Quick answer

Most workers should begin by filing a Request for Assistance (RFA) under DOLE’s Single Entry Approach (SEnA). You may file:

Online through the official DOLE Assistance for Request Management System; or
Onsite at a Single Entry Assistance Desk in a DOLE Regional or Provincial Office, an NCMB office, or an NLRC Regional Arbitration Branch.

SEnA is a free conciliation-mediation process—not yet a formal labor case. A desk officer helps the parties explore settlement. If the dispute is not settled, ask for the written referral needed to proceed before the DOLE office, NLRC Labor Arbiter, or another agency with jurisdiction. Either party may request referral before the conciliation period ends. This entry process is required by Republic Act No. 10396 and governed by DOLE Department Order No. 249-25.

Use DOLE primarily for labor-standards enforcement while employment is continuing, such as minimum-wage, overtime, holiday-pay, service-incentive-leave, 13th-month-pay, and recordkeeping violations. Use the NLRC Labor Arbiter for illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, and other cases placed within Labor Arbiter jurisdiction.

DOLE, NLRC, or NCMB: where should the complaint go?

Your main issue	Usual route after SEnA
Underpayment or nonpayment of statutory wages and benefits while you remain employed	DOLE Regional Office under its labor-standards visitorial and enforcement authority
Illegal dismissal, constructive dismissal, suspension amounting to dismissal, or a demand for reinstatement	NLRC Regional Arbitration Branch, for decision by a Labor Arbiter
Unfair labor practice	NLRC Labor Arbiter, subject to special rules for strike or lockout notices
Employment-related damages	NLRC Labor Arbiter, if the claim has a reasonable connection to the employment relationship
Money claims of an overseas Filipino worker arising from overseas employment	NLRC Labor Arbiter, subject to the applicable migrant-worker or seafarer law and any DMW procedure
Actual strike or lockout, notice of strike or lockout, or preventive mediation	NCMB—not ordinary SEnA
Interpretation or implementation of a collective bargaining agreement or company personnel policy	The agreed grievance machinery, then voluntary arbitration
SSS, Employees’ Compensation, PhilHealth, Pag-IBIG, or similar social-welfare entitlement	The agency and procedure governing that benefit
Immediate occupational-safety danger or dangerous occurrence	Report directly to the DOLE Regional Office; do not wait for ordinary SEnA conferences

DOLE’s visitorial and enforcement power under Article 128 is not limited by the amount claimed when the complaint concerns statutory labor standards and an employer-employee relationship still exists. If the employment relationship has ended, or the worker seeks reinstatement, jurisdiction ordinarily lies with the Labor Arbiter. The Supreme Court summarized this distinction in G.R. No. 240144, February 3, 2021.

Article 129 also authorizes a DOLE Regional Director or hearing officer to decide a simple money claim of no more than ₱5,000 per employee, provided there is no claim for reinstatement. An Article 129 decision is appealable to the NLRC within five calendar days from receipt. Because jurisdiction depends on the allegations, employment status, relief requested, and governing law, let the SEnA officer issue the correct referral if the proper forum is uncertain. The principal jurisdictional provisions appear in the Labor Code.

Matters generally excluded from ordinary SEnA

Department Order No. 249-25 excludes matters already governed by specific laws or separate procedures, including:

Actual strikes or lockouts, strike or lockout notices, and preventive-mediation notices before the NCMB;
CBA interpretation or implementation and company-policy disputes that must pass through grievance machinery;
Applications for exemption from wage orders;
Violations involving alien employment permits, private employment-agency licenses, working-child permits, contractor registration, professional licenses, and TESDA accreditation;
Occupational-safety matters involving imminent danger, dangerous occurrences, disabling injury, or absent or inadequate personal protective equipment;
Claims arising under social-security and welfare legislation;
Claims already covered by an agreement, quitclaim, and release executed before a SEnA officer; and
Inter-union and intra-union disputes.

An SEnA desk may still provide technical assistance and direct the person to the proper agency. Overseas-employment issues, including money claims, may continue to be received by DOLE, NCMB, or NLRC, without preventing the Department of Migrant Workers from providing its own conciliation or assistance.

