Quick answer

Start by filing a Request for Assistance (RFA) under the Single Entry Approach (SEnA). You may file online through the DOLE Assistance for Request Management System or personally at a Single Entry Assistance Desk in a DOLE regional, provincial, field, or district office; an NLRC Regional Arbitration Branch; or an appropriate National Conciliation and Mediation Board office.

SEnA is a mandatory conciliation-mediation process for most labor and employment disputes. It is intended to help the worker and employer reach a voluntary settlement within a 30-day period. Either party may request early termination and referral to the office with jurisdiction.

If no settlement is reached and the dispute belongs to the NLRC, obtain the SEnA referral or endorsement and file a separate, signed and verified complaint with the proper NLRC Regional Arbitration Branch. A SEnA request is not automatically the same as a docketed case before a Labor Arbiter.

The proper office depends on the claim:

DOLE Regional Office: commonly handles labor-standards enforcement while the employment relationship still exists, such as minimum-wage, holiday-pay, service-incentive-leave, 13th-month-pay, hours-of-work, and occupational-safety violations. Under the Labor Code’s visitorial and enforcement provisions, DOLE authority is not necessarily limited by the amount claimed.
NLRC Labor Arbiter: generally handles illegal or constructive dismissal, unfair labor practice, claims involving reinstatement, damages arising from employment, and other claims placed within Labor Arbiter jurisdiction.
Other agencies or processes: SSS, PhilHealth, Pag-IBIG, employees’ compensation, recruitment, OFW, union, collective-bargaining, and grievance-m machinery disputes may have different forums or preliminary procedures.

When unsure, file an RFA and ask the Single Entry Assistance Desk Officer to identify the correct route in writing. The governing statute is Republic Act No. 10396, while current NLRC proceedings are governed by the 2025 NLRC Rules of Procedure, effective January 13, 2026.

Choose the correct route

Use SEnA first for most workplace disputes

SEnA can receive requests from an individual worker, a group of workers, a union or workers’ association, a kasambahay, an employer, and persons involved in certain non-standard work arrangements. An immediate family member may file for an absent or incapacitated worker when properly authorized, while legitimate heirs may act for a deceased worker.

Typical concerns include:

Unpaid or underpaid wages
Unpaid final pay or 13th-month pay
Overtime, holiday, rest-day, or service-incentive-leave claims
Illegal or constructive dismissal
Separation pay
Workplace disciplinary disputes
Certificate of employment or employment-record concerns
Contractor, subcontractor, platform-work, or similar disputes
Other issues arising from labor or employment

Some matters are not subject to the ordinary SEnA route, including disputes that the law places under a collective-bargaining grievance procedure or voluntary arbitration and exceptions recognized by the Secretary of Labor and Employment. Do not guess: ask the receiving desk whether the RFA is “SEnAble” and, if not, where it will be referred.

Use DOLE labor-standards enforcement when appropriate

The DOLE Secretary and authorized regional officials have visitorial and enforcement powers under Article 128 of the Labor Code. Where an employer-employee relationship still exists, DOLE may inspect records and premises and issue compliance orders to enforce statutory labor standards. The Supreme Court has explained that this authority may apply regardless of the amount claimed.

By contrast, Article 129 separately covers simple wage and benefit claims not exceeding ₱5,000 per employee and not accompanied by a claim for reinstatement. The ₱5,000 limit should not be confused with DOLE’s broader Article 128 inspection and enforcement authority. The distinction is discussed in Del Monte Land Transport Bus Company, Inc. v. Armenta.

If employment has ended, reinstatement is requested, or the dispute requires determination of illegal dismissal or damages, the matter generally belongs before a Labor Arbiter rather than ordinary DOLE labor-standards enforcement.

Use the NLRC for cases within Labor Arbiter jurisdiction

Labor Arbiters generally have original jurisdiction over:

Unfair labor practice cases
Termination disputes, including illegal or constructive dismissal
Wage, hours-of-work, and employment-condition claims accompanied by a request for reinstatement
Claims for actual, moral, exemplary, or other damages arising from employment
Certain strike or lockout cases
Other employer-employee claims exceeding the statutory Article 129 threshold, subject to DOLE’s Article 128 enforcement authority and other statutory exceptions

The NLRC does not ordinarily decide claims for SSS, PhilHealth, Pag-IBIG, or employees’ compensation benefits. Those concerns should also be brought to the agency administering the benefit.

For an overseas employment, recruitment, or seafarer dispute, consult the Department of Migrant Workers because current DMW laws and adjudication rules may control the proper office and procedure.

