Quick answer

Start most workplace disputes through the Department of Labor and Employment’s Single Entry Approach (SEnA). File a Request for Assistance online through DOLE ARMS or onsite at a participating DOLE, National Labor Relations Commission (NLRC), or National Conciliation and Mediation Board office. SEnA generally provides up to 30 calendar days for conciliation-mediation.

If settlement fails or either party properly ends the SEnA proceedings, the handling officer may refer or endorse the unresolved issues to the agency with jurisdiction. Claims such as illegal dismissal, unfair labor practice, damages arising from employment, reinstatement, and most substantial employment-related money claims usually proceed as a formal complaint before an NLRC Labor Arbiter.

Do not wait until the last day. SEnA is not a final judgment on the merits, and labor claims have prescriptive periods. Keep the RFA or case number, monitor every notice, and treat any appeal deadline as urgent.

DOLE and the NLRC do different jobs

“Filing with DOLE” and “filing with the NLRC” are not always the same legal step.

DOLE and SEnA

SEnA is the usual first stop for an employment dispute. It is a mandatory conciliation-mediation mechanism intended to help the parties settle without full litigation. Under Republic Act No. 10396, agencies that adjudicate labor disputes ordinarily entertain cases endorsed or referred after this process, subject to statutory and regulatory exceptions.

A SEnA desk officer does not decide whether the employee was illegally dismissed or issue an adjudicated monetary award. The officer helps clarify the issues, convenes the parties, explores settlement, and, if the dispute remains unresolved, facilitates referral to the proper forum.

DOLE regional offices also exercise labor-standards inspection and enforcement powers. When an employer-employee relationship still exists, DOLE may inspect records and workplaces and issue compliance orders within the scope of its authority. That route is different from an NLRC illegal-dismissal case.

DOLE regional directors may also hear certain simple money claims not exceeding ₱5,000 per employee when no reinstatement is sought, under Article 129 of the Labor Code. The ₱5,000 statutory threshold remains in the Code; it should not be confused with DOLE’s broader inspection and compliance powers.

NLRC Labor Arbiters

Labor Arbiters hear and decide matters within the NLRC’s original jurisdiction, including:

termination disputes, such as illegal dismissal or constructive dismissal;
unfair labor practice cases;
claims for reinstatement;
employment-related claims for actual, moral, exemplary, and other damages;
employment-related money claims exceeding ₱5,000 per employee; and
wage or benefit claims accompanied by a request for reinstatement.

A dispute involving the interpretation or implementation of a collective bargaining agreement or company personnel policy may instead belong to the grievance machinery and voluntary arbitration. Social Security System, Employees’ Compensation, government-employment, union-registration, overseas-recruitment, and seafarer disputes may also involve different agencies or special procedures.

When the correct forum is uncertain, describe all material facts in the SEnA request and ask for a written referral or clear instructions. Jurisdiction depends on the nature of the claim—not simply on what the complainant calls it.

Step 1: Prepare the facts and records

Before filing, make a short chronological account covering:

when and how you were hired;
your position, workplace, schedule, and rate of pay;
the employer’s complete legal or business name and known addresses;
what happened, with exact dates;
what amounts or benefits remain unpaid;
whether you were dismissed, suspended, told not to report, or forced to resign;
what explanation the employer gave; and
what remedy you want, such as payment, reinstatement, correction of records, or another lawful resolution.

Separate what you personally witnessed from what someone else told you. If an important date or amount is uncertain, identify it as an estimate rather than presenting it as established fact.

Evidence worth preserving

Keep original files and unedited copies of:

employment contracts, job offers, policies, and handbooks;
company IDs and proof that you actually performed work;
payslips, payroll records, bank credits, and time records;
schedules, attendance logs, leave records, and overtime instructions;
notices to explain, preventive-suspension notices, and disciplinary decisions;
termination, retrenchment, redundancy, or end-of-contract notices;
resignation letters, quitclaims, releases, and final-pay computations;
emails, text messages, chats, work-platform messages, and call logs;
performance reviews, commendations, warnings, and investigation records;
medical documents relevant to the dispute;
names and contact details of potential witnesses; and
demands, HR complaints, and proof that the employer received them.