How to file a SEnA Request for Assistance

1. Identify the parties and the problem

Prepare the correct legal or registered name of the employer, business address, worksite, owner or authorized representative if known, and reliable contact details. For an agency-deployed worker, identify both the agency or contractor and the company where the work was performed.

State the facts in date order:

When employment began;
Position, worksite, schedule, and rate of pay;
What happened;
When each unpaid benefit became due or when the dismissal or other disputed act occurred;
What steps were already taken; and
The specific relief requested.

Do not label conduct “illegal” without explaining the underlying facts. “My overtime was not paid for 18 shifts from March to May” is more useful than “the company violated all labor laws.”

2. Gather supporting documents

An RFA can begin with limited records, but bring or upload whatever is available. Useful evidence includes:

Employment contract, appointment letter, job offer, company ID, or onboarding records;
Payslips, payroll summaries, bank-credit records, vouchers, and proof of deductions;
Daily time records, biometric logs, schedules, rosters, trip records, or dispatch sheets;
Notices to explain, written warnings, suspension or termination notices, resignation documents, and clearance records;
Emails, text messages, workplace-chat exports, and instructions from supervisors;
Employee handbook, company policies, CBA, or grievance records;
Proof of work, such as reports, work products, customer assignments, or delivery records;
SSS, PhilHealth, Pag-IBIG, and tax records that help establish employment or compensation;
Names and contact details of witnesses with personal knowledge; and
Your own computation of unpaid amounts, broken down by pay period.

Preserve originals. Save electronic records in their original format, including dates, sender details, and attachments. Keep a separate backup outside the employer’s device or account. Do not alter screenshots or take confidential material to which you have no lawful access.

3. File online or onsite

The official DOLE ARMS portal accepts RFAs electronically and is available 24/7. It also has a Check RFA Status function using the reference number.

For onsite filing, go to the appropriate DOLE Regional or Provincial Office, NCMB office, or NLRC Regional Arbitration Branch. As a general venue rule, file in the region where the employer principally operates. A union or federation representing a local chapter normally files where the union or chapter is registered. A desk chosen for convenience outside the proper region may process the request, but the matter can be referred if the employer objects.

Filing and SEnA conferences are free. Obtain and preserve:

The RFA or docket number;
A copy or screenshot of the completed submission;
The date and time of filing;
The assigned office and SEnA officer;
The conference notice; and
The office’s official telephone number or email address.

4. Complete the validation interview

For an RFA submitted through email, messaging applications, or a letter, the head of office should cause its assignment to a SEnA officer within three calendar days from receipt. The requesting party will be interviewed to validate the dispute and determine whether it is a proper subject of conciliation-mediation.

The request is docketed after the initial interview establishes that it is a proper SEnA matter. For onsite filing, the conference date should be set on the day of filing. For an online request, it should be set within two days after assignment to the SEnA officer.

5. Attend the conferences

The initial conference should take place within five calendar days, or on the earliest available date not later than 10 days from assignment to the SEnA officer.

The 30-calendar-day conciliation period begins at the initial conference where both parties appear. It may be extended by mutual agreement for no more than 15 additional calendar days if settlement remains possible. Conferences may be face-to-face or online.

The parties generally appear and speak for themselves. A lawyer is not required. A lawyer, agent, or attorney-in-fact acting for a party must present the necessary authority—such as a special power of attorney, board resolution, or secretary’s certificate—and must be authorized to enter into a binding settlement.

Statements exchanged during conciliation are confidential and privileged. Electronic recording is generally prohibited. Preserve independent evidence of the underlying events instead of relying on admissions or settlement offers made during the conference.

What happens at the end of SEnA?

If the parties settle

The agreement must be written in language the parties understand, signed by them, and attested by the SEnA officer. It should identify:

The issues settled;
The exact payment or other obligation;
Whether settlement is full or partial;
Installment amounts and due dates, if any;
Any reinstatement, clearance, certificate-of-employment, or document obligation; and
The scope of any waiver or release.

A properly attested settlement is final and immediately executory unless contrary to law, morals, public order, or public policy.

Do not sign a blank or incomplete quitclaim. If payment will be made in installments, the agreement should remain a partial settlement until full compliance. Department Order No. 249-25 provides that the waiver and quitclaim should be issued only after complete performance of the settlement.

