Quick answer

Start by filing a Request for Assistance (RFA) under the Single Entry Approach, or SEnA. You may file online through DOLE’s Assistance for Request Management System or onsite at a Single Entry Assistance Desk of a DOLE regional, provincial, field, or satellite office; an NLRC Regional Arbitration Branch; or an NCMB regional branch.

SEnA is a mandatory conciliation-mediation step for most labor disputes. It is not yet a formal lawsuit. If no settlement is reached, obtain a written referral to the office with authority to decide the case:

DOLE may inspect and enforce minimum-wage, overtime, holiday-pay, occupational-safety, and other labor standards while the employer-employee relationship still exists.
A DOLE Regional Director may decide a simple money claim not exceeding ₱5,000 per employee, provided reinstatement is not sought.
An NLRC Labor Arbiter generally decides illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, and other claims within the Labor Arbiter’s jurisdiction.

DOLE’s visitorial and enforcement power is not limited to ₱5,000 where an employment relationship still exists and the matter concerns compliance with labor standards. The amount alone therefore does not determine where a case belongs. The requested relief, employment status, applicable law, and need for inspection or adjudication all matter.

Choose the correct route

Your concern	Usual starting or deciding office
Unpaid wages, overtime, holiday pay, service incentive leave, or similar labor standards	File an RFA first. DOLE inspection or enforcement may be appropriate while employment continues.
Illegal dismissal, constructive dismissal, reinstatement, or employment-related damages	File an RFA first, then a formal complaint before the proper NLRC Regional Arbitration Branch if unresolved.
Simple money claim of ₱5,000 or less per employee, without reinstatement	DOLE Regional Director under Article 129 may have jurisdiction.
Money claim exceeding ₱5,000 after employment has ended	Usually the NLRC Labor Arbiter, subject to the precise nature of the claim.
Non-remittance or benefit disputes involving SSS, PhilHealth, Pag-IBIG, or employees’ compensation	Coordinate with the agency administering the benefit; these matters are generally outside ordinary SEnA coverage.
Interpretation or implementation of a collective bargaining agreement or company personnel policy	Use the grievance machinery and, where applicable, voluntary arbitration.
Actual strike or lockout, notice of strike or lockout, or preventive mediation	NCMB procedures apply.
Imminent danger, dangerous occurrence, disabling workplace injury, or inadequate personal protective equipment	Report promptly to DOLE for occupational-safety enforcement; do not wait for ordinary SEnA discussions.
Government employment	Civil Service and agency rules generally apply. NLRC coverage may depend on whether the employer is a government corporation without an original charter.
Seafarer or other OFW claim	Special venue, grievance, medical-assessment, DMW, and seafarer rules may apply. Obtain advice specific to the employment contract and sector.

The governing framework includes Republic Act No. 10396, DOLE Department Order No. 249, series of 2025, and the 2025 NLRC Rules of Procedure, effective January 13, 2026.

Step 1: Prepare the essential information

Before filing, write a short chronological account covering:

Your complete name, address, mobile number, and email address.
The employer’s exact business name, worksite, principal business address, and known contact details.
Your position, hiring date, pay rate, schedule, and work arrangement.
What happened, with dates and names of the people involved.
Each issue you want addressed.
The relief you seek—for example, payment of a stated benefit, correction of an unsafe condition, reinstatement, or separation pay in lieu of reinstatement where legally proper.
Any prior demand, grievance, HR meeting, disciplinary process, or settlement offer.

State facts rather than conclusions. Instead of writing only “illegal deduction,” identify the amount deducted, pay periods affected, explanation given, and available proof.

If several workers have the same problem, prepare a list of all affected workers and each person’s individual computation. Every person who later becomes an NLRC complainant must personally sign the formal complaint and execute the required verification and certification against forum shopping.

Step 2: Preserve evidence

Keep original files and create backups outside any employer-controlled account or device. Useful evidence may include:

Employment contract, job offer, appointment letter, company ID, and handbook;
Payslips, payroll records, bank statements, remittance records, and receipts;
Daily time records, biometric logs, schedules, timesheets, dispatch records, or screenshots of attendance systems;
Emails, text messages, work chats, memoranda, notices to explain, suspension or termination notices, performance records, and resignation documents;
Proof of actual work, including instructions, reports, assignments, customer records, or lawful photographs of the worksite;
Copies of demands, HR complaints, grievance documents, and employer responses;
Names and current contact details of witnesses;
SSS, PhilHealth, or Pag-IBIG contribution records where relevant; and
A claim spreadsheet showing each pay period, hours worked, amount paid, amount allegedly due, and supporting record.

