agency, contractor, or other responsible respondents, if relevant;
Your job title, start date, employment status, work location, and rate of pay;
A short chronological account of what happened;
Important dates, particularly the date of dismissal, suspension, resignation, last payment, or unpaid wage;
Each remedy requested, such as reinstatement, unpaid wages, separation pay, final pay, or issuance of employment records; and
A reasonable computation of any monetary claim.

Use the employer’s legal name if available. A payslip, employment contract, company ID, SEC record, DTI record, official receipt, or government contribution record may help identify the correct respondent.

2. File online or onsite

For online filing, use the official DOLE Assistance for Request Management System. The system accepts RFAs and allows status tracking using the reference or docket number.

For onsite filing, an RFA may be accepted at:

A DOLE regional or provincial office;
The NCMB Central Office or a Regional Conciliation and Mediation Branch; or
The NLRC Central Office or a Regional Arbitration Branch.

Confirm the current address and contact details through the DOLE regional-office directory or the NLRC contact directory before travelling.

3. Save proof of filing

Keep:

The RFA reference or docket number;
A screenshot or PDF of the submission;
The acknowledgment email or text message;
A stamped receiving copy for onsite filing;
The assigned officer’s name and contact details; and
Every conference notice.

Check that your email address, telephone number, employer information, and requested relief are correct. An agency cannot reliably serve notices using incomplete or inaccurate details.

4. Attend the conferences

Department Order No. 249, Series of 2025 governs the revised SEnA process. The mandatory conciliation-mediation period generally runs for 30 calendar days from the initial conference at which both parties appear. A limited extension of up to 15 calendar days may be made by mutual agreement when settlement remains possible.

During the conference:

Explain the facts chronologically;
Present a clear computation;
Identify which items are undisputed;
Ask how and when payment will be made;
Read every proposed settlement before signing; and
Request a copy of every agreement, minutes, referral, or termination document.

A lawful settlement reached and properly attested through SEnA is binding and enforceable. Do not sign a blank document, an incorrect computation, or a waiver that is broader than the settlement actually agreed upon. Payment terms should state exact amounts, due dates, methods of payment, and the consequences of noncompliance.

Under the revised rules, a quitclaim or waiver should be issued only after full compliance with the settlement.

5. If no settlement is reached

Ask for the appropriate referral, endorsement, or termination document and confirm:

Which office has jurisdiction;
Whether another complaint form must be completed;
What documents must accompany it;
The filing location;
The next deadline; and
Whether the SEnA filing interrupted the applicable prescriptive period.

Either or both parties may request pre-termination and referral as allowed by Republic Act No. 10396 and its implementing rules. Do not assume that an unsuccessful RFA automatically becomes an NLRC case.

How to file a formal NLRC complaint

1. File in the proper Regional Arbitration Branch

As a general rule, a Labor Arbiter case is filed in the NLRC Regional Arbitration Branch having jurisdiction over the complainant’s workplace. “Workplace” may require closer examination for field employees, remote workers, workers assigned to several locations, and OFWs.

The complaint should identify all proper parties and state each cause of action and remedy sought. Attach the SEnA referral or endorsement when required.

A worker may file personally and is not required to retain a lawyer merely to initiate the complaint. Assistance may nevertheless be important when the parties, employment relationship, jurisdiction, or computation is disputed.

2. Obtain the case number and summons schedule

Keep the stamped complaint and official docket number. Verify the dates of the mandatory conciliation and mediation conferences stated in the summons.

Update the branch immediately if your address, telephone number, email address, or representative changes. Failure to receive a notice because contact details were not updated can seriously affect the case.

3. Attend the Labor Arbiter’s mandatory conferences

These conferences are part of the adjudication proceeding and are separate from the earlier SEnA process. The Labor Arbiter will ordinarily encourage settlement, define the issues, and direct the parties’ submissions.

Nonappearance can have consequences. Depending on who fails to appear and the circumstances, the case may be dismissed, the right to submit evidence may be affected, or proceedings may continue based on the available record.

4. Submit a complete verified position paper

A position paper is not a casual narrative. It should contain:

The material facts in chronological order;
The legal issues;
The specific relief requested;
A detailed monetary computation;
Copies of supporting documents;
Witness affidavits, when needed; and
Proof that the other party was properly furnished a copy.

