Quick answer

For most workplace disputes, start by filing a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. This is a mandatory conciliation-mediation process—not yet a formal labor case. You may file online through DOLE ARMS or onsite at a Single Entry Assistance Desk of DOLE, the National Conciliation and Mediation Board (NCMB), or the National Labor Relations Commission (NLRC).

If the dispute is not settled, obtain the SEnA referral and file the proper formal complaint:

File with an NLRC Regional Arbitration Branch for illegal dismissal, reinstatement, unfair labor practice, damages arising from employment, most claims exceeding ₱5,000, and other matters within a Labor Arbiter’s jurisdiction.
File with the DOLE Regional Office for an Article 129 wage or benefit claim when there is no reinstatement claim and each employee’s aggregate claim does not exceed ₱5,000. DOLE also separately investigates labor-standards and occupational-safety violations through its inspection and enforcement powers.
Kasambahay disputes generally go to the DOLE Regional Office under the Batas Kasambahay.
CBA interpretation and company-policy grievances generally go through the grievance machinery and voluntary arbitration.
Most government personnel disputes belong with the agency and the Civil Service Commission, not the NLRC.

Do not assume that filing an online RFA has already created a formal NLRC case. Keep the RFA reference number, attend every conference, secure the referral if settlement fails, and separately docket the formal complaint with the correct office.

DOLE, SEnA, or the NLRC?

Situation	Usual route
You want assistance negotiating unpaid wages, final pay, benefits, reinstatement, separation pay, or another employment issue	File a SEnA RFA first
Illegal or constructive dismissal	SEnA, then NLRC Labor Arbiter if unresolved
Reinstatement is requested	SEnA, then NLRC
Unfair labor practice or employment-related damages	SEnA, then NLRC
Other employment-related claims exceeding ₱5,000 per employee	SEnA, then NLRC
Wage or benefit claim of ₱5,000 or less per employee, with no reinstatement claim	SEnA, then DOLE Regional Director under Article 129
Kasambahay dispute	DOLE Regional Office
Interpretation or implementation of a CBA or company personnel policy	Grievance machinery and voluntary arbitration
Actual strike or lockout, notice of strike or lockout, or preventive mediation	NCMB under its special procedures
Imminent occupational-safety danger, dangerous occurrence, disabling injury, or inadequate protective equipment	Report immediately to the DOLE Regional Office; these are excepted from mandatory SEnA
SSS, Employees’ Compensation, PhilHealth, Pag-IBIG, or similar statutory benefit dispute	The agency with jurisdiction over that benefit
Inter- or intra-union dispute	Appropriate DOLE labor-relations process, not ordinary SEnA
Most national or local government employment disputes	Agency grievance process or Civil Service Commission

SEnA is broadly required by Republic Act No. 10396. Its current procedures and exceptions appear in DOLE Department Order No. 249-25.

How to file a SEnA Request for Assistance

1. Gather the essential information

Prepare:

Your full name, address, active mobile number, and email address.
The employer’s correct legal or business name, workplace and registered addresses, and available contact details.
The names and addresses of any contractor, agency, principal, corporate officer, or other party whose role is material.
Your position, employment dates, wage rate, and work location.
A short chronological account of what happened.
Each issue you want addressed, such as unpaid wages, overtime, final pay, illegal dismissal, reinstatement, or separation pay.
The relief or settlement you are requesting and, if possible, a dated computation of monetary claims.

An authorized representative may file in the circumstances allowed by the SEnA Rules, but the required Special Power of Attorney and supporting documents must be presented. If the worker has died, the filing heir or representative must provide proof of death and relationship.

2. Choose online or onsite filing

For online filing, use DOLE ARMS. Select the correct filer category, complete the RFA, review the information carefully, and save the confirmation and reference number.

For onsite filing, an RFA may be submitted at an appropriate Single Entry Assistance Desk of:

A DOLE Regional, Provincial, Field, or Satellite Office;
An NCMB Regional Conciliation and Mediation Branch; or
An NLRC Regional Arbitration Branch.

Under the current SEnA Rules, the requesting party may generally choose an office nearest the requesting party’s residence, the place where the union, federation chapter, or workers’ association operates, or the employer’s principal place of business. Coordinated conferences may be arranged when the employer is in another region.

3. Keep proof of filing

Save or photograph:

The complete RFA;
The electronic confirmation or stamped receiving copy;
The reference and docket numbers;
The name and office of the assigned Single Entry Assistance Desk Officer, or SEADO;
Notices of conference; and
Emails, messages, or receipts showing when documents were submitted.