Export digital conversations with dates and participant details where possible. Keep the original device and account. Do not crop away context, alter screenshots, secretly access another person’s account, or take confidential material unrelated to your own claim.

If the dispute concerns wages, prepare a per-pay-period computation showing the amount paid, the amount allegedly due, and the basis for the difference. The agency will make the legal determination, but a transparent worksheet helps identify the actual disagreement.

Step 2: File a SEnA Request for Assistance

An individual worker, group of workers, kasambahay, union, or federation may submit an RFA.

Online filing

Use the official DOLE Assistance for Request Management System. Select the correct type of requesting party, provide accurate contact and employer information, describe the issues, and upload only the records requested by the system.

After submission:

save the confirmation page;
record the RFA or tracking number;
retain copies of every attachment;
check the email address and mobile number supplied in the request; and
use the ARMS tracking function for status updates.

Do not create duplicate RFAs for the same dispute merely because no immediate update appears. Duplicates can cause confusion. Follow up first using the existing reference number.

Onsite filing

An RFA may also be filed at participating:

DOLE regional or provincial offices;
NLRC central or regional arbitration offices; or
NCMB central or regional branches.

Confirm the office’s current address and receiving hours before travelling. DOLE’s regional-office directory and the NLRC’s contact directory are the safer sources because office locations and contact details can change.

Bring a valid ID, the employer’s correct name and address, a concise statement of the problem, and copies—not your only originals—of key documents. Ask for a stamped receiving copy or written reference number.

Step 3: Attend the SEnA conferences

SEnA conciliation-mediation ordinarily runs for up to 30 calendar days. Either or both parties may request pre-termination and referral to the appropriate agency, as allowed by Republic Act No. 10396. Whether immediate referral is advisable depends on the approaching prescriptive period, the issues, and the likelihood of a genuine settlement.

At each conference:

arrive or log in on time;
bring your RFA number and relevant records;
state the facts and requested relief clearly;
ask how any proposed amount was computed;
request time to read a settlement before signing; and
obtain a signed copy of every agreement or referral document.

A settlement assisted by the proper labor authority is generally final and binding, subject to narrow grounds such as noncompliance or prima facie evidence of fraud, misrepresentation, or coercion. Do not sign a quitclaim or “full and final settlement” unless the amount, payment date, tax or deduction treatment, scope of release, and consequences of nonpayment are clear.

If payment will be staggered, the agreement should identify the exact installments, due dates, payment method, and what happens upon default. Verify that the person signing for a corporation has authority to bind it.

Step 4: If SEnA fails, obtain the referral and identify the proper forum

Ask for a copy of the referral or endorsement and confirm:

which unresolved issues are being referred;
which agency or branch has jurisdiction;
whether a separate complaint must be filed;
what documents must accompany it; and
whether any deadline is already running.

A referral does not necessarily create a formal NLRC case by itself. Check whether you must file and sign the NLRC complaint form at the proper Regional Arbitration Branch.

Step 5: File the formal NLRC complaint

The 2025 NLRC Rules of Procedure, effective since 13 January 2026, govern current ordinary NLRC proceedings.

A complaint must identify the parties and causes of action and comply with the current requirements for signature, verification, and certification against forum shopping. List all real parties in interest and all material claims. Do not omit a claim on the assumption that it can always be added later; amendments become restricted as the case progresses.

Where to file

For ordinary Labor Arbiter cases, the complainant may choose the Regional Arbitration Branch with jurisdiction over either:

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

“Workplace” under the current rules can include the assigned location, the place to which an employee reports after temporary travel or detail, certain reporting or wage-receipt locations for field or mobile workers, and the alternative workplace of a telecommuting worker.

For an overseas Filipino worker case, venue may be in the RAB where the complainant resides or where the principal office of any respondent is situated, at the complainant’s option. Special rules apply to overseas Filipino seafarers under the Magna Carta of Filipino Seafarers and its implementing issuances.

Venue is distinct from subject-matter jurisdiction. If more than one RAB could take the case, filing first in one proper branch generally excludes the others. Confirm the appropriate branch through the NLRC contact directory.

Filing method

The current rules recognize personal filing, registered mail, and courier filing, with the required proof. Because a new complaint must satisfy verification, documentary, venue, and SEnA-referral requirements, confirm the branch’s current receiving instructions before mailing anything.

