Quick answer

Most private-sector labor disputes begin with a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file the RFA online through DOLE ARMS or personally at a Single Entry Assistance Desk of DOLE, the National Conciliation and Mediation Board (NCMB), or the National Labor Relations Commission (NLRC).

SEnA is a settlement process, not yet a formal labor case. If no settlement is reached, obtain the SEnA Referral Slip and file the appropriate complaint with the DOLE Regional Office or the NLRC Regional Arbitration Branch. Which office should decide the dispute depends on the nature of the claim—not simply on which office is closer.

Do not miss notices while waiting for an update. Keep your RFA reference number or NLRC docket number, follow up with the handling officer or Labor Arbiter’s office, and act immediately when a decision arrives because some appeal periods are only five or ten calendar days.

DOLE, SEnA, and the NLRC are not the same proceeding

SEnA: the usual first step

Republic Act No. 10396 generally requires labor and employment disputes to undergo mandatory conciliation-mediation before formal adjudication. The current procedures are in DOLE Department Order No. 249-25.

A SEnA officer helps the parties clarify the dispute and explore settlement but does not decide who is legally right. Either party may ask for referral when settlement is no longer possible, subject to the current SEnA rules. The governing law is Republic Act No. 10396.

DOLE Regional Office: labor-standards enforcement

A DOLE Regional Office commonly handles labor-standards compliance matters, particularly while the employment relationship still exists. Examples include alleged violations involving minimum wage, overtime pay, holiday pay, service incentive leave, hours of work, or workplace safety.

Under Article 128 of the Labor Code, DOLE may inspect employment records and workplaces and issue compliance orders. In an Article 128 inspection or enforcement proceeding, DOLE’s authority over labor-standards violations is not limited to ₱5,000 when an employer-employee relationship is found to exist. The Supreme Court has explained this distinction in G.R. No. 240144, February 3, 2021.

Under Article 129, a DOLE Regional Director may also decide a simple claim for unpaid wages or benefits when:

The claim does not include reinstatement; and
The aggregate claim of each employee does not exceed ₱5,000.

NLRC Labor Arbiter: dismissal and other adjudicated claims

Under the Labor Code and the 2025 NLRC Rules of Procedure, Labor Arbiters generally have original jurisdiction over:

Illegal or constructive dismissal;
Unfair labor practice;
Wage or working-condition claims accompanied by a request for reinstatement;
Damages arising from an employer-employee relationship;
Legality of strikes or lockouts;
Other employment-related claims exceeding ₱5,000, subject to statutory exceptions;
Certain OFW money claims and damages; and
Enforcement or challenges involving labor settlements where non-compliance, fraud, misrepresentation, or coercion is properly alleged.

Jurisdiction can depend on the complaint’s principal allegations, whether employment still exists, the relief requested, and any governing special law. Let the SEnA officer identify the proper referral, but seek legal advice if the dispute combines dismissal, reinstatement, labor-standards claims, contractors, or several employers.

Matters that follow different procedures

The current SEnA rules exempt or separately route certain matters, including:

Actual strikes or lockouts and notices of strike, lockout, or preventive mediation;
CBA interpretation or implementation and company-policy grievances covered by grievance machinery;
Inter- or intra-union disputes;
Applications for exemption from wage orders;
Imminent-danger occupational safety and health concerns, dangerous occurrences, disabling injuries, or inadequate protective equipment;
Social-security and welfare claims;
Licensing, permit, registration, and accreditation violations; and
Claims already covered by a SEnA settlement and quitclaim.

SSS, PhilHealth, Pag-IBIG, Employees’ Compensation, government-employment, union, OFW, and seafarer disputes may require another agency or special procedure. Ask for written routing information rather than filing identical complaints in several offices.

How to file a SEnA Request for Assistance

1. Prepare the essential information

Have the following ready:

Your complete name, address, mobile number, and email address;
The employer’s complete legal or registered name;
The workplace and employer’s principal business address;
The names of the owner, manager, contractor, agency, or principal company, if relevant;
Your position, date hired, salary or wage rate, and last day worked;
A short chronological account of what happened;
Each claim or issue you want addressed;
The exact relief sought, such as payment, reinstatement, correction of records, or release of employment documents; and
A reasonable computation of any monetary claim.

If you were supplied by an agency or contractor, identify both the contractor and the company where you were deployed. Do not name only a store brand, branch nickname, supervisor, or social-media page if the actual employer’s registered identity is available.

2. Choose an authorized filing channel

You may file:

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

Under Department Order No. 249-25, an onsite RFA may be filed at the office nearest your residence, at the place where the union or workers’ association operates, or at the employer’s principal place of business, at your election. Coordinated conferences may be arranged when you and the employer are in different regions.