4. Attend the conference prepared to settle

For an onsite RFA, the initial conference date should be set on the filing date. For an online RFA, it should be set within two days from assignment to a SEADO. The initial conference should ordinarily be conducted within five calendar days—or the earliest available date not exceeding ten days—from assignment.

The 30-day mandatory conciliation-mediation period begins when the initial conference is held with both parties present, not automatically on the date the RFA was submitted. It may be extended only by mutual agreement when settlement remains possible, and the extension may not exceed 15 calendar days.

Conferences may be face-to-face or conducted through an available digital platform. SEnA is non-litigious: parties ordinarily appear and speak for themselves. Lawyers are not encouraged to participate unless they are themselves a party or employer, or are properly authorized under the rules.

5. Review any settlement before signing

A SEnA settlement must be written in language the parties understand, signed or properly confirmed, and attested by the SEADO. It should clearly state:

Every issue being settled;
The exact amount and method of payment;
Each installment amount and due date, if payment will be staggered;
Any reinstatement, lifting of suspension, or other required action;
The scope of any waiver; and
What happens if a party fails to comply.

A valid SEnA settlement is final and immediately executory. Do not sign a quitclaim or broad waiver unless the figures, deadlines, deductions, and legal effect have been explained and are acceptable. Under the current rules, when payment is by installment or another obligation remains outstanding, the waiver and quitclaim should be issued only after full compliance.

6. If settlement fails, request the referral

Referral may be appropriate when:

No agreement is reached within the mandatory period;
Settlement has become remote;
The responding party misses two consecutive conferences despite notice;
Only some issues are settled; or
A settlement is not honored.

Check that the referral correctly identifies the parties, unresolved issues, and referral date. The referral does not itself commence a formal NLRC or DOLE adjudication; take it to the office with jurisdiction and complete the next filing.

How to file a formal NLRC complaint

The current procedure is governed by the 2025 NLRC Rules of Procedure.

Where to file

A complainant may generally choose the NLRC Regional Arbitration Branch with jurisdiction over:

The complainant’s workplace; or
The complainant’s residence.

“Workplace” includes an assigned worksite, the place where a temporarily assigned worker must report back, the reporting or payment location of an itinerant worker, and an alternative workplace used in telecommuting or a similar arrangement.

An OFW case may be filed where the complainant resides or where the principal office of any respondent is situated.

What to bring or submit

The NLRC’s filing service generally requires:

The SEnA referral;
A valid government-issued ID;
The accomplished complaint form; and
Any required authority and supporting documents if personal appearance is impossible.

Under the 2025 Rules:

State the names and addresses of every complainant and respondent.
Include all causes of action arising from the same employment relationship.
Every complainant must sign.
Execute the required verification and certification against forum shopping.
Identify all proper respondents, especially when an agency, contractor, and principal company may be involved.

Personal filing is the clearest route for an initial complaint because the complaint must be verified and properly docketed. Although the rules recognize personal filing, registered mail, and NLRC-authorized courier service for pleadings, confirm the initial-complaint requirements directly with the receiving Regional Arbitration Branch before attempting non-personal filing.

What happens after docketing

Within two working days after receiving the complaint or amended complaint, the Labor Arbiter should issue summons stating two settings for mandatory conciliation and mediation.

Attend both settings. If a complainant unjustifiably misses both despite notice, the case may be dismissed without prejudice. A second dismissal for the same reason may be with prejudice. If a duly summoned respondent misses both settings, the respondent may be deemed to have waived the right to file a position paper, and the case may be decided on the existing record.

If settlement fails, the Labor Arbiter will define the parties and issues and set a date—within ten calendar days after termination of the mandatory conference—for simultaneous filing of verified position papers. A reply may be filed within ten calendar days from receipt of the opposing position paper, on the schedule set by the Labor Arbiter.

The position paper is not a mere letter. It should contain the material facts, legal grounds, requested relief, computations, supporting documents, and witness affidavits. Evidence omitted at this stage may be difficult to introduce later. The complaint ordinarily may be freely amended only before position papers or answers are filed; later amendment requires permission.

A Labor Arbiter should render a decision within 30 calendar days after the case is submitted for decision. This is not a promise of a final result 30 days after filing. For OFW cases, the rule states a 90-calendar-day period after filing of the complaint.

How to follow up effectively

For a SEnA RFA

Use the Track RFA Status function on DOLE ARMS and enter the reference or docket number. If the online record is unclear:

Contact the SEADO or office that received the RFA.
State your complete name, employer’s name, RFA reference or docket number, and conference date.
Ask for the current status, the next conference, whether notice was served, and whether a referral or settlement document has been issued.
Confirm that your mobile number, email, and address remain correct.
Keep a written record of the date, person contacted, and response.

You may also consult the DOLE contact page or Hotline 1349. Do not send identity documents or sensitive employment records to unofficial social-media accounts.