Keep:

the stamped complaint or mailing receipt;
courier tracking;
the case number;
proof of every document served on the opposing party; and
a complete, page-numbered copy of the filing.

Never rely on an informal message to an employee, social-media page, or unofficial email address as proof that a formal NLRC complaint or appeal was filed.

What happens after an NLRC complaint is filed

The Labor Arbiter issues summons and sets mandatory conciliation-mediation conferences. Settlement remains possible even after the formal case begins.

If no settlement is reached, the Labor Arbiter generally directs the parties to submit verified position papers with supporting documents and witness affidavits. The position paper is critical: it should state the complete factual and legal theory, address each claim or defense, and attach the evidence relied upon. Witness affidavits may take the place of direct testimony.

Attend every scheduled conference. Under the current rules, unjustified nonappearance can lead to dismissal or waiver of procedural rights. A case dismissed without prejudice may have a short period for revival or reopening; otherwise, refiling may be necessary, subject to prescription.

The proceedings are non-litigious, but they are not casual. The relaxed application of technical rules does not excuse missing deadlines, failing to prove an allegation, or ignoring an order.

How to follow up a DOLE SEnA request

For an online RFA:

Open DOLE ARMS.
Use the tracking function and the exact RFA reference.
Check the email address, text messages, and spam folder associated with the filing.
If the status is unclear, contact the assigned office or the ARMS help desk shown on the portal.
State the worker’s name, employer, filing date, and RFA number—but do not send sensitive evidence through an unverified account.

For an onsite RFA, contact the receiving office shown on the stamped copy. Ask whether a desk officer has been assigned, whether notice was served, and when the next conference is scheduled.

Document every follow-up: date, time, number or address used, person contacted, and response received.

How to follow up an NLRC case

Use the case number and contact the Regional Arbitration Branch where the complaint is pending, not merely the NLRC central office. Ask the docket or records unit about:

the assigned Labor Arbiter;
the next setting;
whether an order or decision has been issued;
whether a submitted pleading was received; and
how to request an official copy or inspect the record.

The NLRC publishes current contact information on its official website and contact page.

A telephone or online status inquiry is not a substitute for formal service. Keep your mailing address, email address, mobile number, and counsel or representative information current in the case record. If any changes, file a written notice promptly and serve the other party as required.

Never assume that silence extends a deadline. If you learn that an order or decision may have been issued, promptly verify whether and when it was validly served.

Important filing and appeal deadlines

Prescription of the underlying claim

Different claims have different prescriptive periods:

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 under the Labor Code.
Illegal-dismissal actions: generally four years under Article 1146 of the Civil Code, as applied by Supreme Court jurisprudence.

The proper accrual date and whether prescription was interrupted can depend on the facts and procedural history. A written demand alone does not safely replace filing with the proper agency. Treat any claim near a deadline as urgent.

Appeal from a Labor Arbiter

A Labor Arbiter’s decision or appealable order generally must be appealed to the NLRC within 10 calendar days from receipt. The appeal must be filed with the Regional Arbitration Branch of origin and satisfy the requirements of the 2025 Rules.

An employer appealing a monetary award ordinarily must post the required cash or surety bond in the amount governed by the rules. Filing in the wrong office does not safely stop the deadline.

A motion for reconsideration of a Labor Arbiter’s decision is not the substitute for the proper appeal and is among the pleadings the current rules do not give due course.

Appeal from a DOLE regional director under Article 129

A decision under Article 129 generally has a five-calendar-day appeal period under the current NLRC rules. Do not confuse this with the 10-day Labor Arbiter appeal period.

After an NLRC Commission decision

The usual next administrative step is a timely motion for reconsideration before seeking judicial review. Judicial review of an NLRC ruling generally proceeds through a Rule 65 petition for certiorari in the Court of Appeals, not an ordinary appeal. Court deadlines and procedural requirements are strict; obtain legal assistance immediately upon receipt of an adverse NLRC resolution.

Count from actual or legally effective receipt by the party, counsel, or authorized representative as applicable. Calendar-day periods can expire quickly, including across weekends and holidays, subject to the governing rule on the last day.