The Labor Arbiter generally decides from the position papers, documents, and affidavits. A full courtroom-style trial is not automatic. Put all material claims and evidence into the record within the deadlines stated in the order.

Evidence to preserve

Keep original files and make secure backups of:

Employment contracts, job offers, policies, and handbooks;
Company IDs, schedules, attendance logs, time records, and leave records;
Payslips, payroll records, bank statements, and remittance receipts;
Notices to explain, written explanations, suspension notices, and termination letters;
Resignation letters and evidence concerning how they were prepared or signed;
Performance evaluations, memoranda, incident reports, and investigation records;
Emails, text messages, chat conversations, and call logs;
Screenshots showing the full conversation, account, date, and time;
Proof of work, assignments, outputs, access logs, and instructions from supervisors;
SSS, PhilHealth, Pag-IBIG, and tax records;
Names and contact information of witnesses;
Medical records when health or injury is relevant;
Settlement offers and payment records; and
Every agency notice, order, pleading, receipt, and proof of service.

Do not alter screenshots, delete inconvenient messages, or coach witnesses. Preserve electronic files in their original format where possible. A document’s source and context may matter as much as its contents.

How to follow up an RFA or NLRC case

Following up a SEnA RFA

Use the “Track RFA Status” function on DOLE ARMS and enter the reference or docket number. If no useful update appears:

Contact the office where the RFA was filed.
Provide your full name, filing date, employer’s name, and reference or docket number.
Ask for the assigned SEnA officer and next conference date.
Confirm whether notice was successfully served on the responding party.
Request written confirmation of any rescheduling, referral, closure, or settlement status.
Record the date, time, name of the person contacted, and substance of the response.

For general assistance, DOLE publishes Hotline 1349 and its current contact channels on the official DOLE contact page.

Following up an NLRC case

Contact the Regional Arbitration Branch handling the case, not merely the NLRC central office. Give the exact case title and docket number. Ask:

Which Labor Arbiter or division has the case;
Whether a pleading or proof of service is missing;
Whether an order or decision has been issued;
The date and method by which it was served;
Whether the case has been submitted for decision;
Whether a decision has become final; and
What procedure applies to execution.

Check the NLRC official website and branch directory for current contact information. Use only official channels and do not pay anyone who promises a favorable result or special access.

A follow-up does not suspend a deadline. If a decision or order may already have been issued, ask for a certified or officially released copy immediately and record the actual date of receipt.

Critical deadlines

Filing the original claim

The applicable prescriptive period depends on the cause of action:

Money claims arising from employment: generally three years from accrual under Article 306 of the Labor Code.
Illegal dismissal: generally four years from the dismissal because it is an action for injury to rights, as explained by the Supreme Court in Arriola v. Pilipino Star Ngayon, Inc..
Unfair labor practice: generally one year from accrual under the Labor Code.

Accrual can be fact-sensitive. Different components of one case may have different periods, and recurring wage underpayments may accrue separately. Filing an internal grievance or repeatedly asking the employer to pay does not necessarily preserve every legal remedy.

A proper SEnA RFA may interrupt prescription under the governing rules, but do not wait for the last day. Secure the filing acknowledgment and referral documents.

Appeal from a Labor Arbiter

A Labor Arbiter’s decision generally becomes final unless appealed to the NLRC within 10 calendar days from receipt. The appeal must comply with the grounds, memorandum, service, and other requirements in the 2025 NLRC Rules.

If the employer appeals a monetary award, perfection of the appeal generally requires a cash or surety bond equivalent to the monetary award, subject to the strict rules governing motions to reduce bond and provisional bond requirements.

The reinstatement aspect of a Labor Arbiter’s illegal-dismissal decision is generally immediately executory even while an appeal is pending.

Challenge to an NLRC decision

An aggrieved party generally must first file a motion for reconsideration with the NLRC within the period fixed by its rules. Judicial review is not an ordinary appeal. It is ordinarily sought through a Rule 65 petition for certiorari in the Court of Appeals, based on grave abuse of discretion, generally within 60 days from notice of the denial of a timely motion for reconsideration.

