Quick answer

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

SEnA is generally a mandatory conciliation-mediation step, not yet a formal labor case. The assigned officer has up to 30 calendar days from filing to help the parties settle. If no settlement is reached—or either party asks to end the process early—the unresolved issues should be referred or endorsed to the office with jurisdiction. This requirement comes from Republic Act No. 10396 and the current Department Order No. 249, Series of 2025.

Use this practical distinction:

Go through DOLE labor-standards enforcement for matters such as minimum-wage underpayment, overtime, holiday pay, illegal deductions, and other statutory benefits when an employer-employee relationship still exists and inspection or compliance enforcement is appropriate.
Proceed to an NLRC Labor Arbiter after SEnA for illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, and other claims within the Labor Arbiter’s jurisdiction.
Use the appropriate separate agency for SSS, PhilHealth, Pag-IBIG, Employees’ Compensation, overseas-employment, union, CBA, or occupational-safety matters when a special law or procedure applies.

Do not worry if you are unsure about the correct forum. State every issue and requested remedy accurately in the RFA and ask the SEnA Desk Officer to identify the proper referral.

DOLE or NLRC: which office should handle the case?

Your main concern	Usual route after or alongside SEnA
Minimum wage, overtime, holiday pay, premium pay, service incentive leave, 13th-month pay, illegal deductions, or similar labor standards while still employed	DOLE Regional or Field Office for inspection and compliance enforcement
Illegal dismissal, constructive dismissal, reinstatement, backwages, separation pay in lieu of reinstatement, or employment-related damages	NLRC Labor Arbiter
Money claims after employment has ended	Usually the NLRC, subject to the precise allegations and relief requested
A simple claim not exceeding ₱5,000 per employee, without reinstatement	DOLE Regional Director’s narrow summary authority under Article 129 may apply
Labor-standards violations discovered through DOLE inspection while an employment relationship exists	DOLE may issue a compliance order under Article 128 regardless of the amount involved
SSS, PhilHealth, or Pag-IBIG coverage or contribution problem	File with the agency concerned; the NLRC does not ordinarily decide these statutory-contribution disputes
CBA interpretation or implementation	Follow the CBA grievance machinery and, when applicable, voluntary arbitration
OFW or seafarer dispute	SEnA may still apply, but DMW and special seafarer or overseas-employment rules may control
Imminent workplace danger or serious occupational-safety violation	Report immediately to DOLE; do not wait for ordinary settlement conferences

The Supreme Court has explained that DOLE may enforce labor standards through its visitorial and enforcement powers when an existing employer-employee relationship is found, while reinstatement claims and disputes after that relationship has ended ordinarily belong before the Labor Arbiter. The amount alone does not determine jurisdiction in an Article 128 inspection case. See DLTB Bus Company v. NLRC, G.R. No. 240144, February 3, 2021.

Step 1: prepare a clear account of the problem

Before filing, write a one- or two-page chronology containing:

Your complete name and current contact details
The employer’s correct legal or business name, address, and known contact person
Your position, workplace, date hired, salary rate, and pay schedule
Whether you are still employed and, if not, your last working day and the stated reason for separation
What happened, arranged by date
Each amount or benefit being claimed
Whether you want reinstatement, payment, a certificate of employment, correction of records, or another specific remedy
What you already asked the employer to do and how it responded

Separate facts from conclusions. For example, instead of writing only “illegal dismissal,” state who told you to stop working, the exact date, the words used, whether there was a notice to explain or termination notice, and whether you tried to return to work.

For a money claim, prepare a simple computation showing the period covered, rate used, amount paid, amount allegedly due, and balance claimed. A computation is not automatically accepted as correct, but it helps the officer and employer understand the dispute.

Step 2: preserve the evidence

Keep originals and make readable copies or exports of:

Employment contracts, job offers, company IDs, personnel records, and job descriptions
Payslips, payroll records, bank-credit records, vouchers, and receipts
Daily time records, biometric logs, schedules, attendance sheets, trip tickets, or system login records
Emails, text messages, chat conversations, memoranda, and HR tickets
Notices to explain, written explanations, investigation notices, preventive-suspension orders, and termination notices
Resignation letters, clearance forms, final-pay computations, quitclaims, and certificates of employment
Company policies, handbooks, collective bargaining agreements, and benefit plans
Medical records or incident reports relevant to the dispute
Names and contact information of witnesses with personal knowledge
The RFA, referral or endorsement, conference notices, minutes, settlement documents, and proof of payment or nonpayment

Export electronic communications with their dates, participants, and attachments visible. Keep backups outside employer-controlled devices or accounts, but do not unlawfully obtain confidential records or secretly record private conversations. Secret recording may raise issues under the Anti-Wiretapping Act.