For a formal NLRC case

Follow up with the Regional Arbitration Branch and Labor Arbiter’s office where the complaint is docketed, not merely with a general DOLE office. Use the complete NLRC case number and ask:

Whether summons was served;
The next conference or submission date;
Whether a position paper, reply, motion, order, or decision has been filed or issued;
Whether the case has been submitted for decision;
Whether a decision has been released and how it was served; and
Whether the case has been elevated on appeal or entered for execution.

Use the NLRC office and contact directory and verify addresses through the official website.

A concise written follow-up may say:

Good day. I am [complete name], the complainant/requesting party in [complete case or RFA number] against [respondent]. May I confirm the present status, the next required action or schedule, whether any order or decision has been issued, and whether my contact and service address on record are current?

A follow-up does not suspend or extend a filing, appeal, or reconsideration deadline.

Watch these deadlines carefully

Matter	Current general period
Initial SEnA conference	Within five calendar days, or earliest available date not exceeding ten days, from assignment
SEnA conciliation-mediation	30 calendar days from the initial conference where both parties appear
Agreed SEnA extension	Up to 15 additional calendar days
NLRC mandatory conference	Ordinarily concluded within 30 calendar days from the first conference
NLRC position papers	Date set within ten calendar days after the mandatory conference ends
Reply to opposing position paper	Within ten calendar days from receipt, on the schedule set by the Labor Arbiter
Appeal from Labor Arbiter to NLRC	Ten calendar days from receipt
Appeal from a DOLE Regional Director’s Article 129 decision	Five calendar days from receipt
Motion for reconsideration of an NLRC Commission decision	Ten calendar days from receipt; only one from the same party
Rule 65 petition involving an NLRC decision	Generally 60 days under the Rules of Court, commonly counted from notice of the denial of a timely motion for reconsideration

For an appeal from a Labor Arbiter or Article 129 decision, if the last day falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day. No extension to perfect the administrative appeal is allowed.

The appeal must be filed with the Regional Arbitration Branch or DOLE Regional Office of origin, not directly with another NLRC office. A mere notice of appeal is insufficient. The 2025 Rules require a verified memorandum of appeal, specified grounds and relief, material dates, two copies, required fees, proof of service, and any required appeal bond. An employer appealing a monetary award generally must post the required cash or accredited surety bond.

Service rules can cause a deadline to run even when mail or courier delivery is ignored. Registered-mail service may be completed upon actual receipt or five calendar days from the first postmaster’s notice, whichever is earlier. Authorized-courier service may be completed upon receipt, after two delivery attempts, or five calendar days after the first attempt, whichever is earlier. Receipt by counsel or an authorized representative may also trigger finality. Immediately report any change of address.

Do not wait for prescription to become an issue

General periods include:

Three years for money claims arising from employment, such as unpaid wages, overtime pay, holiday pay, salary differentials, service incentive leave pay, bonuses legally due, and illegal deductions.
Four years for an illegal-dismissal action and the backwages and damages that follow from that claim.
One year for unfair labor practice claims.

These periods run from accrual of the particular cause of action, which can differ from one claim to another. The Labor Code’s prescription provisions are available in Presidential Decree No. 442, as amended. The Supreme Court’s explanation of the four-year illegal-dismissal period appears in Arriola v. Pilipino Star Ngayon, Inc..

An RFA may have legal consequences for the computation of prescription, but whether a particular claim was validly interrupted can depend on the demand, parties, dates, and documents. Do not rely on repeated informal follow-ups or continuing negotiations to save an aging claim.

Evidence to preserve

Keep original electronic files and organized copies of:

Employment contracts, job offers, appointment papers, and job descriptions;
Company ID, contractor or agency documents, and proof of the entities for which work was performed;
Payslips, payroll records, bank credits, receipts, and wage computations;
Daily time records, biometric logs, schedules, overtime instructions, leave records, and attendance reports;
Notices to explain, written warnings, suspension or termination notices, redundancy papers, and final-pay computations;
Emails, text messages, chat exports, and other communications about work, wages, discipline, or termination;
Performance reviews, commendations, incident reports, and relevant company policies;
CBA and union documents, if applicable;
Names and contact information of witnesses with personal knowledge;
SEnA and NLRC forms, notices, minutes, referrals, settlements, orders, and proofs of service; and
Proof of partial payments or non-compliance with a settlement.

Export important electronic conversations when possible instead of keeping only cropped screenshots. Retain dates, sender information, attachments, and metadata. Do not alter evidence or take confidential company information unrelated to your own claim.