These remedies are technical and unforgiving. Obtain legal help immediately upon receiving an adverse decision rather than waiting until the final days.

Common mistakes

Filing only an RFA and assuming a formal NLRC case already exists;
Naming a trade name but not the proper employer or responsible entity;
Giving an incorrect office address, email address, or telephone number;
Describing the problem without stating the exact relief requested;
Presenting a total amount without showing how it was computed;
Missing a conference because notice was overlooked;
Relying only on verbal promises from the employer or agency staff;
Signing a resignation, quitclaim, or settlement without reading it;
Accepting installment terms that lack exact dates and enforcement provisions;
Withholding important evidence until after position papers are due;
Failing to serve the other party with required submissions;
Treating calendar-day deadlines as working-day deadlines;
Assuming a follow-up email stops prescription or an appeal period; and
Changing contact details without notifying the handling office in writing.

When legal help is urgent

Seek assistance promptly from a labor lawyer, union representative, the Public Attorney’s Office if eligible, or an appropriate legal-aid organization when:

You have just received a Labor Arbiter or NLRC decision;
A 10-day appeal or reconsideration period may be running;
Dismissal is disputed or described as resignation, abandonment, redundancy, retrenchment, or project completion;
Several companies, agencies, contractors, or foreign employers may be liable;
The employer denies that an employment relationship existed;
A settlement, quitclaim, or resignation was signed under pressure;
The claim may be close to prescription;
The dispute involves a union, collective bargaining agreement, strike, lockout, or unfair labor practice;
You are an OFW or seafarer subject to special laws, contracts, or grievance procedures;
Retaliation, threats, violence, trafficking, or document confiscation is involved; or
The employer is closing, transferring assets, or becoming insolvent.

Threats, physical violence, trafficking, or unlawful detention may also require immediate assistance from the police, prosecutor, Department of Migrant Workers, Inter-Agency Council Against Trafficking, or another competent authority. SEnA is not a substitute for emergency protection.

Frequently asked questions

Is filing a labor complaint free?

Government filing and conciliation processes are generally accessible without hiring a lawyer. Particular expenses may arise for copies, notarization, service, transportation, or legal representation. Deal only with authorized personnel and request official receipts for any lawful charge.

Can I file while still employed?

Yes. Workers may seek assistance concerning unpaid wages, benefits, working conditions, or other employment issues while the employment relationship continues. The correct procedure will depend on the claim.

Can I go directly to the NLRC?

Most labor disputes must first undergo SEnA under Republic Act No. 10396, unless an exception applies. Even when the RFA is lodged at an NLRC branch, formal adjudication begins only after the required referral or endorsement and the filing of the NLRC complaint.

What happens if the employer does not attend SEnA?

The officer may terminate the conciliation process and issue the appropriate referral or endorsement after applying the governing notice and nonappearance rules. The employer’s absence does not automatically prove the claim or produce a monetary award.

Can a family member file for me?

An immediate family member may file when the aggrieved person is absent or incapacitated, but a Special Power of Attorney is required. Legitimate heirs may file when the aggrieved person has died.

Do I need every document before filing?

No. Lack of a written contract or payslip does not necessarily mean there was no employment relationship. File in time, identify the evidence you possess, and preserve records that may establish hiring, work performed, supervision, schedule, and payment. The strength of the case will still depend on the admissible evidence and surrounding facts.

Can I withdraw an RFA?

A requesting party may withdraw or seek pre-termination under the applicable rules. Before doing so, consider prescription, the required referral, and whether a settlement has actually been performed.

What if the employer violates the settlement?

Report the breach promptly to the office that attested or approved the agreement and ask about enforcement. Bring the signed settlement, proof of the missed obligation, payment records, and your identification. The proper enforcement route depends on how and where the settlement was concluded.

How long will an NLRC case take?

The Labor Code and NLRC rules prescribe periods for particular stages, but total elapsed time varies because of service of summons, conferences, submissions, amendments, settlement efforts, appeals, and execution. Ask for the current procedural status rather than relying on an estimated completion date.

Official legal and filing resources

This article provides general legal information, not advice for a particular case. Jurisdiction, prescription, available remedies, and procedural deadlines may depend on the documents and exact facts. Official sources and procedures were checked as of August 26, 2026.