Common mistakes that weaken a complaint

Filing against a trade name but failing to identify the correct corporation, proprietor, agency, contractor, or responsible employer.
Giving an old or incomplete employer address, causing service problems.
Filing duplicate RFAs or complaints in different offices.
Missing conferences because a text, email, or letter was overlooked.
Signing a settlement without checking whether it releases all claims.
Treating an unverified online message as a formal filing.
Submitting only screenshots without preserving the original conversation or account.
Omitting claims or respondents from the complaint and trying to add them after position papers.
Making a lump-sum demand without a per-period computation.
Giving away original records without retaining copies and proof of turnover.
Posting accusations or confidential records publicly while the case is pending.
Waiting for an internal HR investigation until the legal claim prescribes.
Assuming that SEnA automatically became an NLRC case after conciliation failed.
Appealing to the wrong office or using the wrong deadline.

When legal help is urgent

Seek a labor lawyer, union counsel, the Public Attorney’s Office if eligible, or another legitimate legal-aid provider promptly when:

a prescriptive period may expire soon;
you received a Labor Arbiter or NLRC decision;
the employer offered a quitclaim covering unknown claims;
several contractors, agencies, or affiliated companies may be responsible;
the dispute involves union activity or alleged unfair labor practice;
the employer alleges theft, fraud, violence, harassment, or another offense;
you are an OFW or seafarer with a contract, medical, disability, or death claim;
a settlement was signed but not paid;
reinstatement was ordered but the employer did not comply;
you need to appeal a monetary award or address an appeal bond; or
the case may require Court of Appeals review.

A lawyer is not required merely to request SEnA assistance, and a worker may generally pursue an NLRC claim without counsel. Representation becomes especially valuable when jurisdiction, prescription, evidence, corporate identity, or appellate procedure is disputed.

FAQ

Can I file even if I already resigned?

Yes. Resignation does not automatically extinguish accrued wage, benefit, damages, or constructive-dismissal claims. The result depends on the facts, the resignation’s voluntariness, any valid settlement, and prescription.

Can I file while still employed?

Yes. Workers may seek assistance over unpaid wages, benefits, deductions, discrimination, working conditions, or other employment issues without first resigning. DOLE’s inspection and compliance authority may also be relevant while the employment relationship continues.

Is SEnA free?

SEnA is a government conciliation-mediation service, and the official DOLE ARMS portal does not require payment to submit an RFA. Be cautious of anyone demanding money merely to “activate” an RFA or guarantee a favorable outcome.

Can my employer dismiss me for filing?

The legality of any subsequent disciplinary action depends on its actual basis and compliance with substantive and procedural law. Preserve evidence of threats, retaliation, changed assignments, sudden disciplinary charges, or instructions not to report, and seek immediate advice.

What if the employer ignores SEnA?

The desk officer may close the conciliation process and refer or endorse the unresolved issues to the proper forum. Nonappearance does not automatically prove the worker’s claim; evidence will still matter in formal adjudication.

Can SEnA force the employer to pay?

No. SEnA seeks a voluntary settlement. An enforceable adjudicated award normally requires proceedings before the agency with jurisdiction unless the parties sign a binding assisted settlement.

Can I follow up without a reference or case number?

Contact the office where the filing was made and provide the filing date, names of the parties, contact details, and proof of submission. A reference number is much safer, which is why the confirmation page or stamped receiving copy should be preserved.

How long does an NLRC case take?

No single timeline applies to every case. Service problems, amendments, settlement efforts, evidence, interlocutory disputes, appeals, and execution can affect the duration. Use the formal case record—not an unofficial estimate—to monitor progress.

Is an order of reinstatement effective while the employer appeals?

The reinstatement aspect of a Labor Arbiter’s decision is generally immediately executory pending appeal. Compliance may involve actual reinstatement or payroll reinstatement as allowed by law. Obtain advice promptly if the employer does not comply or disputes the manner of reinstatement.

Where can I verify the current rules and contacts?

Use these official sources:

This article provides general legal information, not legal advice or a prediction of any case outcome. Jurisdiction, prescription, service, and available remedies depend on the documents and facts. Official sources and procedures were checked as of 31 August 2026.