Quick answer

For most private-sector labor disputes, start by filing a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file online through DOLE ARMS or onsite at a Single Entry Assistance Desk of a DOLE Regional, Provincial, Field or Satellite Office, an NCMB office, or an NLRC Regional Arbitration Branch.

SEnA is a mandatory conciliation-mediation step, not yet the formal adjudication of your claim. If the dispute is not settled—or if either party asks to end conciliation and obtain a referral—the SEnA officer should refer the unresolved issues to the office with legal authority to decide them. This requirement comes from Republic Act No. 10396 and the current SEnA Rules under Department Order No. 249-25.

The usual destination is:

DOLE Regional Office for labor-standards inspection and compliance while employment still exists, or for a simple money claim not exceeding ₱5,000 per employee that does not include reinstatement; or
NLRC Labor Arbiter for illegal or constructive dismissal, unfair labor practice, employment-related damages, reinstatement, and most money claims exceeding ₱5,000.

These are general jurisdictional rules. Cases involving a collective bargaining agreement, a strike or lockout, government employment, social-security benefits, kasambahays, overseas workers or seafarers may follow special procedures.

DOLE, SEnA and the NLRC are not the same proceeding

SEnA: the usual first step

SEnA is intended to help the parties settle voluntarily before a full labor case develops. A worker, group of workers, union, workers’ association, federation, employer, kasambahay or overseas Filipino worker may file an RFA.

An immediate family member or another representative may file for a person who is absent or incapacitated, but a Special Power of Attorney is generally required. An heir or representative may file for a deceased worker with the required death and relationship documents.

A SEnA officer does not decide whether a dismissal was legal or issue a judgment after a contested trial. The officer clarifies the issues, explores settlement and, if necessary, issues a referral to the proper adjudicating office. The Supreme Court has confirmed that SEnA is ordinarily a condition precedent to an NLRC complaint, not a separate lawsuit or prohibited forum shopping. See Naldo v. Corporate Protection Services, G.R. No. 243139, April 3, 2024.

DOLE Regional Office: labor-standards enforcement

DOLE may inspect an establishment and issue compliance orders for violations of minimum-wage, wage-payment, hours-of-work and other labor-standards laws when the employer-employee relationship still exists. This visitorial and enforcement authority is not limited to claims of ₱5,000. It must be based on findings made during labor inspection. The governing rules are in Department Order No. 238-23.

Separately, under Article 129 of the Labor Code, a DOLE Regional Director or authorized hearing officer may decide a claim for wages or other monetary benefits if:

the claim arises from an employer-employee relationship;
the total claim of each employee does not exceed ₱5,000; and
reinstatement is not claimed.

An Article 129 decision may be appealed to the NLRC within five calendar days from receipt.

NLRC Labor Arbiter: contested labor cases

A Labor Arbiter generally has original and exclusive jurisdiction over:

illegal or constructive dismissal and other termination disputes;
unfair labor practice;
claims for reinstatement;
employment-related actual, moral or exemplary damages;
money claims exceeding ₱5,000;
wage-distortion disputes in unorganized establishments that were not voluntarily settled;
specified cases involving overseas Filipino workers; and
noncompliance with certain labor compromise agreements or allegations that a settlement was obtained through fraud, coercion or misrepresentation.

Interpretation or implementation of a collective bargaining agreement and enforcement of company personnel policies generally go first through the agreed grievance machinery and voluntary arbitration. The exact forum can depend on the allegations, the CBA and the relief requested.

How to file a SEnA Request for Assistance

1. Identify the parties and the issues

Prepare the complete legal or business name of the employer, its workplace and principal-office addresses, and the names of any contractor, agency or principal involved. A wrong or incomplete respondent address can delay notice and referral.

List every issue arising from the employment relationship, such as:

unpaid or underpaid wages;
overtime, holiday, rest-day or night-shift pay;
unpaid 13th-month pay or service incentive leave;
illegal deductions;
delayed final pay or certificate of employment;
illegal suspension, dismissal or forced resignation;
reinstatement or separation pay;
discrimination or union-related interference; and
noncompliance with an earlier settlement.

State what you want: payment of a computed amount, reinstatement, issuance of documents, correction of records, or another specific action. Avoid describing the problem only as “unfair treatment.”

