Quick answer

Most private-sector labor disputes should begin with a Request for Assistance (RFA) under DOLE’s Single Entry Approach, or SEnA. File it online through the official DOLE Assistance for Request Management System or onsite at a Single Entry Assistance Desk in a DOLE regional, provincial, field or satellite office, an NCMB office, or an NLRC Regional Arbitration Branch.

SEnA is a conciliation-mediation process—not yet a formal case before a Labor Arbiter. If the parties do not settle, ask for a referral or endorsement to the office with authority to decide the dispute. Illegal dismissal, reinstatement, unfair labor practice, employment-related damages, and most substantial money claims ordinarily go to the appropriate NLRC Regional Arbitration Branch.

Keep the RFA or case number, attend every conference, monitor notices and registered mail, and do not assume that a phone call or status inquiry extends a filing or appeal deadline.

DOLE, SEnA and the NLRC are not the same process

Under Republic Act No. 10396, labor and employment issues generally undergo mandatory conciliation-mediation before the office with jurisdiction entertains a formal case. The Supreme Court has described SEnA as a condition precedent to an NLRC complaint, subject to statutory and administrative exceptions, in Naldo v. Corporate Protection Services, Phils., Inc..

Process or office	Main function
SEnA	Helps the parties seek a voluntary settlement. The SEnA officer does not decide who is legally correct.
DOLE Regional Office	May handle labor inspection, compliance proceedings, and matters within the Regional Director’s statutory jurisdiction.
NLRC Labor Arbiter	Decides cases such as termination disputes, unfair labor practices, employment-related damages, and claims within NLRC jurisdiction.
NCMB or voluntary arbitration	Handles matters such as notices of strike or lockout and disputes assigned to grievance machinery or voluntary arbitration.
Other agencies	SSS, PhilHealth, Pag-IBIG, the Civil Service Commission, DMW and other agencies may have exclusive or special jurisdiction over particular issues.

Under Article 129 of the Labor Code, a DOLE Regional Director or authorized hearing officer may summarily decide wage and benefit claims when no reinstatement is sought and the aggregate claim of each worker does not exceed ₱5,000. This limit does not eliminate DOLE’s separate inspection and compliance authority under Article 128.

Labor Arbiters generally have original and exclusive jurisdiction over:

Unfair labor practice cases;
Termination disputes, including alleged illegal or constructive dismissal;
Wage and working-condition claims accompanied by a request for reinstatement;
Actual, moral, exemplary and other damages arising from employment;
Certain strike and lockout disputes; and
Other employment-related money claims exceeding ₱5,000 per worker, subject to statutory exceptions.

CBA interpretation, company-policy grievances, contribution disputes, government employment and cases involving seafarers or overseas workers may follow different procedures. Ask the receiving office to identify the proper forum instead of guessing.

Step 1: Organize the facts before filing

Prepare a short, chronological account answering:

Who employed you? State the employer’s exact registered name, trade name and complete address.
Where did you work, including any branch, client site or remote-work location?
What was your position, hiring date, salary and normal schedule?
What happened, and on what exact dates?
What amounts, benefits or remedies are being requested?
What written demands or internal grievances have already been made?
What did the employer say or do in response?

For money claims, prepare an itemized computation. Separate basic wages, overtime, holiday pay, rest-day premiums, service incentive leave, 13th-month pay, final pay, separation pay and disputed deductions. A personal estimate is not automatically the legally recoverable amount, but it helps identify what is actually disputed.

Step 2: Preserve evidence

Save copies before losing access to an office account, company portal or work device. Useful records may include:

Employment contracts, appointment letters and job offers;
Company ID, personnel records and proof of assignment;
Payslips, payroll summaries and bank-credit records;
Daily time records, biometric logs, schedules and attendance sheets;
Emails, text messages and work-chat conversations;
Notices to explain, written explanations, investigation records and disciplinary memoranda;
Termination, floating-status, transfer, suspension or retrenchment notices;
Resignation letters, clearance forms, quitclaims and final-pay computations;
Company policies, handbooks and applicable collective bargaining agreements;
SSS, PhilHealth and Pag-IBIG contribution records;
Written demands and proof that the employer received them; and
Names and contact details of possible witnesses.