An employer may possess the official payroll and time records, but a worker should still submit all available evidence. Labor cases are often resolved mainly from position papers, affidavits, and documents rather than a full courtroom-style trial.

Step 3: file the SEnA Request for Assistance

Online filing

Use the official DOLE Assistance for Request Management System. The portal accepts RFAs from individual workers, groups of workers, unions, kasambahays, OFWs, and employers.

Enter accurate contact information because the office may use your mobile number or email to validate the filing and send conference details. Save:

The confirmation screen
Reference or transaction number
Date and time of submission
Copy or screenshot of every issue selected
Name of the office or officer assigned, once available

Do not submit duplicate RFAs to several offices for the same dispute merely because an update is slow. Follow up using the first reference number.

Onsite filing

You may file at:

A DOLE Regional, Provincial, or Field Office
The NCMB Central Office or a Regional Conciliation and Mediation Branch
The NLRC Central Office or a Regional Arbitration Branch with a SEnA desk

Bring a valid ID, your chronology, the employer’s address, and copies of the most important records. Ask for a stamped receiving copy or written reference number. Official office details are available through the DOLE Regional Office directory and the NLRC contact directory.

An immediate family member may file for an absent or incapacitated aggrieved person if supported by a Special Power of Attorney. Legitimate heirs may file when the aggrieved person has died, subject to proof of status and any additional documents required by the receiving office.

Step 4: attend and prepare for SEnA conferences

A SEnA Desk Officer is a neutral conciliator-mediator. The officer helps clarify issues and explore voluntary settlement but does not decide which side wins.

At each conference:

Arrive or log in on time.
Bring your computation and supporting records.
State all material claims; do not discuss only the easiest item if other claims remain.
Ask that important proposals, admissions, partial payments, and unresolved issues be reflected in the minutes.
Do not agree to figures you have not checked.
Request a copy of any document you are asked to sign.
Confirm the next date and how notices will be sent.

The process generally runs for no more than 30 calendar days from the filing of the RFA. Either or both parties may ask to pre-terminate conciliation and obtain referral or endorsement to the proper office. The Supreme Court has confirmed that SEnA is generally a condition precedent to an NLRC complaint and is not a separate case constituting forum shopping. See Naldo v. Corporate Protection Services, G.R. No. 243139, April 3, 2024.

If the employer does not appear

Nonappearance does not automatically mean the worker wins. Ask the officer to:

Confirm whether notice was properly sent;
Record the employer’s nonappearance;
Avoid unnecessary resets beyond the SEnA period; and
Issue the appropriate referral or endorsement if settlement is no longer realistic.

An employer cannot permanently block a formal complaint simply by ignoring SEnA.

If a settlement is offered

A settlement should clearly identify:

Every issue settled
The exact amount and computation
Whether payment is full or partial
Payment dates, installments, and method
Tax or lawful deduction treatment
Consequences of nonpayment
Whether employment continues, ends, or is reinstated
Which claims, if any, remain unresolved

A settlement reached and properly documented through SEnA may be final and immediately executory. Do not sign a quitclaim merely because payment has been promised. Confirm the amount, scope, and actual receipt of funds. A quitclaim is not automatically invalid, but it may bind a worker when voluntarily signed, fully understood, and supported by reasonable consideration. Conversely, fraud, coercion, or an unconscionable settlement may make it challengeable; the facts and documents will matter.

If the employer breaches the settlement, immediately return to the SEnA office with the agreement and proof of nonpayment. Request written compliance action or referral to the proper enforcement forum.

Step 5: file the formal NLRC complaint if SEnA fails

For an unresolved case within Labor Arbiter jurisdiction, bring the referral or endorsement to the proper NLRC Regional Arbitration Branch and complete the official complaint form.

The governing procedure is now the 2025 NLRC Rules of Procedure, effective since January 13, 2026.

