Quick answer

Start with a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). SEnA is generally a mandatory 30-calendar-day conciliation-mediation process for labor and employment disputes. You may file online through the official DOLE Assistance Request Management System or in person at a participating DOLE, NLRC, or National Conciliation and Mediation Board office.

If the dispute is not settled, obtain the referral or endorsement issued at the end of SEnA. Claims within the jurisdiction of a Labor Arbiter—such as illegal dismissal, unfair labor practice, reinstatement, employment-related damages, and many wage or benefit claims—may then be filed as a formal complaint with the proper NLRC Regional Arbitration Branch.

DOLE and the NLRC are related but perform different functions:

DOLE handles SEnA assistance, labor inspections, compliance with labor standards, and certain simple money claims.
NLRC Labor Arbiters decide cases within their statutory jurisdiction after SEnA fails or an exception applies.
The NLRC Commission Proper reviews appeals from Labor Arbiter decisions.

Do not wait until a deadline is near. Money claims generally prescribe in three years, while illegal-dismissal claims generally prescribe in four years. Other claims may have different and sometimes shorter periods.

Step 1: Identify the problem and the proper office

Begin with SEnA in most cases

Under Republic Act No. 10396 and Article 234 of the Labor Code, labor and employment issues generally must undergo mandatory conciliation-mediation before compulsory arbitration. The Supreme Court has treated this process as a mandatory prerequisite to an NLRC complaint when no exception applies.

An RFA may concern matters such as:

Unpaid or underpaid wages
Overtime, holiday pay, premium pay, night-shift differential, or service incentive leave
Nonpayment or incorrect computation of 13th-month pay
Final pay, separation pay, commissions, or contractual benefits
Illegal dismissal, forced resignation, constructive dismissal, or suspension
Certificate of employment
Workplace conditions or labor-standard violations
Harassment or discrimination connected with employment
Other disputes arising from an employer-employee relationship

An employee, employer, union, or group of workers may request assistance. SEnA is intended to explore a voluntary settlement; the desk officer does not decide the merits as a Labor Arbiter would.

When the NLRC normally has jurisdiction

Under Article 224 of the Labor Code, Labor Arbiters generally have original and exclusive jurisdiction over:

Unfair labor practice cases
Termination disputes, including illegal dismissal
Wage, hours-of-work, and employment-condition claims accompanied by a request for reinstatement
Claims for actual, moral, exemplary, and other damages arising from employment
Disputes involving the legality of strikes or lockouts
Other claims arising from an employer-employee relationship that fall within the statutory jurisdiction of Labor Arbiters

Jurisdiction depends on the allegations, relief requested, governing law, and actual relationship of the parties—not simply on which office a complainant prefers.

When DOLE may handle the matter

A DOLE Regional Director or authorized hearing officer may decide a simple money claim under Article 129 when:

The claim arises from an employer-employee relationship;
No reinstatement is sought; and
The aggregate claim of each employee does not exceed ₱5,000, excluding situations governed by a different statutory enforcement route.

That ₱5,000 threshold is separate from DOLE’s visitorial and enforcement authority. Following an inspection, DOLE may issue labor-standards compliance orders under Article 128 when the legal conditions for that authority are present, even if the monetary amount is higher. Whether Article 128, Article 129, or NLRC jurisdiction applies can be fact-sensitive.

Claims for SSS, employees’ compensation, PhilHealth, or similar statutory benefits may belong initially to the agency designated by the governing law rather than to a Labor Arbiter.

Special categories require extra care

Different rules may apply to:

Employees covered by a collective bargaining agreement and grievance machinery
Disputes assigned by law to voluntary arbitration
Government employees
Overseas Filipino workers
Overseas Filipino seafarers
Kasambahays
Workers whose legal status as employees is disputed
Occupational safety and health complaints
Cases involving strikes, lockouts, or union representation

For example, grievance machinery and voluntary arbitration may have jurisdiction over disputes involving the interpretation or implementation of a collective bargaining agreement. Seafarers are also subject to the Magna Carta of Filipino Seafarers and special 2025 NLRC rules, including particular procedures for medical and disability disputes. Seek case-specific advice instead of assuming the ordinary route applies.