2. File online or onsite

For online filing, use DOLE ARMS. Keep the confirmation and reference number.

For onsite filing, you may generally choose a SEnA desk nearest your residence, the place where the union or workers’ association operates, or the employer’s principal place of business. SEnA desks are maintained by:

DOLE Regional, Provincial, Field and Satellite Offices;
NCMB and its Regional Conciliation and Mediation Branches; and
NLRC and its Regional Arbitration Branches.

If the convenient SEnA desk is outside the region where the employer principally operates, the rules allow coordinated conciliation between the relevant offices. Do not file duplicate RFAs with several offices for the same dispute; ask the first office to coordinate or transfer the matter.

3. Attend the validation interview and conferences

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 after assignment to a SEnA officer. The initial conference should ordinarily be held within five calendar days—or at the earliest available date not exceeding ten days—from assignment.

Under the current rules, the defined 30-day mandatory conciliation-mediation period starts at the initial conference where both parties appear. It may be extended only by mutual agreement when settlement remains possible, and the extension may not exceed 15 calendar days.

The parties generally appear for themselves. An authorized representative may need a Special Power of Attorney, board resolution or secretary’s certificate expressly authorizing representation and settlement.

SEnA discussions are confidential and privileged. Do not secretly record a conference: the rules prohibit voice, video and electronic recording during the proceeding, subject to the limited official procedure for confirming an online or telephone settlement.

4. Review any settlement carefully

A SEnA settlement must be written in a language or dialect the parties understand, signed or properly confirmed by them, and attested by the SEnA officer. For monetary payments, it should state:

the exact amount;
whether payment is full or by installment;
every due date and installment amount;
the payment method;
the issues being settled; and
the consequence of missed payment.

Do not sign a resignation, waiver or quitclaim merely to obtain money already due. A valid quitclaim ordinarily requires voluntary and informed consent and reasonable consideration. Although courts may invalidate a settlement obtained through fraud, coercion or unconscionable terms, undoing a signed agreement can require further proceedings.

The current SEnA Rules provide that the waiver and quitclaim should be issued only after full compliance with the settlement. Ask for a signed copy before leaving or ending an online session.

5. Request a referral if there is no settlement

Either party may request that SEnA be pre-terminated and the unresolved issues referred to the proper office. A referral is also appropriate when:

no agreement is reached within the conciliation period;
settlement has become remote;
the responding party misses two consecutive conferences despite due notice;
only some of several issues are settled; or
a settlement is not performed.

Ask for the referral in writing and obtain a copy. The referral should identify the parties, unresolved issues and referral date. You will ordinarily need it when filing the formal DOLE or NLRC case.

How to file the formal NLRC complaint

1. File with the correct Regional Arbitration Branch

Under the 2025 NLRC Rules of Procedure, a worker may generally file in the Regional Arbitration Branch covering either:

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

“Workplace” can include the place of assignment, the place where an employee should report after a temporary detail, the location where a field worker regularly receives instructions or wages, and an alternative workplace used for telecommuting.

An OFW case may generally be filed where the complainant resides or where the principal office of any respondent is located. Special rules apply to Filipino seafarers.

Submit the complaint to the docketing unit of the correct branch using its prescribed form. Do not assume that emailing documents constitutes valid filing unless that specific branch officially confirms the accepted filing method.

2. Complete and sign the complaint properly

The complaint must state the full names and addresses of all complainants and respondents. Every complainant must sign it and execute the required:

verification; and
certification against forum shopping.

Include all claims arising from the same employment relationship. A complaint may generally be amended before the position paper is filed. After that, amendment requires permission from the Labor Arbiter.

Attach or bring the SEnA referral and the documents supporting the claims. The NLRC has publicly stated that no filing fee is required to initiate a labor complaint, but fees and strict additional requirements apply to appeals and some other proceedings.

A lawyer is not mandatory for filing or self-representation. Representation by a non-lawyer is allowed only in the situations and with the authorizations specified in the NLRC Rules.

3. Attend both mandatory-conference settings

After receiving the complaint, the Labor Arbiter is directed to issue summons stating two settings for mandatory conciliation and mediation.