How to file a SEnA request

1. Prepare the essential information

Have the following ready:

Your complete name, address, mobile number, and email address
Employer’s complete registered or business name
Workplace and employer addresses
Names of the owner, manager, HR representative, contractor, or agency, if known
Employment dates, position, wage rate, and usual work schedule
A short chronological account of what happened
Each claim or issue and the relief requested
An initial computation of unpaid amounts, if applicable
Copies of the most important supporting documents

If a contractor or agency deployed you to a principal company, identify both. If you know only a trade name, preserve receipts, IDs, payslips, online listings, or messages showing the entity’s full name and address.

2. File online or onsite

For online filing, use DOLE ARMS. The system accepts RFAs electronically and provides a reference number that can be used to check status.

For personal filing, go to a Single Entry Assistance Desk at:

A DOLE regional, provincial, field, or district office
An NLRC Regional Arbitration Branch or authorized satellite office
An NCMB central or regional office

Under the 2025 SEnA guidelines, an RFA may be filed at the office nearest the requesting party’s residence. Office staff may transfer or refer it to the implementing office best placed to handle the dispute.

Keep a copy or screenshot of the completed RFA, confirmation page, reference number, date of filing, and all attachments.

3. Attend the conferences

The Single Entry Assistance Desk Officer will validate the request, notify the responding party, and schedule conciliation-mediation. Conferences may be conducted onsite or through an authorized online platform.

Come prepared with:

A clear settlement proposal
A claim computation
Documents supporting the amount or remedy requested
Payment details and dates you can realistically accept
Questions about taxes, deductions, clearance, certificate of employment, and release language

Conciliation is not a trial. The officer facilitates negotiation but does not decide the merits as a Labor Arbiter would.

4. Review any settlement carefully

Before signing, confirm that the agreement states:

Exact gross and net amounts
Lawful deductions, if any
Payment date, method, and recipient
Treatment of final pay, benefits, clearance, and certificate of employment
Scope of any waiver or quitclaim
Consequences of delayed or missed payment
How compliance will be documented and enforced

Do not sign a blank document or a settlement you do not understand. A signed settlement is generally binding, although validity and enforcement can still depend on voluntariness, consideration, compliance, and the surrounding facts.

5. If unresolved, obtain the referral or endorsement

Ask for the written document showing that SEnA has been terminated and identifying the proper next office. If the matter belongs to the NLRC, proceed promptly with the formal complaint. Do not assume the RFA has already become an NLRC case.

How to file the formal NLRC complaint

1. Go to the proper Regional Arbitration Branch

Under the 2025 NLRC Rules, a complainant may generally choose the Regional Arbitration Branch with jurisdiction over either:

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

“Workplace” can include the place where the worker is regularly assigned or reports, and may include an authorized telecommuting or alternative-work location. Special venue rules may apply to OFWs and unusual mobile-work arrangements.

The NLRC contact directory lists the main office, Regional Arbitration Branches, salas, telephone numbers, and official email addresses.

2. Complete and sign the complaint

The complaint should accurately state:

Full names of all real parties in interest
Current addresses and contact information
Employment relationship and relevant dates
Every cause of action arising from the relationship
Reliefs requested
Respondents who may be legally responsible
Related cases, RFAs, or proceedings

All complainants must sign and execute the required verification and certification against forum shopping. The certification is important: it confirms that the complainant has not commenced or learned of another case involving the same issues and parties, subject to the disclosures required by the form.

Bring the SEnA referral or endorsement, a valid ID, and the original and required copies of your evidence. Follow the branch’s current instructions on copies, oath, service, and any assessed legal or research fees. Existing exemptions from fees may apply, but they are subject to the governing rules and possible lien.

A lawyer is not required merely to file a worker’s complaint. NLRC public-assistance personnel can help with forms, but they do not replace independent legal advice on disputed facts, strategy, evidence, or settlement value.

3. Include every known claim before position papers

A complaint may generally be amended before position papers are filed. After that, amendment requires permission from the Labor Arbiter. Do not omit a known claim on the assumption that it can simply be added later.

For a wage claim, show how you arrived at the amount:

Period covered
Contractual or statutory rate
Amount actually paid
Difference claimed
Number of compensable days or hours
Applicable benefit or multiplier
Payments already received

Mark estimates honestly. Do not present an estimate as an exact payroll computation.

4. Watch for the summons and conference dates

The Labor Arbiter should issue summons within two working days after receipt of the complaint or amended complaint. Actual service and scheduling may take additional time.

The summons normally states two settings for mandatory conciliation and mediation. Under the current rules:

Unjustified nonappearance by the complainant at both settings may result in dismissal without prejudice.
A second dismissal for the same unjustified nonappearance may be with prejudice.
If a properly served respondent fails to appear at the second setting, the respondent may be deemed to have waived the right to file a position paper, and the case may proceed on the evidence of record.