Step 2: Prepare before filing

You do not need perfect paperwork to ask for SEnA assistance, but a clear and documented account makes the process more effective.

Prepare the following information:

Your complete name, address, telephone number, and email address
Employer’s complete legal or business name
Employer’s last known address and, if known, principal office
Names of the owner, agency, contractor, or managers involved
Position, hiring date, work location, schedule, and rate of pay
Date and manner of dismissal, resignation, suspension, or nonpayment
A short chronological account of what happened
Each remedy requested, such as reinstatement, back wages, unpaid salary, final pay, or certificate of employment
A reasonable computation of each monetary claim, if applicable

Preserve originals and make copies of relevant evidence, including:

Employment contract, offer letter, appointment, or job description
Company ID, payroll records, payslips, time records, and schedules
Bank statements or e-wallet records showing salary payments
Notices to explain, preventive-suspension notices, administrative charges, and dismissal letters
Resignation letters and communications surrounding the resignation
Performance evaluations, memoranda, and company policies
Emails, text messages, chat records, and screenshots
Work assignments, attendance logs, delivery records, or platform records
Government contribution records
Medical records, incident reports, and fit-to-work documents
Names and contact information of potential witnesses
Written demands and the employer’s replies

Keep the complete conversation around a message rather than an isolated screenshot. Preserve dates, sender information, attachments, and original electronic files. Do not alter records or secretly access accounts after your authority has ended.

Step 3: File the SEnA Request for Assistance

Online filing

Use the official DOLE–ARMS portal. Follow the current registration and RFA instructions shown on the site.

After submitting:

Save the confirmation page, email, and reference number.
Check whether the filing has been validated or assigned.
Watch your email, phone, and portal account for conference notices.
Respond promptly if the office requests corrections or additional information.
Inform the office immediately if your contact details change.

Avoid unofficial links sent through social media. The official DOLE website also lists SEnA among its e-services.

Onsite filing

An RFA may generally be filed at participating:

DOLE Regional or Provincial Offices
NLRC Central Office or Regional Arbitration Branches
NCMB Central Office or Regional Conciliation and Mediation Branches

Bring a valid identification document, your evidence, and the employer’s accurate name and address. Ask for a stamped receiving copy or written acknowledgment containing the RFA number and filing date.

Office locations and procedures can change. Confirm the correct office through the DOLE website or the NLRC contact directory before travelling.

What happens during SEnA

SEnA is generally conducted for up to 30 calendar days. A Single Entry Assistance Desk Officer contacts the parties, schedules conferences, clarifies the issues, and helps them explore settlement.

Participate in good faith and be ready to explain:

What happened
What amount or remedy you are seeking
How you calculated any monetary claim
Which documents support your account
Which terms you would or would not accept in settlement

A settlement should state the exact amount, payment date and method, tax or deduction treatment, release terms, and consequences of noncompliance. Read every provision before signing. Do not accept an oral promise as a substitute for a clear written agreement.

A SEnA settlement reached with the required assistance and formalities is binding and immediately executory. A waiver or quitclaim is not automatically invalid, but its validity may depend on voluntariness, the circumstances of execution, and whether the consideration is reasonable. Obtain advice before signing a broad release if the amount or rights involved are substantial.

If no settlement is reached, request and preserve the official referral or endorsement needed for the next proceeding.

Step 4: File a formal NLRC complaint if SEnA remains unresolved

Bring the SEnA referral or endorsement to the proper NLRC Regional Arbitration Branch. Use the current NLRC complaint form and follow the branch’s filing instructions.

The complaint should accurately identify:

All complainants
The employer and any other properly responsible respondent
Correct service addresses
The employment relationship
The causes of action
The material dates and facts
The specific remedies requested

Do not casually name corporate officers, managers, clients, or affiliated companies as respondents. Personal or solidary liability requires a legal and factual basis.

Venue is ordinarily tied to the workplace or another location authorized by the applicable NLRC rule. Special venue provisions apply to overseas workers and seafarers. If work was performed remotely, at several locations, or through an agency or contractor, confirm the correct branch before filing.

Obtain a stamped copy showing the case number and date of filing. Keep this docket number for every follow-up.