Where to file

Under the current rules, a worker may generally file in the Regional Arbitration Branch covering the workplace or, at the complainant’s option, the place of residence. Special venue rules apply to OFW cases. Confirm venue with the branch if the work was remote, performed in several regions, or based overseas.

What the complaint must contain

The complaint should identify:

Every complainant and respondent
Correct addresses for service of summons
All causes of action
All remedies requested
The material dates and employment details
The SEnA referral or basis for an applicable exception

Every complainant must personally sign the complaint and execute the required verification and certification against forum shopping. A group representative’s signature does not ordinarily replace the signatures required from the other complainants.

Initial filing is safest in person because the Complaint Unit can check the form and administer or verify the oath. The current rules also recognize filing of pleadings through personal filing, registered mail, or an accredited courier, but anyone unable to appear should first confirm the branch’s requirements for the original complaint, oath, identification, and referral documents. Do not assume that an online SEnA submission is already a formal NLRC complaint.

The NLRC’s current frontline requirements and services are described in its Citizen’s Charter. Filing by a worker does not ordinarily require a filing fee.

What happens after the formal complaint is filed?

The case is raffled to a Labor Arbiter, who issues summons and schedules mandatory conciliation and mediation. This is a second opportunity to settle, now within the formal NLRC case.

If settlement fails, the conference proceeds to matters such as identifying the real parties, narrowing the issues, obtaining admissions, and setting deadlines for verified position papers.

Your position paper should contain:

A complete factual narrative
The legal and contractual basis of each claim
A separate discussion of each cause of action
A clear computation of monetary claims
All supporting documents
Affidavits of witnesses with personal knowledge
The precise relief requested

Do not wait for an oral hearing before presenting important evidence. Claims omitted from the complaint or evidence withheld from the position paper may be difficult or impossible to introduce later. Amendment after position papers requires the Labor Arbiter’s permission.

Failure to attend conferences or file a position paper can lead to dismissal, waiver, or resolution based only on the existing record. Keep your mailing address, email, and mobile number current and notify the branch formally of any change.

The Labor Arbiter is directed to decide within 30 calendar days after the case is submitted for decision, although this is a statutory or procedural target rather than a guarantee of the total time from filing to payment.

How to follow up a DOLE or SEnA request

Keep a small case log showing every contact, conference, promise, and deadline.

For an online RFA:

Check the status through DOLE ARMS.
Use the original reference number.
Monitor email, calls, and text messages, including spam folders.
Contact the assigned office if there is no validation or conference notice.
Ask whether the 30-day period is still running, whether notice was served, and what action is next.

For an onsite RFA, contact the receiving office or assigned SEnA Desk Officer. Give only the reference number, parties’ names, and filing date. Ask for a written or emailed copy of any notice, referral, closure, or settlement record.

A useful follow-up request is specific: “Please confirm the present status, last action taken, next conference date, and whether a referral or endorsement has been issued.”

How to follow up an NLRC case

Keep the full docket number exactly as issued. Case numbers from different branches may look similar.

You may:

Use the Case Status Inquiry or e-Case Tracking facility accessible through the NLRC website;
Contact the docket, records, or Labor Arbiter’s office listed in the notice;
Visit the Regional Arbitration Branch;
Request a certified copy when an official copy is needed; or
Use the NLRC contact directory for current branch addresses, telephone numbers, and email addresses.

When following up, ask:

Has summons been served?
What was the latest order or conference?
Is a position paper, reply, or other submission due?
Has the case been submitted for decision?
Has a decision or resolution been released?
When and how was it served?
Is the decision final, under appeal, or already for execution?

An online status is only a convenient reference. It does not replace an official notice, order, decision, or proof of the date you received it.

Do not miss these deadlines

Employment claims do not remain open indefinitely.

Employment-related money claims generally prescribe in three years from the time each cause of action accrued under Article 306 of the Labor Code. Each unpaid wage or benefit may have a separate accrual date.
Illegal-dismissal claims generally prescribe in four years.
Filing an RFA under RA 10396 tolls the running of the applicable prescriptive period under the current procedural framework, but keep proof of the filing date and proceed promptly after referral.
A Labor Arbiter’s decision generally must be appealed to the NLRC within 10 calendar days from receipt.
A DOLE Regional Director’s decision under Article 129 generally carries a five-calendar-day appeal period.
Further review of an NLRC decision involves separate, strict deadlines, including a motion for reconsideration before judicial recourse.