Immediately notify the Labor Arbiter in a properly filed motion if a serious circumstance prevents attendance. A motion for postponement must generally be filed at least three days before the hearing and must show a meritorious ground; postponement is not automatic.

5. File a complete verified position paper

If the case does not settle, the Labor Arbiter will define the parties, claims, and issues and direct simultaneous filing of verified position papers. The filing date must be set within 10 calendar days from termination of the mandatory conference.

The position paper must contain the material facts, legal grounds, claim computation, supporting documents, and witness affidavits. Those affidavits ordinarily take the place of direct testimony. A reply may be filed within 10 calendar days from receipt of the other party’s position paper, on the date set before the Labor Arbiter.

The position paper ordinarily cannot introduce a cause of action omitted from the complaint or amended complaint. Failure by the complainant to file may result in dismissal. Failure by the respondent may be treated as a waiver, allowing decision on the existing record.

6. Monitor submission and decision

After the position papers and any replies or clarificatory proceedings, the case is submitted for decision. The Labor Code and NLRC Rules direct the Labor Arbiter to decide within 30 calendar days from submission for decision. That is a decision-period rule, not a guaranteed completion date from the day the complaint was filed.

How to follow up properly

For a SEnA request

Use the “Check RFA Status” function on DOLE ARMS and enter the reference number.
Contact the assigned Single Entry Assistance Desk Officer or receiving office.
Provide the RFA reference number, names of the parties, filing date, and your current contact details.
Ask specifically whether the RFA is awaiting validation, notice, conference, settlement compliance, termination, or referral.
Request written confirmation of any new setting or referral.
Keep a dated log of calls, emails, messages, and office visits.

For an NLRC case

Keep the complete docket number and assigned Labor Arbiter or sala.
Use the Case Tracker or case-status facility linked from the NLRC website, when available.
Contact the concerned Regional Arbitration Branch or sala through the official directory.
Ask whether summons was served, conferences were completed, position papers were received, the case was submitted for decision, a decision was released, or the case entered appeal or execution.
Request a copy of any order or decision you have not received.
Confirm the recorded date and mode of service. Deadlines often run from receipt, not from the date you happened to learn informally that an order exists.
Update your address, email, and mobile number through a written filing served on the other party. Do not rely only on a phone call.

A follow-up does not suspend or extend a deadline. Continue complying with every written order while an inquiry is pending.

The NLRC main contact details currently published are (02) 8781-7877, 0966-982-2552, 0960-819-1032, and info@nlrc.dole.gov.ph, during the office hours stated on its contact page. DOLE may be reached through Hotline 1349.

Critical deadlines

Do not wait until the end of a prescriptive or appeal period.

Ordinary money claims arising from employment: generally three years from accrual under Article 306 of the Labor Code. For recurring unpaid benefits, amounts outside the three-year period may already be barred even if newer amounts remain recoverable. The Supreme Court applied this rule in a 2025 decision involving 13th-month pay in Villarico v. DMCI.
Illegal dismissal: generally four years from accrual because it is an action based on injury to rights, as explained in Arriola v. Pilipino Star Ngayon, Inc..
Appeal from a Labor Arbiter’s decision: 10 calendar days from receipt. No motion for extension is allowed. A motion for reconsideration of a Labor Arbiter’s decision is prohibited.
Appeal from a DOLE Regional Director’s Article 129 decision: five calendar days from receipt.
Motion for reconsideration of an NLRC Commission decision: 10 calendar days from receipt, subject to the current rules; only one such motion per party is ordinarily entertained.
Employer’s appeal from a monetary award: normally requires a timely cash or accredited surety bond under Article 229 and the NLRC Rules, in addition to the other appeal requirements.

If the last day falls on a Saturday, Sunday, or legal holiday, the governing procedural rule on the next working day may apply. Never rely on that possibility without checking the actual calendar and the current rule.

Do not assume that an RFA, informal demand, internal grievance, or follow-up email stops every prescriptive period. The effect can depend on the claim and governing rule. If a deadline may be close, request prompt SEnA termination or referral and obtain legal advice immediately.

Evidence to preserve

Keep original files where possible and create secure backups. Useful evidence may include:

Employment contract, offer letter, appointment, or job description
Company ID and contractor or agency deployment records
Payslips, payroll summaries, vouchers, bank-credit records, and e-wallet receipts
Daily time records, biometric reports, schedules, time sheets, logbooks, and approved leave
Work emails, lawful message exports, instructions, assignments, and meeting notices
Notice to explain, administrative charge, response, suspension order, and dismissal notice
Performance evaluations, commendations, warnings, and relevant company policies
Resignation letter, acceptance, clearance, final-pay computation, and certificate of employment
Proof that you reported or offered to report for work
Names and contact details of witnesses with personal knowledge
SEnA forms, notices, conference records, settlement drafts, and referral documents
NLRC pleadings, stamped receipts, courier tracking, summons, orders, and proof of receipt

For illegal dismissal, a worker must first establish the fact of dismissal if the employer denies it; only then does the employer bear the burden of proving a valid cause. The Supreme Court explains this allocation in Juraldine v. COTA Coco Lumber.