A worker, kasambahay, group of workers, union, federation, workers’ association, or certain representatives may file. If the aggrieved person is absent or incapacitated, an immediate family member or authorized representative generally needs a Special Power of Attorney. Additional proof is required if the worker has died.

The current NLRC Citizen’s Charter lists no filing fee for an RFA or an ordinary labor complaint.

3. Obtain and preserve the filing record

For an onsite RFA, obtain a copy showing:

The RFA reference or docket number;
Filing date;
Name of the assigned SEnA officer;
Handling office; and
Initial conference schedule or instructions.

For an online RFA, save the confirmation page, reference number, confirmation email, and uploaded documents. Check spam or junk folders regularly.

4. Attend the conferences

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

The 30-day conciliation-mediation period begins at the initial conference where both parties appear. It may be extended by mutual agreement, when settlement still appears possible, for no more than 15 additional calendar days.

Conferences may be face-to-face or conducted through an available digital platform. SEnA is non-technical, and parties normally represent themselves. An authorized representative must have authority not only to appear but also to enter a binding settlement when applicable.

Statements exchanged during SEnA are confidential and privileged under the current rules. Do not make an audio, video, or electronic recording of a SEnA conference.

If the employer does not attend or no settlement is reached

A referral may be issued when, among other circumstances:

The parties cannot agree within the mandatory period;
Settlement has become remote;
The employer fails to attend two consecutive scheduled conferences despite notice;
Some claims settle but others remain unresolved; or
A party fails to comply with a SEnA settlement.

Ask for your written referral, not merely verbal advice to “go to NLRC.” The referral should identify the parties, summarize the unresolved issues, and state the referral date.

An employer’s failure to attend SEnA does not automatically prove your claims. You must still file in the proper forum and support the case with evidence.

How to file the formal NLRC complaint

1. File with the proper Regional Arbitration Branch

Under the 2025 NLRC Rules, a Labor Arbiter case may generally be filed at the Regional Arbitration Branch covering either:

The complainant’s residence; or
The workplace,

at the complainant’s option.

“Workplace” can include the employee’s assignment, reporting location, place where an itinerant worker receives instructions or wages, and an alternative workplace under telecommuting or a similar arrangement. OFW cases have special venue rules.

2. Bring the filing requirements

The NLRC Citizen’s Charter identifies these basic requirements:

One copy of the SEnA Referral Slip;
A valid government-issued ID; and
The accomplished NLRC complaint form supplied by the Complaint Unit.

The 2025 NLRC Rules additionally require every complainant to:

Sign the complaint;
Execute a verification; and
Execute a certification against forum shopping.

List every cause of action arising from the same employment relationship. State the full names and usable addresses of all complainants and respondents. Omitting a contractor, principal, corporate employer, or important claim can create service, jurisdiction, or amendment problems later.

Personal filing remains the safest method because the Citizen’s Charter contemplates identity checking and administration of the oath. The 2025 NLRC Rules recognize personal filing, registered mail, and NLRC-authorized courier service for pleadings, but confirm the exact method and documentary requirements with the receiving Regional Arbitration Branch before mailing an initial complaint.

If personal appearance is impossible because the complainant has died, is medically unable to attend, or is outside the country, the NLRC may require a Special Power of Attorney and supporting documents such as a death certificate, government medical certificate, or proof of travel or overseas presence.

3. Keep the docketed copy

Before leaving, obtain or record:

The complete NLRC case number;
Assigned Labor Arbiter or branch;
Date filed;
Date and time of both mandatory-conference settings;
Address and official contact details of the assigned office; and
A copy of the signed and docketed complaint.

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 will define the parties and issues and direct the filing of position papers. Under the 2025 Rules:

The formal mandatory conference should ordinarily end within 30 calendar days from the first conference;
Verified position papers and supporting evidence are due on the date set by the Labor Arbiter, within ten calendar days from termination of the mandatory conference; and
A reply may be filed within ten calendar days from receipt of the opposing position paper, on the date set or agreed before the Labor Arbiter.

The position paper is normally where the case is proved. Attach all material documents and witness affidavits; affidavits generally take the place of direct testimony. A full trial is not automatic. The Labor Arbiter decides whether a hearing or clarificatory conference is necessary.

Failure to attend the two conference settings can cause dismissal of the employee’s complaint. A second dismissal for unjustified non-appearance may be with prejudice. Failure to submit a position paper can also result in dismissal or waiver.