Preserve metadata, complete conversation threads, and unedited originals. Avoid accessing accounts after authorization has been withdrawn or taking unrelated confidential business data.

SEnA conferences are confidential. Department Order No. 249 also prohibits parties from using voice, video, or electronic recording devices during the proceedings. Keep official notices, minutes, referrals, and settlement documents instead.

Step 3: File the SEnA Request for Assistance

Online filing

Use DOLE ARMS. Enter accurate personal, employment, employer, and claim information. Save the confirmation and reference number immediately; it is needed to check the RFA’s status.

An online RFA is a request for conciliation-mediation. It is not automatically a formal NLRC complaint.

Onsite filing

You may file physically at the SEAD nearest your residence, at the employer’s principal place of business, or—where applicable—at the union or workers’ association’s place of operation. Coordinated conferences between offices may be arranged if the most convenient filing office is in a different region from the employer.

An aggrieved worker, group of workers, union, workers’ association, employer, kasambahay, or OFW may file. If the affected person is absent or incapacitated, an immediate family member or authorized representative generally needs a Special Power of Attorney. An heir filing for a deceased worker should be prepared to submit the death certificate and proof of relationship.

Bring a government-issued ID and copies of the records supporting the request. The receiving office may ask for additional documents based on the issue.

What happens during SEnA

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 SEnA Desk Officer. The initial conference is to be conducted within five calendar days, or at the earliest available date not exceeding ten days from assignment.

The 30-day conciliation-mediation period starts when both parties appear at the initial conference. It is normally non-extendible, but the parties may mutually agree to an extension of up to 15 calendar days when settlement remains possible.

Conferences may be face-to-face or held through an available digital platform. Parties ordinarily appear and represent themselves because SEnA is non-litigious. A lawyer or other representative may participate when properly authorized, but must have specific authority to enter into a binding settlement for the principal.

If the responding party fails to appear at two consecutive conferences despite notice, if the parties cannot settle, if only some issues are resolved, or if a settlement is not complied with, the SEADO may issue a referral to the office with jurisdiction.

Evaluate a settlement carefully

A SEnA settlement must be in writing, in a language or dialect understood by the parties, signed by them, and attested to by the SEADO. For a monetary settlement, insist that the agreement identify:

Every claim being resolved;
The total amount and its components;
Whether payment is one-time or by instalments;
The exact amounts, due dates, and payment method;
The consequences of non-payment; and
Whether any claim remains unresolved.

Do not sign a blank quitclaim, an undated resignation, or a document containing amounts or promises you do not understand. Ask for your signed copy before leaving.

A voluntary and reasonable quitclaim may bind a worker, but a waiver obtained through fraud, deceit, coercion, or an unconscionable settlement may be challenged. The Supreme Court applied these principles to documents signed during SEnA in Naldo v. Corporate Protection Services, G.R. No. 243139.

Step 4: File the formal NLRC complaint if necessary

If the unresolved dispute belongs before a Labor Arbiter, bring the SEnA referral to the proper NLRC Regional Arbitration Branch.

Under the 2025 NLRC Rules, a complaint may be filed in the RAB having jurisdiction over either:

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

at the complainant’s option. “Workplace” includes certain field assignments, regular reporting locations, and the alternative workplace of a telecommuting worker. OFW cases have a special venue rule: the complaint may be filed where the complainant resides or where the principal office of any respondent is located.

Use the NLRC complaint form or a compliant written complaint. It must identify the complete names and addresses of all parties, state all causes of action arising from the same employment relationship, and be personally signed by every complainant. Each complainant must execute a verification and certification against forum shopping.

The formal complaint may be filed personally or through registered mail or a courier authorized by the NLRC, subject to the Rules’ proof-of-filing requirements. Confirm the receiving branch’s current instructions before mailing documents. Filing an RFA online does not authorize you to assume that the formal complaint has also been filed.

A lawyer is not required to begin an NLRC case. However, legal help is advisable when the employment relationship is disputed, several companies may be liable, the case involves dismissal or substantial damages, or the prescriptive period is close.