Preserve complete message threads, not isolated screenshots. Keep original electronic files and metadata where possible. Do not alter records, access an account without authority, or secretly record a SEnA conference. Under DOLE Department Order No. 249-25, SEnA communications are generally confidential and privileged, and recording devices are prohibited during the proceedings.

Step 3: File the SEnA Request for Assistance

An RFA may be filed by an aggrieved worker—including a kasambahay or OFW—a group of workers, union, workers’ association, federation or employer. If the aggrieved person is absent or incapacitated, an immediate family member may need a Special Power of Attorney. Legitimate heirs may file for a deceased worker.

Online filing

Use the official DOLE ARMS portal. Enter accurate contact, employer and issue information. After submission, save:

The confirmation page;
RFA or reference number;
Date and time of filing;
Confirmation email or text; and
Copies of all uploaded documents.

Do not submit repeated RFAs for the same dispute merely because no immediate response appears. Follow up using the original reference number.

Onsite filing

An RFA may be submitted at participating:

DOLE regional, provincial, field or satellite offices;
NCMB Central Office or regional branches; or
NLRC Central Office or Regional Arbitration Branches.

Bring identification and copies of the records needed to explain the dispute. Obtain a stamped or signed receiving copy showing the filing date and reference number.

What happens during SEnA

Under the current revised SEnA rules, the mandatory conciliation-mediation period generally runs for 30 calendar days beginning with the initial conference at which both parties appear. If both parties agree and settlement remains possible, it may be extended for no more than 15 additional calendar days.

Either party may request pretermination and referral to the proper office. Referral may also become appropriate when the dispute remains unresolved, the responding party repeatedly fails to appear despite notice, only some issues are settled, or an attested settlement is not honored.

At the conference:

Bring your chronology, documents and updated computation;
Be specific about the relief requested;
Listen to any counter-computation;
Identify which facts and amounts are admitted or disputed;
Do not sign blank, inaccurate or unexplained documents; and
Request time to read and understand a proposed settlement.

A settlement should state the exact amounts, payment dates, installment schedule, payment method and any non-monetary obligations such as reinstatement, issuance of a certificate of employment or release of tax documents. It should also address partial payment and default.

A properly signed and attested SEnA settlement is generally final and immediately executory. A quitclaim can bind a worker when it is voluntary, informed, supported by reasonable consideration and not contrary to law or public policy. Fraud, coercion, misleading assurances or an unconscionable settlement may affect validity, but that determination depends on evidence. The Supreme Court’s treatment of misleading resignation letters and quitclaims in Naldo illustrates why the documents and surrounding circumstances matter.

Step 4: File the formal NLRC complaint if referred there

If SEnA does not resolve an issue within NLRC jurisdiction, obtain the referral or endorsement and file a formal complaint with the proper NLRC Regional Arbitration Branch.

Under the 2025 NLRC Rules of Procedure, the complaint must be signed by the complainant and accompanied by a verification and certification of non-forum shopping. In a group complaint, each complainant should comply with the applicable signature requirements.

A complaint should accurately identify:

Every complainant and respondent;
The employer’s registered name and service address;
The employment relationship;
Each cause of action;
The material dates and facts;
The remedies sought; and
Any related or previously filed proceeding.

Include all claims arising from the same employment relationship. A claim omitted from the complaint should not simply be introduced later in a position paper. Amendment becomes more difficult after the position papers are filed.

Proper venue

Under the current NLRC rules, a worker may generally file in the Regional Arbitration Branch with territorial jurisdiction over the workplace or the complainant’s residence, at the complainant’s option. “Workplace” has special applications for field, itinerant and telecommuting workers. OFW and seafarer cases have additional statutory and procedural rules, so confirm venue with the branch.