“Calendar days” include weekends and holidays, subject to the applicable rule when the last day falls on a nonworking day. Do not rely on informal follow-ups, settlement talks, or a verbal promise to extend a legal deadline.

Seek legal help immediately upon receiving an adverse decision, dismissal order, execution order, garnishment, or other time-sensitive notice.

Common mistakes to avoid

Treating the RFA as the formal NLRC complaint and doing nothing after referral
Filing several duplicate RFAs for the same dispute
Naming only a branch, supervisor, contractor, or trade name instead of identifying the actual employer
Giving an incomplete or inaccurate employer address, preventing service of notice or summons
Omitting illegal dismissal, reinstatement, damages, or another material claim from the complaint
Claiming a lump sum without showing how it was computed
Waiting for the employer to produce every record
Missing conferences because a notice went to an old address or spam folder
Signing blank forms, undated documents, or a broad quitclaim before payment
Accepting partial payment without stating in writing that a balance remains
Secretly altering screenshots or electronic records
Paying a fixer who is not authorized to practice law
Missing a short appeal deadline while waiting for an online status update

When legal help is urgent

Consult a qualified lawyer, union counsel, or legitimate legal-aid provider promptly when:

A filing or appeal deadline is near;
You seek reinstatement after dismissal;
The employer claims you resigned or abandoned work;
You signed a quitclaim, resignation, or settlement under disputed circumstances;
The employer is closing, transferring assets, or disappearing;
Several contractors, agencies, or corporate entities may be liable;
The case involves union activity, a CBA, a strike, or alleged unfair labor practice;
You are an OFW or seafarer subject to special grievance, medical, or third-doctor procedures;
You received an NLRC decision, writ of execution, garnishment, or appeal;
There are threats, violence, forced labor, trafficking, or an imminent workplace-safety danger; or
The dispute involves substantial amounts, complex computations, or evidence held overseas.

A worker may represent themself before the NLRC, and hiring a private lawyer is not mandatory. Representation by a legitimate labor organization or an authorized legal-aid program may also be available, subject to the current NLRC rules. Avoid “case handlers,” fixers, or non-lawyers who demand a percentage of the award or promise a guaranteed result.

Frequently asked questions

Is SEnA always required before filing with the NLRC?

It is the general rule for labor and employment disputes. Exceptions exist for matters governed by special laws, procedures, or an exception issued by the Secretary of Labor and Employment. If uncertain, file the RFA promptly and ask for written guidance or referral.

Can a resigned or former employee file?

Yes. Resignation or separation does not automatically extinguish unpaid wages, benefits, or a disputed dismissal claim. The correct forum and available remedies depend on the facts, documents, and dates.

Can I file a labor complaint online?

You can file the SEnA RFA online through DOLE ARMS. Do not assume that this also files the formal verified NLRC complaint. For the formal case, follow the Regional Arbitration Branch’s current intake requirements.

What if I do not know the exact amount owed?

You may still file, but provide the best good-faith computation possible and identify the records needed to verify it. State the rate, period, hours, and amounts already paid rather than guessing a total.

What if the employer refuses to attend?

SEnA does not issue a default judgment. Ask that the nonappearance be recorded and that the unresolved matter be referred. In a formal NLRC case, continued nonappearance after valid service can have more serious procedural consequences.

How long will the entire case take?

SEnA generally lasts up to 30 calendar days. A formal NLRC case can take longer because it may involve service of summons, conferences, position papers, a decision, appeal, and execution. The 30-day period for a Labor Arbiter’s decision runs after submission for decision, not necessarily from the original RFA date.

Is a settlement final?

A properly executed and attested SEnA settlement may be final and immediately executory. A compromise approved by a Labor Arbiter generally has the force of a judgment. Read every term, verify the computation, and obtain a signed copy before leaving.

Can I follow up by telephone only?

You may call, but preserve written proof of important requests. For deadlines, settlements, changes of address, referrals, and requests for official copies, submit a written or emailed follow-up and keep proof of receipt.

Official sources

This article provides general legal information, not legal advice for a particular dispute. Jurisdiction, deadlines, remedies, and the validity of a dismissal, settlement, or claim depend on the complete facts and documents. Official sources and procedures were checked as of August 4, 2026.