What happens after an NLRC complaint is filed

Mandatory conferences

The Labor Arbiter will schedule mandatory conciliation and mediation conferences. Settlement remains possible even after formal filing.

Attend every setting. If you cannot attend for a serious reason, promptly file the proper written request or explanation and retain proof of submission. Do not assume that a telephone call automatically excuses an absence.

Position papers and evidence

If there is no settlement, the parties are ordinarily directed to submit verified position papers and supporting evidence. A position paper is not merely a narrative. It should clearly connect:

The facts
The issues
The applicable law or agreement
The supporting evidence
The computation and relief requested

Labor cases are generally decided on position papers, affidavits, and documents rather than a full courtroom-style trial. Submit important evidence when required. Under the NLRC rules, amendments are generally not allowed after position papers have been filed, so incomplete allegations or omitted claims can be difficult to repair.

Serve the other party as directed and preserve the filed copy, receiving stamp, courier receipt, email acknowledgment, and proof of service.

Decision and possible appeal

A Labor Arbiter’s decision may be appealed to the NLRC within 10 calendar days from receipt. This is a short, strict period—not ten working days.

An appeal must satisfy the grounds and formal requirements in the Labor Code and NLRC rules. When an employer appeals a monetary award, perfection ordinarily requires an appeal bond equivalent to the monetary award, subject to the governing rules and jurisprudential exceptions. An appeal fee and proof of service are also required.

If you receive a decision, order, or resolution, record the exact date and manner of receipt and seek advice immediately. Do not wait until the tenth day.

A party challenging an NLRC Commission resolution ordinarily must first use the available motion-for-reconsideration procedure before seeking judicial review. Court review is generally pursued through a Rule 65 petition for certiorari in the Court of Appeals, subject to a separate 60-day period and technical requirements. This stage should normally be handled by a lawyer.

How to follow up an RFA or NLRC case

For a SEnA request

Use the RFA number and contact the office that validated or received the request. If filed online, check the registered email address, spam folder, phone messages, and any status feature available in the official portal.

A useful written follow-up should contain:

Your full name
RFA number
Filing date
Name of the employer
Date of the last conference or communication
The specific information requested
Your current contact details

Ask whether the RFA has been assigned, whether a conference has been scheduled, whether the employer was contacted, or whether a referral or closure document is ready. Keep a copy of the inquiry and any reply.

For an NLRC case

Use the complete case title and docket number. Contact the docket or records unit of the Regional Arbitration Branch or Commission division handling the matter. The official NLRC directory provides current branch contact details.

You may ask:

Whether a pleading was received and docketed
Whether an order, notice, or decision has been issued
The next scheduled conference
Whether service on a party was successful
How to request an official copy
Whether the case has been elevated on appeal
Whether a decision has become final
What filing is needed to begin execution

A status inquiry does not extend a filing or appeal deadline. Continue monitoring official service at the address, email, or other channel on record.

If there has been no update

Send a concise written status request to the handling office and retain proof of delivery. If necessary, visit the office’s public assistance or docket unit. Escalate through the agency’s official client-assistance or grievance process only after confirming that the case is actually delayed and that no notice was missed.

Do not file duplicate RFAs or complaints merely to obtain attention. Duplicate filings can create service, venue, and forum-shopping problems.

Important filing periods

Money claims

Article 306 of the Labor Code generally requires money claims arising from employer-employee relations to be filed within three years from accrual. For recurring underpayments, each unpaid benefit may accrue separately. Amounts falling outside the three-year period may be barred even if more recent amounts remain recoverable.

Illegal dismissal

An illegal-dismissal action generally prescribes in four years under the Civil Code rule for injury to rights. The facts can affect when the cause of action accrued.

Unfair labor practice and other claims

Unfair labor practice cases and claims governed by special laws may have different periods. Some administrative, contractual, social-benefit, seafarer, or overseas-employment claims also follow special rules.

Filing an RFA under Republic Act No. 10396 generally interrupts or tolls the applicable prescriptive period, but do not use SEnA as a reason to delay. Preserve the filing acknowledgment because the date may become important.