For many nonpayment claims, the employer bears the burden of proving payment because payroll and personnel records are normally under its control. Overtime and some premium-pay claims can require the worker to establish that the claimed work was actually performed. Preserve schedules, instructions, logs, and contemporaneous messages rather than relying on a bare estimate.

Do not alter screenshots, fabricate time records, secretly access accounts after authority has ended, or take unrelated confidential company data. Preserve your own records lawfully and retain original metadata.

Common mistakes

Treating an RFA as if it were already a formal NLRC complaint
Waiting for the full 30-day SEnA period despite an approaching prescription deadline
Filing duplicate cases in different offices without disclosure
Using only a trade name and omitting the employer’s correct legal identity or address
Failing to name a contractor, agency, or principal that may be a necessary party
Claiming a lump sum without dates and computations
Omitting known claims before position papers
Ignoring conference dates because the employer says it will settle privately
Failing to update contact information
Missing the position-paper or appeal deadline while waiting for a status reply
Submitting only allegations when records or witness affidavits are available
Signing a quitclaim, waiver, or settlement without checking its amount and release language
Assuming every dispute belongs to DOLE or the NLRC when another agency or grievance procedure has jurisdiction
Paying a fixer or “ambulance chaser” who is not an authorized government employee or properly engaged lawyer

When legal help is urgent

Seek immediate assistance from a labor lawyer, an eligible Public Attorney’s Office lawyer, the Integrated Bar of the Philippines legal-aid program, or NLRC public-assistance personnel if:

You received an adverse Labor Arbiter, DOLE, or NLRC decision
An appeal or position-paper deadline is within days
The employer is closing, disposing of assets, or leaving the country
You are being pressured to sign a quitclaim or backdated resignation
Your complaint involves a union, CBA, unfair labor practice, strike, or lockout
Employment status is disputed, including alleged independent-contractor or platform-worker status
Several contractors, corporate entities, directors, or foreign parties may be responsible
The claim involves a large monetary award, disability, death, or an OFW contract
There are threats, violence, trafficking, confiscated travel documents, or an immediate safety risk
A settlement was signed but not paid
A final decision has not been satisfied and execution may be necessary

For an immediate workplace-safety danger, contact the appropriate DOLE Regional Office and emergency authorities instead of waiting for an ordinary conciliation schedule. For an OFW emergency, use the DMW contact channels, including its published emergency hotline.

Frequently asked questions

Do I need a lawyer to file?

No. A worker may personally file an RFA and an NLRC complaint. Legal assistance is advisable when jurisdiction, employment status, evidence, settlement terms, or deadlines are disputed.

Can I file while still employed?

Yes. Continuing employment does not prevent an RFA. In fact, DOLE’s Article 128 labor-standards enforcement authority commonly depends on an existing employer-employee relationship.

Can my employer dismiss me merely for filing?

An employer cannot lawfully use retaliation as a substitute for a valid and procedurally proper employment action. Whether a later disciplinary measure is retaliatory or independently justified depends on the evidence. Preserve its timing, stated reasons, and all notices.

What happens if the employer ignores SEnA?

SEnA is not an automatic judgment process. If no settlement occurs, request termination and referral to the office with jurisdiction. At the formal NLRC stage, failure of a properly served respondent to attend or file a position paper can have procedural consequences under the 2025 Rules.

How long will the entire case take?

SEnA is designed for a 30-day conciliation-mediation period. A docketed NLRC case then has separate conferences, position-paper deadlines, possible clarificatory proceedings, decision, appeal, and execution stages. The rules contain decision targets, but the total real-world duration depends on service, complexity, settlement, appeal, and enforcement.

What if I already signed a quitclaim?

A quitclaim is not automatically valid or invalid. Its effect depends on voluntariness, understanding, consideration, fraud or coercion, and whether the terms are legally acceptable. Bring the signed document and proof of payment to SEnA or legal counsel.

Can a group of workers file together?

Yes, when the claims arise from related facts or employment arrangements. Each worker should be correctly identified, sign the required documents, and provide an individual computation where amounts differ.

Where can I verify the current rules?

Consult the Labor Code, Republic Act No. 10396, the 2025 NLRC Rules of Procedure, the NLRC Frequently Asked Questions, and the 2025 NLRC Citizen’s Charter.

General-information disclaimer

This article provides general Philippine legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, deadlines, available relief, and evidence requirements may change based on the documents and facts. Official primary sources and agency procedures were checked through August 4, 2026.