What happens after formal filing

The Labor Arbiter should issue summons within two working days from receipt of the complaint or amended complaint. The summons states two settings for mandatory conciliation and mediation before the Labor Arbiter.

Unless justifiable grounds exist, this compulsory-arbitration conciliation stage should end within 30 calendar days from the first conference. If settlement fails, the Labor Arbiter defines the parties and issues, addresses preliminary matters, and orders the submission of evidence.

The parties are generally directed to file verified position papers, supporting documents, and witness affidavits within 10 calendar days from termination of the mandatory conference. A reply may be filed within 10 calendar days from receipt of the opposing position paper, on the date set by the Labor Arbiter.

Treat the position paper as your main evidentiary submission. Include all documents and affidavits needed to prove the claims. Do not assume there will be a full trial at which missing evidence can be supplied later.

Consequences of missing a setting

If the complainant misses both mandatory-conference settings despite notice, the case may be dismissed without prejudice. A second dismissal for the same unjustified non-appearance may be with prejudice.
If the respondent misses both settings despite proper service, the respondent may be deemed to have waived the right to file a position paper.
A motion to postpone a mandatory conference ordinarily must be based on meritorious grounds and filed at least three calendar days before the setting.

How to follow up a DOLE RFA

Use the Check RFA Status function at DOLE ARMS and enter the reference number. If the record is unclear or there is no notice:

Contact the SEAD where the RFA was assigned.
Give the reference number, filing date, requesting party’s name, employer’s name, and registered contact details.
Ask whether the RFA has been validated and assigned, whether notice was served, and when the next conference is scheduled.
Request a copy of any notice, minutes of termination, settlement agreement, or referral already issued.
Confirm whether your mobile number, email, and address are correct in the record.
Keep a dated log of calls, emails, visits, and the names of personnel who assisted you.

For general routing, use the official DOLE contact page or Hotline 1349. A hotline inquiry does not replace a properly filed RFA or formal complaint.

How to follow up an NLRC case

Keep the full docket number, RAB, Labor Arbiter’s branch, conference dates, and copies of every filed and received document.

For a status inquiry:

Contact or visit the RAB’s docket, records, or Labor Arbiter branch handling the case.
Ask for the latest recorded action, next setting, outstanding submission, and whether an order or decision has been released.
Verify how and when notices were served. Appeal periods may run from receipt even if a party has not regularly checked the case.
Obtain a stamped receiving copy whenever you file personally. For registered mail or authorized courier, preserve the receipt and tracking document.
File and serve a written notice immediately if you or your representative changes address. Under the 2025 Rules, service on counsel or an authorized representative is generally treated as service on the represented party.

The official NLRC contact directory provides branch-specific addresses and contact channels.

Critical appeal deadlines

A Labor Arbiter’s decision becomes final unless appealed to the NLRC within 10 calendar days from receipt. No extension to perfect the appeal is allowed, and a motion for reconsideration of a Labor Arbiter’s decision is prohibited.

An appeal must be filed with the RAB of origin, not directly with another NLRC office. It requires a verified memorandum of appeal, specified grounds and relief, material dates, proof of service, required fees, and other applicable requirements. An employer appealing a monetary award must generally post the required cash or surety bond.

A decision under the DOLE Regional Director’s Article 129 jurisdiction has a different appeal period: five calendar days from receipt. That five-day rule should not be applied automatically to every type of DOLE compliance or enforcement order.

After a decision of the NLRC Commission, one motion for reconsideration based on palpable or patent error may be filed within 10 calendar days from receipt, with proof of service.

These are calendar-day deadlines. Seek legal advice immediately upon receiving any adverse decision or order.

Prescription: do not wait

Common prescriptive periods include:

Three years from accrual for money claims arising from employer-employee relations under Article 306 of the Labor Code;
Four years from dismissal for an illegal-dismissal action, as an action based on injury to rights; and
One year from accrual for unfair labor practice claims under the Labor Code.

Different claims in the same case may accrue on different dates. Recurring unpaid benefits may also be recoverable only for the unprescribed periods. Do not assume that internal HR discussions, a demand letter, or inactivity at SEnA will safely preserve every claim. If a deadline is near, ask for immediate referral and obtain case-specific legal advice.