Common mistakes to avoid

Filing with the wrong agency or branch
Using a trade name instead of the employer’s correct legal name
Giving an outdated or incomplete respondent address
Waiting for informal negotiations while prescription continues to run
Missing a conference because a notice went to spam or an old address
Claiming a lump sum without showing how it was computed
Submitting screenshots without dates, context, or sender information
Failing to keep a stamped receiving copy and proof of service
Signing a quitclaim without understanding its scope
Naming officers or related companies without a factual and legal basis
Assuming SEnA automatically becomes an NLRC case
Filing duplicate cases in different offices
Ignoring an order to submit a position paper
Treating the 10-day appeal period as working days
Assuming a favorable final decision will enforce itself

After winning: settlement compliance and execution

If the parties settle, monitor every payment or performance date in the written agreement. Keep bank records, receipts, releases, and communications.

If a final NLRC judgment is not voluntarily satisfied, ask the handling branch about a motion for execution and the issuance of a writ. Execution is a separate enforcement stage handled under the NLRC rules and sheriffs’ procedures. Provide current information about the respondent’s business address and identifiable assets only through lawful means.

Reinstatement ordered by a Labor Arbiter is generally immediately executory even while an appeal is pending. The employer may comply through actual reinstatement or payroll reinstatement under the governing law. If an reinstatement order is ignored or implemented only on paper, obtain prompt legal advice and document every tender, refusal, instruction, and payment.

When legal help is urgent

Seek assistance immediately if:

You were dismissed and the four-year period may be near
Old wage claims are approaching the three-year limit
You received a Labor Arbiter decision and the 10-calendar-day appeal period is running
You received an NLRC resolution and are considering court review
The employer is closing, liquidating, transferring assets, or disappearing
You are being pressured to sign a quitclaim or settlement immediately
The case involves a union, strike, lockout, or collective bargaining agreement
You are an OFW or seafarer with contractual, medical, disability, or repatriation claims
The employer denies that you were an employee
Several contractors, agencies, companies, or corporate officers may be involved
There are threats, violence, trafficking, retaliation, or immediate safety concerns
A final judgment remains unpaid

Workers who cannot afford private counsel may inquire with the Public Attorney’s Office, a recognized labor union, an accredited legal-aid organization, an Integrated Bar of the Philippines legal-aid office, or a law-school clinical legal education program. Eligibility and availability vary.

Frequently asked questions

Can I go directly to the NLRC without SEnA?

Usually, labor and employment disputes must first pass through SEnA. Exceptions exist under the Labor Code, rules issued by the Secretary of Labor and Employment, collective bargaining or grievance procedures, and special laws. Ask the receiving office to confirm whether an exception applies rather than simply bypassing SEnA.

Can I file while I am still employed?

Yes. An existing employment relationship does not prevent an RFA concerning unpaid benefits, working conditions, or other labor issues. Consider preserving records and using personal contact details rather than an employer-controlled email account.

Do I need a lawyer?

A lawyer is not generally required to request SEnA assistance or initiate an NLRC complaint. Legal help becomes especially valuable for jurisdiction disputes, large or complex computations, position papers, appeals, corporate-liability issues, and court review.

Can an employer also file an RFA?

Yes. SEnA is available to an aggrieved worker, employer, union, or group of workers.

Is SEnA the same as filing a formal labor case?

No. An RFA starts conciliation-mediation. If the dispute is unresolved, a separate formal complaint must be filed with the agency or tribunal having jurisdiction, using the referral or endorsement issued after SEnA.

What if the employer ignores SEnA?

The desk officer may complete the SEnA process and issue the appropriate referral or closure document. The employer’s nonappearance does not by itself prove the underlying claim, so preserve evidence for the formal case.

Can I follow up by telephone?

Yes, but a written inquiry provides a better record. Always state the RFA or case number, and never assume that a call changes a deadline or excuses a required appearance.

Where can I obtain official forms?

Check the NLRC website and its downloadable forms, or obtain the current form from the receiving Regional Arbitration Branch. For SEnA, use the official DOLE–ARMS portal or a participating government office.

Official legal and procedural sources

This article provides general legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, deadlines, and available remedies depend on the facts, documents, applicable special law, and date of receipt of official notices. Official sources and procedures were checked as of August 31, 2026.