Quick answer

Start with a Request for Assistance (RFA) under the Department of Labor and Employment’s Single Entry Approach (SEnA). You may file online through DOLE ARMS or in person at a DOLE regional or provincial office, an NLRC Regional Arbitration Branch, or an NCMB office. SEnA generally provides up to 30 calendar days for conciliation-mediation.

If no settlement is reached—or either party properly asks to end conciliation early—the SEnA officer may issue a referral or endorsement to the office that has jurisdiction. File with the NLRC Labor Arbiter when the dispute involves illegal or constructive dismissal, reinstatement, unfair labor practice, employment-related damages, or covered monetary claims exceeding ₱5,000 per employee. Simple wage or benefit claims not exceeding ₱5,000 per employee and not involving reinstatement may fall under the DOLE Regional Director.

Do not wait for the 30-day process if a filing deadline is close. Although filing an RFA generally suspends the running of the applicable prescriptive period during SEnA, obtain and keep proof of the exact filing and termination dates.

DOLE and the NLRC do different jobs

“Filing with DOLE” can refer to several distinct procedures:

Concern	Usual starting point or forum
Most individual labor and employment disputes	SEnA Request for Assistance
Illegal dismissal or constructive dismissal	SEnA, then the NLRC Labor Arbiter if unresolved
Reinstatement	NLRC Labor Arbiter
Unfair labor practice	NLRC Labor Arbiter
Employment-related damages	NLRC Labor Arbiter
Money claims exceeding ₱5,000 per employee	NLRC Labor Arbiter
Simple wage or benefit claim of ₱5,000 or less per employee, without reinstatement	DOLE Regional Director or authorized hearing officer
Labor-standards violations affecting current workers	DOLE inspection or enforcement process may also apply
SSS, PhilHealth, Pag-IBIG or employees’ compensation benefits	The agency or forum specifically given jurisdiction by law
CBA interpretation or implementation	Grievance machinery and usually voluntary arbitration
Inter-union or intra-union dispute	DOLE labor-relations office or Bureau of Labor Relations
Strike, lockout or bargaining dispute	NCMB and the special procedures governing collective disputes
Government employee complaint	The Civil Service Commission or other proper administrative forum, not ordinarily the NLRC

Jurisdiction depends on the allegations, relief requested, employment relationship and supporting documents—not merely on what the complaint is called. If the worker’s status as an employee is disputed, the proper forum may require closer legal analysis.

Step 1: Prepare the essential information

Before filing, write a clear timeline containing:

Your full name, address, active mobile number and email address.
The employer’s complete legal or business name, workplace address and, if known, principal-office address.
Your position, hiring date, work location, employment status and last day worked.
Your salary, pay schedule and normal working hours.
What happened, in date order.
Each remedy you seek, such as unpaid wages, overtime pay, holiday pay, 13th-month pay, service incentive leave pay, final pay, separation pay, reinstatement, back wages or damages.
The approximate amount of each monetary claim, if you can calculate it.
The names and addresses of all responsible companies, contractors, agencies or individuals who may need to be named.

Use the employer’s correct legal name whenever possible. A payslip, contract, company ID, BIR Form 2316, SSS employment record, SEC record or official company communication may help identify it.

Include every claim arising from the same employment relationship. Leaving out illegal dismissal, reinstatement or another material cause of action can create serious procedural problems later.

Step 2: Preserve your evidence

Save original files and make backup copies outside any employer-controlled device or account. Useful evidence may include:

Employment contracts, job offers and appointment papers.
Company ID, attendance records, schedules and daily time records.
Payslips, payroll records and bank-credit entries.
Notices to explain, written explanations, hearing notices and termination letters.
Resignation letters, quitclaims, clearance forms and final-pay computations.
Emails, text messages and chat conversations.
Performance evaluations, memoranda and company policies.
Screenshots showing removal from work systems or group chats.
Proof that you reported for work or asked to return.
Medical records if illness, disability or discrimination is involved.
Names and contact details of witnesses.
SSS, PhilHealth, Pag-IBIG and BIR records.
A written computation of unpaid wages and benefits.

Keep the full conversation, not isolated screenshots that may lose context. Preserve dates, sender details and file metadata when possible. Do not unlawfully access accounts or records after your authorization ends.

If you were dismissed orally, promptly send a calm written message asking the employer to confirm whether you were terminated, the effective date and the stated reason. Do not fabricate a record or secretly alter documents.

Step 3: File a SEnA Request for Assistance

An aggrieved worker, group of workers, union, workers’ association, federation, kasambahay, OFW or employer may submit an RFA. If the aggrieved person is absent or incapacitated, an immediate family member may file with a Special Power of Attorney; legitimate heirs may file when the aggrieved person has died.