If the complainant misses both settings despite proper notice, the complaint may be dismissed without prejudice. A second dismissal for the same cause after another unjustified failure to appear may be with prejudice.

If the respondent misses both settings despite proper service of summons, the respondent may be treated as having waived the right to submit a position paper. This does not guarantee that the worker wins. The complainant must still prove the claim with substantial evidence.

4. Prepare the position paper as the main presentation of the case

If there is no settlement, the parties are ordinarily directed to file simultaneous verified position papers with all supporting documents and witness affidavits within ten calendar days from termination of the mandatory conference.

The position paper should contain:

a chronological statement of material facts;
each legal and factual issue;
the specific relief requested;
a clear computation of every monetary claim;
all supporting documents; and
affidavits of witnesses, where useful.

A reply may generally be filed within ten calendar days from receipt of the opposing position paper on the date set by the Labor Arbiter. A reply should answer the other party’s evidence; it cannot be used to introduce a new cause of action omitted from the complaint.

Do not hold important evidence back for a courtroom-style trial. Labor Arbiter proceedings are non-litigious, and a hearing or clarificatory conference is conducted only when the Labor Arbiter considers it necessary.

Evidence to preserve

Keep original files and make at least two secure backups. Preserve:

employment contracts, job offers and amendments;
company ID, certificate of employment and personnel records;
payslips, payroll sheets and bank or e-wallet wage records;
daily time records, biometrics, schedules, trip sheets and login records;
overtime approvals and instructions;
dismissal, suspension, transfer, return-to-work or notice-to-explain documents;
your written explanations and proof that the employer received them;
resignation letters, quitclaims and settlement documents;
emails, text messages and chat exports showing dates, senders and complete context;
employee handbooks, policies, memoranda and the applicable CBA;
SSS, PhilHealth and Pag-IBIG contribution histories;
medical records for a work-related injury, illness or claimed accommodation;
names, contact information and factual summaries for possible witnesses; and
SEnA and NLRC notices, minutes, orders, receipts and proof of service.

For wage claims, make a pay-period-by-pay-period table showing hours worked, rate actually paid, legal or contractual rate claimed, payment received and balance. Use the wage order and law effective during each particular period—not merely today’s minimum wage.

How to follow up a DOLE or SEnA matter

Use the RFA reference number, not only your name.

Check the “Check RFA Status” function on DOLE ARMS.
Contact the SEnA desk or officer identified in the notice.
Ask specifically:
- Has the RFA been validated and docketed?
- Who is the assigned SEnA officer?
- Was notice successfully sent to the employer?
- When is the next conference?
- Have both parties appeared so that the 30-day period has started?
- Has a settlement, referral or other disposition been issued?
Send a concise written follow-up and keep proof of delivery.
If the employer has missed two consecutive settings, request the appropriate referral.
If there is no settlement and a deadline is approaching, request pre-termination and immediate referral instead of passively waiting.

If a settlement is unpaid, report the default to the same SEnA officer. The officer should call the parties to seek voluntary compliance. If noncompliance continues, request a referral and file the appropriate motion for execution with the DOLE Regional Office or NLRC Regional Arbitration Branch.

For office details, use the DOLE contact page, the DOLE Regional Office directory or Hotline 1349.

How to follow up an NLRC case

Always use the complete NLRC docket number.

Contact the docketing unit or Regional Arbitration Branch handling the case and ask for the latest recorded action, including:

the assigned Labor Arbiter;
whether summons was served;
the next conference or filing date;
whether a position paper, reply or other submission is due;
whether the case has been submitted for decision;
whether a decision was released and when it was served;
whether an appeal was filed;
whether a certificate of finality or entry of judgment has issued; and
whether a writ of execution has been issued or assigned to a sheriff.

The rules direct a Labor Arbiter to decide within 30 calendar days after the case is submitted for decision. That period is different from the filing date: service problems, conferences, position papers and a necessary clarificatory hearing occur first. Delay does not automatically result in judgment for either party.

Update your mailing and physical address immediately through a written notice filed with the branch and furnished to the other party. Do not ignore registered-mail or courier notices. Under the 2025 Rules, service can become complete even when a recipient fails to collect or accept the item after the specified notice or delivery attempts.