If the employer does not comply, report the default immediately to the same SEnA officer. After efforts to obtain voluntary compliance fail, the officer may refer the matter to the DOLE Regional Office or NLRC Regional Arbitration Branch for enforcement. Bring the settlement, proof of default, payment records, and referral.

If there is no settlement

Ask for the written referral. Immediate referral may be issued when:

Either or both parties request it at any stage;
The parties cannot settle within the prescribed period;
Settlement appears remote upon expiration of the period;
The responding party misses two consecutive conferences despite notice;
Only some issues are settled; or
A settlement agreement is not obeyed.

Review the referral for the parties’ correct names, the unresolved issues, and the proper receiving office. An RFA or referral does not automatically complete the filing of a formal NLRC complaint.

How to file the formal NLRC complaint

Formal Labor Arbiter proceedings are now governed by the 2025 NLRC Rules of Procedure, effective January 13, 2026.

Choose the proper Regional Arbitration Branch

A Labor Arbiter case may be filed in the Regional Arbitration Branch with jurisdiction over either:

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

at the complainant’s option.

Complete and personally sign the complaint

The complaint must state the causes of action and the names and addresses of every complainant and respondent. Each complainant must sign it and execute a verification and certification against forum shopping.

Include all related causes of action arising from the same employment relationship. Omitting a party or claim can create avoidable complications later. Attach the SEnA referral and the documents supporting each allegation.

Pleadings may be filed personally, by registered mail, or through a courier authorized by the NLRC. For registered mail or authorized courier, the mailing date is treated as the filing date. Keep the registry receipt, courier receipt, tracking record, and proof of service required for later pleadings. Do not assume ordinary email constitutes formal filing unless the particular branch confirms an officially authorized procedure.

Attend both scheduled conferences

The Labor Arbiter will issue summons stating two settings for mandatory conciliation and mediation. This is a second settlement stage within the formal case.

If the complainant misses both settings despite notice, the case may be dismissed without prejudice. A second dismissal for unjustified nonappearance may be with prejudice. If the respondent misses both settings despite valid service, the respondent may waive the right to file a position paper.

File a complete position paper

If settlement fails, the Labor Arbiter will set a date—within 10 calendar days after termination of the conference—for simultaneous filing of verified position papers.

The position paper should contain:

A clear factual chronology;
The legal and factual basis for each claim;
The specific relief requested;
Computations of monetary claims;
All supporting documents; and
Witness affidavits, which generally take the place of direct testimony.

Do not hold important evidence for a later hearing. The Labor Arbiter may decide from the written record. A reply may be filed within 10 calendar days from receipt of the opposing position paper on the date set by the Labor Arbiter.

How to follow up properly

For an RFA

Use the reference number in the Check RFA Status section of DOLE ARMS. You may also contact the assigned SEnA officer or the office where the request was filed.

Follow up promptly if:

No one contacts you within three calendar days after an online or digital submission;
You have not received an assignment or conference notice;
The employer’s address must be corrected;
A conference was postponed without a new date;
The conciliation period has expired;
You requested early referral but have not received it; or
A settlement installment is late.

Send a short written follow-up stating your full name, reference number, filing date, employer, assigned officer, last action taken, and the specific action requested. Preserve proof that the follow-up was sent.

For a formal NLRC case

Use the complete NLRC docket number. Contact the Records, Docket and Receiving Unit, assigned Labor Arbiter’s branch, or the Regional Arbitration Branch of origin. Parties and their counsel or authorized representatives may access the case records during regular office hours, subject to applicable privacy rules.

The NLRC contact directory lists branch addresses and current contact information. The NLRC Public Assistance Center may also be reached through the numbers and email shown there.

Notify the NLRC and the other party immediately of any change in postal address or representative. Do not rely only on informal texts from the other side. Procedural deadlines usually run from official receipt or legally completed service.

Filing deadlines that should not be ignored

Common prescriptive periods include:

Money claims: generally three years from the time each claim accrued under Article 306 of the Labor Code;
Unfair labor practice: one year from accrual;
Illegal dismissal: generally four years from dismissal under Article 1146 of the Civil Code, as applied by the Supreme Court in G.R. No. 175689, August 13, 2014.