How to follow up a SEnA request

Use the same office that accepted or first processed the RFA. Give the officer:

Your full name;
RFA reference number;
Filing date;
Employer’s name; and
Date of the last conference or communication.

Ask specific questions:

Has the RFA been docketed and assigned?
Who is the handling SEnA officer?
Was notice successfully sent to the employer?
What is the next conference date?
Has the 30-day period begun, and if so, on what date?
Was any extension agreed upon?
Has a settlement, withdrawal, or referral been entered in the record?
When and how can you obtain a copy?

If the employer has defaulted on a SEnA settlement, report the missed payment or obligation immediately to the SEnA officer and submit proof. The officer should call the parties to pursue voluntary compliance. If non-compliance continues, the matter may be referred to the DOLE Regional Office or NLRC Regional Arbitration Branch for enforcement. The requesting party may then file the appropriate motion for execution.

For routing or an unresponsive office, use DOLE’s official contact page or Hotline 1349. Do not publish confidential employment records on social media to obtain an update.

How to follow up an NLRC case

Use the complete NLRC docket number in every communication. Contact the docket unit or the assigned Labor Arbiter’s office using the official NLRC contact directory or regional-office directory.

Ask for the latest recorded action, not a prediction of the outcome. Confirm:

Whether summons was served;
The next conference or submission date;
Whether a position paper, reply, or order has been filed;
Whether the case has been submitted for decision;
Whether a decision has been released and served;
Whether an appeal was filed; and
Whether the record is still with the Labor Arbiter or has been transmitted to an NLRC Division.

For an in-person status request, bring your ID and case number. If following up in writing, identify the parties and case number, state the specific information requested, and retain a stamped received copy or proof of delivery.

Immediately file a formal notice if your address, email address, telephone number, lawyer, or representative changes. Under the current rules, service by registered mail or authorized courier can become complete even when a recipient does not promptly claim or accept the item. A missed decision can cause a missed appeal.

After a decision or settlement

If you receive a Labor Arbiter decision

Record the exact date you or your counsel received it. An appeal to the NLRC must generally be perfected within ten calendar days. There is no extension. If the last day falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day.

An employer appealing a monetary award generally must post the required cash or surety bond. The appeal must be filed with the Regional Arbitration Branch of origin, not directly with the NLRC Division.

A DOLE Regional Director decision under Article 129 has a shorter appeal period of five calendar days.

If you receive an NLRC Commission decision

A motion for reconsideration is generally allowed only for palpable or patent error, must be filed within ten calendar days from receipt, and only one motion from the same party will be entertained. Judicial review after the NLRC level follows different, technical rules; obtain legal assistance immediately.

If the award is final but remains unpaid

A writ of execution should issue once the decision becomes final and executory, either on the Labor Arbiter’s initiative or upon motion. If necessary, file a written motion for execution with the office holding the record.

Under the 2025 NLRC Rules, execution by motion is available within five years from finality. After that, the judgment becomes dormant and requires an independent action within the applicable ten-year period. Do not allow an unpaid judgment to sit unattended.

An order of reinstatement in a Labor Arbiter’s decision is generally immediately executory even while an appeal is pending.

Evidence to preserve

Keep originals and organized copies of:

Employment contract, job offer, appointment, or onboarding documents;
Company ID, deployment papers, or agency assignment;
Payslips, payroll records, bank statements, and remittance receipts;
Daily time records, biometric logs, schedules, and overtime instructions;
Emails, text messages, chat exports, and workplace announcements;
Notices to explain, administrative charges, suspension orders, and your responses;
Termination, redundancy, retrenchment, resignation, or non-renewal documents;
Clearance, final-pay computation, quitclaim, certificate of employment, and BIR Form 2316;
Company handbook, policies, CBA, and grievance records;
SSS, PhilHealth, Pag-IBIG, and tax records relevant to the dispute;
Medical records for illness, injury, disability, or inability to appear;
Names and contact details of witnesses; and
Every RFA, referral, complaint, notice, order, position paper, decision, and proof of receipt.

For electronic evidence, preserve the entire conversation, account identity, timestamps, attachments, and original files—not only selected screenshots. Keep at least two secure backups. Do not alter messages or create reconstructed records.

Prepare a claim table showing the period covered, applicable rate, amount paid, amount allegedly due, and supporting document. Label estimates as estimates.