The rules permit filing through the appropriate docketing unit by personal filing, registered mail or an NLRC-authorized courier. Before using mail or courier, verify the branch address, required number of copies, notarization, proof-of-service requirements and accepted courier.

What happens after the 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 the mandatory conciliation and mediation conference settings.

If the case is not settled at that stage, the Labor Arbiter directs the parties to submit verified position papers, supporting documents and witness affidavits. Under the current rules, the filing date is generally set within 10 calendar days from termination of the mandatory conference.

Position papers are crucial. Witness affidavits ordinarily take the place of direct testimony, and the Labor Arbiter may decide the case primarily from the parties’ submissions. Do not assume that every missing document can be presented later at a full trial.

The Labor Code directs a Labor Arbiter to decide a case within 30 calendar days after it is submitted for decision. That period begins after submission—not on the date the complaint was filed—and does not include the earlier conference, pleading and service stages.

A lawyer is not mandatory. A party may represent themself, although representation by non-lawyers is allowed only in circumstances recognized by the NLRC rules. Legal help is advisable when employment status is disputed, several companies or contractors are involved, damages or reinstatement are claimed, or the case involves special OFW, seafarer, union or corporate-officer rules.

How to follow up a DOLE or SEnA request

Prepare the following before contacting the office:

RFA or reference number;
Filing date;
Full name of the requesting party;
Employer’s exact name;
Handling office and assigned SEnA officer, if known; and
Date of the last conference or communication.

Ask a specific question, such as whether:

The online RFA has been validated and assigned;
Notice has been served on the employer;
A conference has been scheduled;
The case is still within the conciliation period;
A referral or endorsement has been issued;
A settlement compliance date has passed; or
Additional documents are required.

Follow up through the handling office’s official telephone number or email. Keep a dated log of calls and copies of written inquiries. If your telephone number, email or address changes, notify the office in writing immediately.

If the employer defaults on an attested settlement, report the missed payment or unperformed obligation to the SEnA officer and attach proof. Ask what enforcement or referral document must be issued; do not merely file a duplicate RFA.

How to follow up an NLRC case

Use the complete docket number, not only the parties’ names. The official NLRC website provides case-status facilities and the NLRC contact directory lists branch-specific inquiry channels.

Confirm:

The Regional Arbitration Branch and assigned Labor Arbiter;
The next conference or pleading deadline;
Whether summons or an order has been served;
Whether a pleading was received and entered in the record;
Whether the case has been submitted for decision;
Whether a decision, resolution, certificate of finality or writ has been issued; and
Whether an appeal has been filed.

A status inquiry does not replace formal service and does not suspend a deadline. Check registered mail, courier deliveries, email channels authorized in the case and notices sent to counsel or an authorized representative. File written notice of any address or representative change and furnish the other party as required.

When filing a pleading, retain:

A stamped receiving copy;
Registry or accredited-courier receipt;
Tracking and delivery record; and
Proof that the other parties were served when required.

Deadlines that require immediate attention

Ordinary employment-related money claims generally must be filed within three years from accrual under Article 306 of the Labor Code. Illegal-dismissal actions generally prescribe in four years as actions based on injury to rights. Different claims—including unfair labor practice, seafarer claims and disputes under special laws—can have different periods.

Do not wait for the outer deadline. Accrual, interruption of prescription and proper-forum questions are fact-sensitive, and filing in the wrong forum may create avoidable disputes.

After a decision:

A Labor Arbiter decision, award or order must generally be appealed to the NLRC within 10 calendar days from receipt.
An Article 129 decision of a DOLE Regional Director generally must be appealed within five calendar days from receipt.
The current NLRC rules do not allow an extension of these appeal periods.
A motion for reconsideration of an NLRC decision is generally limited to one motion filed within 10 calendar days from receipt.
The reinstatement portion of a Labor Arbiter decision is immediately executory even while an appeal is pending.