Different claims may have different starting dates, interruptions, or special periods. Each unpaid payday can also raise a separate accrual question. File promptly and proceed with the formal complaint immediately after referral instead of assuming that a demand letter, internal grievance, or previous filing preserved every claim.

An appeal from a Labor Arbiter’s decision must be perfected within 10 calendar days from receipt. An appeal from a DOLE Regional Director’s Article 129 decision must be perfected within five calendar days. No extension is allowed. If the last day falls on a Saturday, Sunday, or holiday, the deadline moves to the next working day.

An employer appealing a monetary award generally must post the required cash or surety bond. A mere notice of appeal does not perfect the appeal.

Common mistakes to avoid

Filing only an informal social-media complaint and assuming a case has been docketed;
Losing the RFA reference number or NLRC docket number;
Naming only a supervisor instead of the correct employer or legal entity;
Using an outdated or incomplete employer address;
Asking for unpaid benefits without identifying the covered dates or showing a computation;
Missing conferences because a notice went to an old address, spam folder, or inactive phone number;
Filing duplicate cases in different offices without disclosure;
Signing a quitclaim before receiving full payment;
Accepting an installment promise without exact amounts and dates;
Secretly recording a SEnA conference;
Waiting for an oral hearing before submitting essential documents;
Failing to include all related claims in the complaint; and
Treating a motion for reconsideration of a Labor Arbiter’s decision as a substitute for the 10-day appeal. Such a motion is a prohibited pleading under the 2025 NLRC Rules.

When legal help is urgent

Seek immediate assistance from a labor lawyer, union counsel, the Public Attorney’s Office if eligible, or an accredited legal-aid provider when:

A prescriptive or appeal deadline is near;
The employer alleges resignation, abandonment, fraud, theft, or another serious offense;
Employment status is disputed, including gig, freelance, contractor, or agency arrangements;
Several companies, contractors, foreign principals, or corporate officers may be responsible;
The case involves a strike, lockout, union election, CBA dispute, or alleged unfair labor practice;
You are asked to sign a quitclaim, waiver, or settlement you do not understand;
There are threats, coercion, retaliation, document falsification, or pressure to return settlement money;
The workplace presents imminent danger or a serious injury has occurred;
An overseas worker or seafarer faces a medical-assessment, repatriation, disability, or contract deadline; or
A Labor Arbiter, DOLE, or NLRC decision has already been received.

For immediate physical danger, violence, trafficking, illegal recruitment, or a medical emergency, contact the appropriate emergency or law-enforcement authority as well as the relevant labor agency. Do not wait for ordinary conciliation.

Frequently asked questions

Can I file even if I am still employed?

Yes. Retaliation is not lawful merely because a worker sought government assistance. Preserve evidence of any later reduction in work, suspension, threat, transfer, or dismissal.

Can I file after resigning or being dismissed?

Yes, if the claim has not prescribed. The end of employment affects which office has jurisdiction but does not automatically erase accrued wages or benefits.

Do I need a lawyer?

No. SEnA and Labor Arbiter proceedings are designed to be accessible, and a party may represent himself or herself. Legal assistance becomes especially valuable for position papers, disputed employment status, large computations, multiple respondents, settlements, and appeals.

What if I have no payslips or contract?

You may still file. Employment and work performed can be supported by messages, schedules, bank deposits, IDs, work products, witness affidavits, government contribution records, and other competent evidence. Explain which records remain under the employer’s control.

What if the employer ignores SEnA?

After two properly noticed consecutive nonappearances, the SEnA officer may issue a referral. Nonappearance does not automatically prove the worker’s claims; evidence will still be needed in the formal case.

Can SEnA order the employer to pay?

The SEnA officer facilitates a voluntary agreement and does not decide the merits like a Labor Arbiter. Once a valid settlement is signed and attested, however, it is final and immediately executory.

Can I withdraw my RFA?

Yes. Withdrawal should be made in writing. Before withdrawing, consider prescription and whether you will need a referral to file elsewhere.

Where can I verify current forms and contact details?

Use DOLE ARMS, the NCMB SEnA page, the NLRC website, and the NLRC contact directory.

General-information notice

This article provides general Philippine legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, prescription, evidence, and available remedies depend on the actual employment arrangement, allegations, documents, and relief requested. Official sources and procedures were checked as of August 5, 2026.