Online filing

Use the official DOLE Assistance for Request Management System. Select the correct filer type and provide complete, accurate information. After submitting:

Save the confirmation page, reference number and any acknowledgment email.
Use the ARMS Track RFA Status function.
Check your email, phone and spam folder regularly.
Respond promptly to requests from the assigned SEnA officer.
Keep screenshots or copies of every submission and status update.

Do not rely on an unverified social-media account, private “fixer” or unofficial filing website.

In-person filing

An RFA may be filed at a:

DOLE regional or provincial office;
NLRC central office or Regional Arbitration Branch; or
NCMB central or regional branch.

Bring a valid ID, copies of your evidence and the employer’s accurate address. Ask for a stamped receiving copy or written acknowledgment showing the filing date and reference or docket number.

If you are uncertain which office covers your location, use the official DOLE directory or contact the relevant office before traveling.

What happens during SEnA

SEnA is a conciliation-mediation process. The Single Entry Assistance Desk Officer helps the parties explore a voluntary settlement but does not decide the merits like a judge.

The process generally runs for up to 30 calendar days. Under Republic Act No. 10396, either or both parties may request pre-termination and referral to the agency or office with jurisdiction. If both parties agree, unresolved issues may instead be referred to voluntary arbitration where legally appropriate.

During a conference:

Bring your ID, documents and updated computation.
State each claim separately and explain how you calculated it.
Ask for enough time to read any proposed settlement.
Confirm whether the amount offered is gross or net of lawful deductions.
Specify the payment date, method and consequences of nonpayment.
Do not sign blank pages or a document you do not understand.
Obtain a signed copy of any agreement before leaving.

A settlement reached with the assistance of the proper labor authorities is generally final and binding and may be immediately enforceable. A waiver or quitclaim is not automatically invalid, but its enforceability can depend on whether consent was voluntary, the terms were understood and the consideration was reasonable. Seek advice before signing a broad waiver of all claims.

If there is no settlement, obtain the official referral or endorsement and confirm the next forum, filing instructions and date on which SEnA ended.

Step 4: File the NLRC complaint if the dispute remains unresolved

The NLRC Labor Arbiter has original and exclusive jurisdiction over matters identified in Article 224 of the Labor Code, including:

Unfair labor practice cases.
Termination disputes.
Wage and working-condition cases accompanied by a claim for reinstatement.
Employment-related claims for actual, moral, exemplary or other damages.
Certain disputes involving the legality of strikes and lockouts.
Other employment-related claims exceeding ₱5,000 per employee, subject to statutory exclusions.

Use the prescribed complaint form and disclose all causes of action and all respondents. The complaint must comply with the verification, non-forum-shopping and other requirements in the current NLRC Rules of Procedure.

A worker may personally file and appear without hiring a lawyer. Nevertheless, representation can be important when employment status, corporate liability, prescription, jurisdiction, a large monetary claim or an appeal is disputed.

Where to file

For a local worker, the proper Regional Arbitration Branch is generally determined by the workplace, subject to the current NLRC venue rules and permitted transfers. “Workplace” may include the place where the worker was regularly assigned when the cause of action arose.

Special venue provisions apply to OFWs and seafarers. OFW cases may generally be filed in the branch covering the complainant’s residence or the principal office of a respondent, subject to the law and rules governing the particular claim. Seafarer cases can involve separate grievance, medical-assessment, third-doctor, execution and bonding requirements under Republic Act No. 12021 and its implementing rules. Obtain specialized advice promptly.

Confirm the accepted filing method directly with the relevant branch. Do not assume that sending an ordinary email, uploading documents to an unrelated portal or filing only an RFA already constitutes an NLRC complaint.

What happens after an NLRC complaint is filed

The case is assigned a docket number and raffled to a Labor Arbiter. The NLRC issues summons and schedules mandatory conciliation-mediation conferences.

If the case is not settled, the Labor Arbiter will normally direct the parties to file verified position papers and supporting evidence. Follow the order’s exact deadline, format, service and submission instructions. Labor cases are commonly decided from position papers and documentary evidence; do not assume there will be a full trial where missing proof can be supplied later.

Your position paper should clearly address:

The employment relationship.
The material facts in chronological order.
Every legal claim and requested remedy.
The computation of monetary claims.
The relevance of each attached document.
The defenses raised by the employer.
The relief requested from the Labor Arbiter.

Attend every scheduled conference. If attendance is impossible, promptly contact the branch and file the appropriate written request with proof of the reason. An informal phone call does not necessarily excuse nonappearance or extend a deadline.