Employer appeals involving monetary awards ordinarily require a compliant cash or surety bond. Appeal and judicial-review requirements are technical; obtain legal help as soon as a decision is received.

Common mistakes to avoid

Treating the SEnA RFA as the formal NLRC complaint;
Waiting for repeated verbal promises until a claim is close to prescription;
Naming only a supervisor, branch or trade name instead of the actual employer;
Giving an incomplete or incorrect respondent address;
Omitting illegal dismissal, reinstatement or another material claim;
Failing to itemize money claims;
Missing a conference, position-paper date or appeal deadline;
Ignoring registered mail or notices sent to counsel;
Filing duplicate RFAs or complaints without disclosing the earlier proceeding;
Signing a resignation, quitclaim or “full settlement” before checking the amount;
Accepting a vague promise that payment will be “processed” without a fixed date;
Losing access to company messages before preserving them; and
Relying on a telephone follow-up without keeping written proof.

When legal help is urgent

Seek assistance promptly if:

A dismissal, suspension or forced resignation has just occurred;
A claim is near its prescriptive period;
You received summons, a decision, an appeal or a writ of execution;
The 10-day or five-day appeal period is running;
The employer denies that you were an employee;
A contractor, agency, principal or several related companies may be liable;
You are being asked to sign a resignation or quitclaim immediately;
Evidence may be destroyed or access to records is about to be removed;
The dispute involves an OFW, seafarer, government employee, union, strike or CBA;
There are threats, violence, sexual harassment or immediate workplace danger; or
A settlement has been breached.

For representation, workers may inquire with the Public Attorney’s Office, the Integrated Bar of the Philippines’s legal-aid services, a legitimate labor organization or a private labor lawyer, subject to eligibility and availability.

Frequently asked questions

Do I go to DOLE or the NLRC first?

For most private-sector disputes, begin with SEnA. An RFA may be filed at a DOLE, NCMB or NLRC SEnA desk or through DOLE ARMS. If unresolved, obtain referral to the office with jurisdiction. A termination case normally proceeds formally before an NLRC Labor Arbiter.

Can I file online?

Yes. An RFA may be submitted through the official DOLE ARMS portal. Formal NLRC pleadings follow the 2025 NLRC Rules and branch requirements; do not assume that emailing an unsigned complaint constitutes filing.

Do I need a lawyer?

No lawyer is required to file an RFA or represent yourself before a Labor Arbiter. Legal advice is nevertheless valuable before signing a settlement, preparing a position paper or filing an appeal.

How long does SEnA take?

The current mandatory conciliation period generally lasts 30 calendar days from the initial conference at which both parties appear. By mutual agreement, it may be extended for up to 15 additional calendar days when settlement remains possible.

What if the employer does not attend?

Keep attending unless excused and retain proof of every notice. Repeated nonappearance despite proper notice may lead to termination of conciliation and referral to the office with jurisdiction. Nonappearance does not automatically mean that the worker wins the underlying claim.

Can I still file with the NLRC after an unsuccessful settlement attempt?

Yes, if unresolved issues fall within NLRC jurisdiction and the required referral or endorsement has been issued. Participation in SEnA is not, by itself, forum shopping because SEnA does not adjudicate the merits.

Can I challenge a quitclaim?

Possibly. The outcome depends on whether the agreement was voluntary and informed, whether the consideration was credible and reasonable, and whether fraud, coercion or unlawful terms were involved. Preserve the signed documents, payment proof and communications surrounding the agreement.

Is a case finished when the status says “decided”?

Not necessarily. Service, appeal, finality and execution are separate stages. Obtain the decision, record the date of receipt and immediately check the applicable remedy and deadline.

This article provides general legal information, not legal advice for a particular case. Jurisdiction, prescription, computation and remedies depend on the facts, documents and applicable special laws. Official legal and procedural sources were checked as of 5 August 2026.