The NLRC contact directory lists the main office and Regional Arbitration Branch details. The NLRC main office may also be contacted through info@nlrc.dole.gov.ph, but case-specific filings should still be made through the office and method authorized for the case.

Critical deadlines

Do not wait for the last day. The date a cause of action “accrued” can itself be disputed.

Ordinary employment money claims: generally three years from accrual.
Illegal dismissal: generally four years from dismissal. Backwages and damages arising directly from illegal dismissal follow the four-year period, as explained in Arriola v. Pilipino Star Ngayon, G.R. No. 175689, August 13, 2014.
Unfair labor practice under Book V of the Labor Code: one year from accrual.
Appeal from a DOLE Regional Director’s Article 129 decision: five calendar days from receipt.
Appeal from a Labor Arbiter’s decision to the NLRC: ten calendar days from receipt. No extension is allowed.
Motion for reconsideration of an NLRC Commission decision: ten calendar days from receipt; only one motion by the same party is allowed.
Court challenge to an NLRC ruling: ordinarily a Rule 65 petition for certiorari in the Court of Appeals, not an ordinary appeal, within 60 days under the Rules of Civil Procedure. This is lawyer-level work.
Execution of a final NLRC judgment: execution by motion is available within five years from finality. After that, enforcement requires an independent action filed within ten years from finality.

When the last day of an NLRC or Article 129 appeal falls on a Saturday, Sunday or holiday, the 2025 Rules move the deadline to the next working day. Do not apply that rule casually to other deadlines.

A written demand, RFA, referral or incorrectly filed case may have different effects on prescription depending on the claim and forum. Never assume that an unresolved SEnA matter has safely preserved a claim. If the one-, three- or four-year deadline is close, obtain the referral and legal advice immediately.

Appeals, finality and enforcement

A Labor Arbiter’s decision becomes final and executory if no proper appeal is filed within ten calendar days from receipt. An appeal must be verified, filed as a memorandum of appeal with the required material dates, grounds, arguments and relief, accompanied by proof of service and the required fees.

When an employer appeals a monetary award, an appeal bond is generally required. Under the 2025 Rules, the bond ordinarily equals the monetary award, excluding damages and attorney’s fees. A motion to reduce the bond does not by itself stop the appeal period and requires both meritorious grounds and the posting of a reasonable bond. Special rules apply to seafarer cases.

A Labor Arbiter’s order of reinstatement is immediately executory even while an appeal is pending. The employer must reinstate the worker physically or in the payroll as allowed by law; posting an appeal bond does not stay reinstatement.

A petition filed in the Court of Appeals or Supreme Court does not, by itself, stop execution of the NLRC judgment. A restraining order or injunction from the court is generally necessary.

Once the decision is final, promptly ask the branch whether a certificate of finality, entry of judgment and writ of execution have been issued. Provide lawful information about the employer’s business address and identifiable assets to the assigned sheriff. Do not personally seize property or threaten company officers.

Common mistakes to avoid

Filing a formal NLRC complaint without first completing SEnA or obtaining a referral.
Filing duplicate RFAs in several regions.
Naming only a supervisor instead of the correct employer, contractor, agency or principal.
Giving an incomplete respondent address.
Omitting claims from the complaint and trying to add them after position papers.
Missing a conference because the employer supposedly promised to settle privately.
Relying only on screenshots with no visible date, sender or surrounding conversation.
Computing all claims using the current wage rate instead of the rate applicable to each period.
Signing an undated or blank resignation, waiver, quitclaim or receipt.
Accepting installments without a written schedule and proof of each payment.
Ignoring registered mail, courier attempts, email or text notices from the agency.
Waiting for agency follow-up while a prescriptive period is about to expire.
Treating a favorable decision as automatically collected without monitoring finality and execution.

When help is urgent

Seek immediate assistance from a labor lawyer, qualified union representative, the Public Attorney’s Office if eligible, or an IBP legal-aid office when:

a one-, three- or four-year prescriptive deadline is close;
a Labor Arbiter or DOLE decision has just been received;
the ten-day or five-day appeal period is running;
the employer asks you to sign a resignation or quitclaim before payment;
important records may be deleted or altered;
a contractor, agency, foreign principal or several corporations may be liable;
employment status is disputed;
the case involves union activity or possible unfair labor practice;
an OFW or seafarer claim involves contractual, disability or third-doctor rules; or
a final award remains unpaid and assets may be transferred.