The statutory provisions appear in the Labor Code of the Philippines. The four-year rule for illegal dismissal is discussed in Arriola v. Pilipino Star Ngayon, G.R. No. 175689.

Common mistakes to avoid

Filing only a hotline inquiry and assuming a case has been opened;
Treating an online RFA as a formal NLRC complaint;
Naming a trade name but omitting the actual employer, contractor, principal, owner, or corporate entity that may be legally relevant;
Asking only for “all benefits” without identifying amounts, periods, and factual grounds;
Failing to include all related causes of action in the formal complaint;
Missing conferences because notices were sent to an old address or inactive number;
Submitting screenshots without the complete conversation, sender details, date, or context;
Signing a settlement or quitclaim without an itemized computation and definite payment dates;
Secretly recording a SEnA conference;
Waiting for the employer to release records before filing despite an approaching deadline;
Filing an appeal with the wrong office or relying on a prohibited motion for reconsideration of a Labor Arbiter’s decision; and
Using an unqualified “fixer” or non-lawyer who promises a guaranteed award.

When legal help is urgent

Consult a Philippine labor lawyer, a qualified union representative, or an authorized legal-aid provider promptly when:

A prescriptive or appeal deadline may expire within days;
You have received a termination notice, summons, decision, writ, or demand to sign a quitclaim;
Reinstatement, constructive dismissal, union activity, or unfair labor practice is involved;
The employer denies that you were an employee;
A contractor, agency, principal, foreign employer, platform, or several related corporations may be involved;
The claim concerns a seafarer’s disability grading, death, repatriation, or medical assessment;
Bankruptcy, closure, asset transfers, or disappearance of the employer threatens recovery;
There is workplace violence, harassment, retaliation, or an imminent safety danger; or
A settlement or final judgment has not been honored.

The Public Attorney’s Office provides labor-case assistance to qualified indigent employee-complainants, subject to its eligibility and merit requirements. The Integrated Bar of the Philippines also maintains a National Center for Legal Aid.

FAQ

Can I file directly with the NLRC without going to DOLE?

Most labor disputes must first undergo SEnA conciliation-mediation. An RFA may be filed at an NLRC SEAD, so visiting the NLRC first does not necessarily bypass SEnA. Separate rules apply to matters expressly excluded from ordinary SEnA.

Does the employer’s failure to attend mean I automatically win?

No. At SEnA, repeated non-appearance can support referral to the proper deciding office. In a formal NLRC case, failure to attend both mandatory settings may waive the respondent’s right to file a position paper, but the complainant must still present sufficient evidence.

Is filing free?

SEnA assistance and the initial filing of an ordinary labor complaint are government services for which the worker ordinarily does not pay a professional fee. Expenses may still arise for notarization, copying, mailing, transportation, obtaining records, or private legal representation. Appeals and certain requests may carry prescribed fees.

Do I need a lawyer?

Not necessarily. Workers may represent themselves, and SEnA is designed to be accessible and non-technical. A lawyer becomes particularly valuable for complex jurisdiction, dismissal, contractor, corporate, OFW, evidence, appeal, or prescription issues.

What if only part of the claim is settled?

Ensure the written agreement states exactly which claims are settled and which remain unresolved. Ask for a referral covering the unresolved issues.

What if the employer does not pay the SEnA settlement?

Return promptly to the handling SEAD with the agreement and proof of non-payment. Department Order No. 249 allows referral for non-compliance. Depending on the agreement and circumstances, enforcement or a Labor Arbiter proceeding may be necessary.

What if an NLRC-approved compromise or final decision is ignored?

Ask the Labor Arbiter’s office about execution. A compromise approved by the Labor Arbiter has the force and effect of a judgment. A final monetary award ordinarily requires execution through the NLRC process; private collection measures should not substitute for the official writ.

Can I complain while still employed?

Yes. DOLE’s inspection and enforcement power is especially relevant to labor-standards violations while the employment relationship continues. Under Republic Act No. 7730, that enforcement authority is not restricted by the ₱5,000 threshold applicable to Article 129 summary money claims.

Official references

This article provides general legal information, not advice for a particular worker, employer, document, or case. Jurisdiction, prescription, recoverable amounts, and procedural requirements may change based on the facts and governing sector-specific rules. Sources and procedures were checked as of August 7, 2026.