Common mistakes

Treating an RFA reference number as an NLRC case number.
Filing with the wrong agency or branch.
Naming only a supervisor instead of the correct employer, contractor, agency, or principal.
Omitting claims arising from the same employment relationship.
Missing a conference because the worker changed numbers or addresses.
Waiting for the agency to call instead of checking written notices and service dates.
Filing an appeal with the wrong office or submitting only a notice of appeal.
Counting appeal periods in working days instead of calendar days.
Submitting a position paper without affidavits, computations, or supporting records.
Failing to serve the opposing party and retain proof of service.
Signing a settlement, waiver, or quitclaim without understanding its scope.
Relying on verbal promises or private negotiations while prescription continues to run.
Recording a SEnA conference without permission; the current rules treat the proceedings as confidential and prohibit unauthorized recording.

If a settlement or judgment is not paid

For a breached SEnA settlement, report the non-compliance to the SEADO. The officer should call the parties to explore voluntary compliance. If non-compliance continues, request the proper referral and file a motion for execution with the DOLE Regional Office or NLRC Regional Arbitration Branch, as applicable.

For a final NLRC judgment, follow up with the Labor Arbiter’s office regarding the certificate of finality and writ of execution. If a decision orders reinstatement, that aspect is immediately executory even while an appeal is pending. The employer should submit a compliance report within ten calendar days from receipt of the Labor Arbiter’s decision.

Execution is a distinct stage. A favorable decision does not always produce automatic payment, so retain information about the employer’s correct business address, bank or property details lawfully known to you, changes in corporate identity, and any accredited appeal bond.

When legal help is urgent

Seek prompt assistance from a labor lawyer, union counsel, an IBP legal-aid office, or another qualified legal-aid provider when:

An appeal, reconsideration, or court deadline is already running;
The claim is near a one-, three-, or four-year prescriptive period;
You are asked to sign a quitclaim, settlement, resignation, or waiver;
The case involves a contractor, agency, franchise, platform, or disputed employment relationship;
Multiple companies or corporate officers may be responsible;
A CBA, union dispute, strike, or lockout is involved;
The worker is an OFW or seafarer;
The employer appears to be closing, transferring assets, or evading execution;
A settlement was obtained through fraud, coercion, intimidation, or misrepresentation; or
A decision, summons, execution order, garnishment, or appeal bond has been received.

For violence, trafficking, child labor, unlawful confinement, or an immediate threat to life or safety, contact the police, DSWD, barangay or local authorities, and the appropriate DOLE office immediately. Do not wait for ordinary conciliation.

Frequently asked questions

Can I file while I am still employed?

Yes. SEnA may address existing employment issues, including unpaid wages or benefits. Consider retaliation risks and preserve evidence before filing.

Do I need a lawyer?

A lawyer is not required to submit a SEnA RFA or to represent yourself before the NLRC. However, legal help is valuable for position papers, disputed employment status, complex computations, settlements, appeals, and execution. Non-lawyers may represent another person before the NLRC only in the limited situations allowed by the 2025 Rules.

Is filing free?

SEnA and the NLRC’s initial complaint-filing service are generally listed as having no filing fee. Appeals, certified copies, bonds, notarization, courier service, and private legal representation may involve costs.

Can an employer simply ignore SEnA?

SEnA aims at voluntary settlement and does not itself decide most contested claims. If the responding party misses two consecutive conferences despite notice, the RFA may be referred to the proper adjudicating office. Once a formal NLRC complaint is filed and summons is properly served, continued non-appearance can result in waiver and adjudication based on the evidence on record.

Can I file anonymously?

An anonymous report alleging labor-standards or occupational-safety violations may be treated as a request for technical assistance and referred for possible inspection. It is not ordinarily a substitute for a named claim seeking payment or personal relief.

Can I file the NLRC case online?

The online DOLE ARMS portal files a SEnA RFA, not automatically a formal NLRC complaint. Confirm formal filing arrangements with the appropriate NLRC Regional Arbitration Branch.

What if my NLRC case was dismissed without prejudice?

Under the 2025 Rules, a motion to revive or reopen may be filed within ten calendar days from receipt of the dismissal order. After that, the remedy is ordinarily to refile, subject to prescription and other defenses.

What happens after an NLRC Commission decision?

A party may file one motion for reconsideration within ten calendar days from receipt, based on palpable or patent errors and with proof of service on the other party. Review in the Court of Appeals is generally through a Rule 65 petition alleging grave abuse of discretion, not an ordinary appeal. The Rules of Court generally provide a 60-day period, so obtain counsel immediately.

Official sources

This article provides general legal information, not legal advice for a specific dispute. Jurisdiction, prescription, available remedies, and the effect of settlements or service depend on the actual facts and documents. Official sources and procedures were checked as of 18 August 2026.