Common mistakes to avoid

Treating an RFA as though it were already a formal NLRC complaint;
Filing the same dispute simultaneously in several offices without disclosure;
Naming only a supervisor or trade name instead of the legal employer;
Omitting the contractor, agency, or principal company from a deployment dispute;
Asking for a lump sum without explaining the dates and computation;
Leaving claims out of the complaint or position paper;
Missing either of the two mandatory-conference settings;
Ignoring notices sent to an old address;
Waiting for the employer to “process” payment until the claim prescribes;
Submitting a position paper without documents or witness affidavits;
Recording confidential SEnA proceedings;
Signing a blank, vague, or unexplained settlement or quitclaim;
Accepting installment terms without exact amounts and due dates; and
Assuming that non-attendance by the employer guarantees judgment.

A SEnA settlement involving money should specify whether payment is in full or by installments, the amount of each payment, and every due date. Under the current rules, the waiver and quitclaim should be issued only upon full compliance with the settlement.

Important filing periods

Do not use SEnA’s 30-day period as a reason to delay filing. Common limitation periods include:

Money claims arising from employment: generally three years from accrual under Article 306 of the Labor Code;
Unfair labor practice: generally one year from accrual; and
Illegal dismissal: generally four years from dismissal as an action for injury to rights, as confirmed in G.R. No. 216440, February 19, 2020.

Accrual and interruption of prescription can depend on the particular benefit, written demands, acknowledgments, prior filings, and the forum used. Obtain advice promptly when any claim is approaching a deadline.

When legal help is urgent

Consult a labor lawyer, union lawyer, or qualified legal-aid office immediately when:

You have received an adverse decision or order;
A five- or ten-day appeal period is running;
The employer is closing, transferring assets, or leaving the Philippines;
Reinstatement, substantial damages, or a large monetary claim is involved;
Several contractors, corporations, directors, or foreign entities may be liable;
Employment status is disputed, as with gig or platform work;
The case concerns a strike, union dispute, CBA, OFW, or seafarer claim;
You are being asked to sign a quitclaim or settlement you do not fully understand;
There is imminent workplace danger, serious injury, violence, coercion, or possible criminal conduct; or
A final award has not been paid.

A worker may represent himself or herself before the Labor Arbiter. Non-lawyer representation is permitted only in the limited situations stated in the NLRC Rules, such as self-representation, authorized union representation, or an approved legal-aid program.

Qualified indigent clients may request assistance from the Public Attorney’s Office. The Integrated Bar of the Philippines also maintains legal-aid contact information.

FAQ

Can I file directly with the NLRC without SEnA?

Generally, no. Labor Arbiters and appropriate DOLE offices ordinarily entertain endorsed or referred cases. Exceptions exist for matters governed by separate procedures and for situations covered by current SEnA rules or special laws.

Can I file a SEnA request online?

Yes. Use the official DOLE ARMS portal. Save the reference number and confirmation.

Can I file anonymously?

Anonymous reports involving alleged labor-standards or occupational-safety violations may be treated as requests for technical assistance and possibly referred for inspection. An anonymous report is not a reliable substitute for a personal claim seeking payment or reinstatement.

Is a lawyer required?

No. SEnA and Labor Arbiter proceedings are designed to be accessible, and an individual may represent himself or herself. Legal advice is nevertheless valuable for jurisdiction, evidence, computation, settlement, and appeals.

What if I resigned?

Resignation does not automatically erase valid claims for unpaid wages or benefits. Whether there was voluntary resignation, constructive dismissal, a valid quitclaim, or another cause of action depends on the documents and facts.

What if the employer ignores two SEnA conferences?

Ask the SEnA officer for the written referral to the proper DOLE or NLRC office. Non-attendance does not itself award the claim.

How long does SEnA take?

The mandatory period is 30 calendar days beginning when both parties appear at the initial conference. It may be extended by mutual agreement for up to 15 calendar days when settlement remains possible.

How long does an NLRC case take?

The rules set periods for conferences, submissions, and decision, but actual completion depends on service of summons, settlements, amendments, evidence, appeals, and other case-specific events. Follow the dates in the summons and written orders rather than relying on a general estimate.

Can the parties still settle after an NLRC complaint is filed?

Yes. Settlement efforts continue during the formal mandatory conferences and may occur later. A Labor Arbiter-approved compromise has the force and effect of a judgment and is generally final and binding.

What should I do if my SEnA settlement is not followed?

Report the default to the handling SEnA officer with proof. If voluntary compliance fails, request referral for enforcement and file the proper motion for execution with the DOLE Regional Office or NLRC Regional Arbitration Branch.

This article provides general legal information, not legal advice or a prediction of any case. Jurisdiction, deadlines, and remedies may change depending on the documents, employment arrangement, relief requested, and special laws involved. Official sources and procedures were checked as of August 4, 2026.