Do not rely only on ordinary SEnA scheduling when there is imminent danger to health or safety, a dangerous occurrence, disabling injury, inadequate protective equipment, child labor, trafficking, violence or unlawful confinement. Immediate occupational-safety matters are expressly excepted from ordinary SEnA processing and should be reported directly to the proper DOLE Regional Office or emergency and law-enforcement authorities.

Special situations

Government workers

The NLRC generally handles private-sector employment. National-government, local-government and many government-corporation personnel are governed by civil-service or special laws. A government-owned corporation’s charter and the worker’s status can determine the proper forum.

CBA and union disputes

Disputes over interpretation or implementation of a CBA or company personnel policy generally use the contractual grievance machinery and voluntary arbitration. Inter- or intra-union disputes follow separate labor-relations procedures.

Actual strikes or lockouts, notices of strike or lockout, and preventive-mediation notices are handled under NCMB rules and are exceptions to ordinary SEnA processing.

SSS, PhilHealth, Pag-IBIG and employee-compensation benefits

Claims for benefits administered by these agencies are not ordinary NLRC money claims. Preserve contribution records and pursue the appropriate agency procedure. Related wage or dismissal issues may still belong before DOLE or the NLRC.

OFWs and seafarers

SEnA accepts OFW employment issues, without prejudice to services provided by the Department of Migrant Workers. The NLRC has jurisdiction over specified overseas-employment money claims.

Seafarer cases filed under the Magna Carta of Filipino Seafarers are subject to special rules concerning grievance procedures, third-doctor disability assessment, monetary awards and bonds. Obtain advice based on the contract, CBA, medical records, filing date and vessel status.

Gig, platform and disputed employment arrangements

SEnA may accept requests involving platform, flexible, gig and other non-standard work. If the employer-employee relationship cannot be determined through initial validation, the worker may receive technical assistance and a referral to the proper office for formal determination.

Frequently asked questions

Can I go directly to the NLRC?

Ordinarily, unresolved employment disputes must first undergo SEnA, and the formal complaint must be supported by a referral. If prescription is close or settlement is clearly unlikely, request pre-termination and referral immediately.

Can I file while still employed?

Yes. A worker does not have to resign before seeking assistance over unpaid wages or labor-standard violations. If employment still exists, DOLE inspection and compliance proceedings may be especially relevant.

Do I need a lawyer?

Not to file an RFA or represent yourself before a Labor Arbiter. Legal help becomes especially important for prescription, jurisdiction, complicated computations, multiple employers, appeals and court proceedings.

What if the employer ignores SEnA?

Two consecutive non-appearances despite due notice are grounds for referral. The SEnA officer cannot force a settlement, but the worker can proceed to the office authorized to decide the claim.

What if only part of the claim is settled?

Put the settled and unresolved items clearly in writing. The SEnA officer may refer the remaining issues. Do not sign a blanket waiver that unintentionally releases unresolved claims.

Is a SEnA settlement enforceable?

A compliant settlement attested by the SEnA officer is final and immediately executory, subject to recognized defects such as illegality, fraud, coercion or terms contrary to public policy. Report nonpayment to the SEnA officer and request referral for execution.

Will the worker automatically win if the employer does not appear?

No. Nonappearance may waive the employer’s opportunity to submit a position paper, but the worker must still prove the claims with substantial evidence.

Can a Labor Arbiter reconsider a final decision?

A motion for reconsideration of a Labor Arbiter’s decision is prohibited under the NLRC Rules. The remedy is a properly perfected appeal to the Commission within ten calendar days.

How long should I keep the records?

Keep the complete file until all settlement obligations or the final judgment have been fully satisfied, including execution and payment. Retain proof of payment and the final quitclaim or satisfaction document afterward.

Official authorities and filing links

This article provides general legal information, not legal advice or a prediction of any case outcome. Jurisdiction, prescription, available remedies and computation depend on the documents and facts. Laws and official procedures were checked through August 5, 2026.