How to follow up a SEnA request

For an online RFA:

Open DOLE ARMS.
Select Track RFA Status.
Enter the reference or docket number from your acknowledgment.
Save a screenshot of the current status.
If no update appears, contact the office identified in your acknowledgment and provide your name, filing date and reference number.

For an in-person RFA, follow up with the office that received it. Ask:

Whether the RFA has been docketed.
The assigned officer’s office or official contact channel.
Whether a conference has been scheduled.
Whether any notice was returned or sent to an old address.
Whether further documents are required.
Whether the matter has been settled, referred, endorsed or closed.

Keep a log of the date, time, office, person contacted and response. Use professional, factual language and never send confidential employment records to an unverified personal account.

How to follow up an NLRC case

Use the docket number appearing on the complaint, summons or official receipt. Contact the Regional Arbitration Branch where the case is pending and ask for the latest order, conference date or case status. The NLRC contact page lists official channels, including the main-office contact details.

For each follow-up:

State the complete case title and docket number.
Identify whether you are the complainant, respondent or authorized representative.
Ask whether an order or decision has been issued.
Verify the address and email recorded for service.
Request instructions for obtaining a copy through an authorized channel.
Record the name of the office personnel and the date of inquiry.

A status inquiry does not suspend or extend a deadline. The period for appeal or another remedy generally runs from legally effective receipt of the decision or order, not from the day you happen to learn about it through a follow-up.

Keep the envelope, registry notice, courier record, email transmission details and signed receiving copy. The precise date and manner of service can determine whether a filing is timely.

Important filing deadlines

Do not treat these periods as targets. File as early as possible.

Money claims

Claims arising from an employer-employee relationship generally prescribe in three years from accrual under Article 306 of the Labor Code. Different components of a wage claim may accrue on different dates.

Illegal dismissal

An illegal-dismissal action generally prescribes in four years from dismissal under Article 1146 of the Civil Code, as applied by the Supreme Court. Back wages that follow from a finding of illegal dismissal ordinarily follow the same four-year period. A separate money claim may still be governed by the three-year Labor Code period.

Unfair labor practice

Unfair labor practice cases are subject to a shorter statutory period, generally one year from accrual, and may also have criminal-prosecution prerequisites. Obtain prompt advice.

SEnA and prescription

An RFA generally suspends the running of the applicable prescriptive period during the mandatory conciliation-mediation process. Preserve proof of:

The date the RFA was filed.
The issues included in it.
The date conciliation was pre-terminated or concluded.
The referral or endorsement date.
The date the formal complaint was filed.

Do not assume that an informal complaint to HR, a barangay proceeding, a phone inquiry or a social-media message suspends a legal deadline.

Appeal from a Labor Arbiter

A Labor Arbiter’s decision, award or qualifying order generally becomes final unless appealed to the NLRC within 10 calendar days from receipt. An appeal must satisfy the grounds and formal requirements in the NLRC Rules. When an employer appeals a monetary award, perfection ordinarily requires a cash or qualifying surety bond, subject to the governing rules and jurisprudence.

Appeal from a DOLE Regional Director under Article 129

A decision on a simple money claim under Article 129 may be appealed to the NLRC within five calendar days from receipt.

After an NLRC Commission decision

A motion for reconsideration of an NLRC Commission decision is generally due within 10 calendar days from receipt, and only one such motion is ordinarily allowed. Judicial review is normally sought through a Rule 65 petition for certiorari in the Court of Appeals, not an ordinary appeal. Strict requirements and a separate filing period apply.

Seek counsel immediately upon receiving an adverse decision. Do not wait until the last day, and do not rely on a follow-up email as a substitute for a formal pleading.

Common mistakes to avoid

Filing only against a trade name and omitting the correct company or contractor.
Giving an incomplete employer address, causing failed service.
Leaving out a claim arising from the same employment relationship.
Treating an ARMS RFA as though it were already an NLRC complaint.
Filing in the wrong agency and assuming the error will automatically be corrected.
Missing a conference because a notice went to an old address.
Ignoring calendar-day deadlines.
Submitting screenshots without dates, sender details or surrounding context.
Failing to serve the other party when the rules or an order require service.
Waiting for the employer’s internal investigation before protecting an expiring claim.
Signing a quitclaim, voucher or settlement without reading its release language.
Accepting an installment settlement that does not state exact due dates and enforcement terms.
Posting accusations or confidential records online while the dispute is pending.
Assuming the employer’s failure to attend automatically means the worker wins.
Assuming that lack of a written contract prevents proof of employment.

When legal help is urgent

Consult a labor lawyer, qualified union representative, the Public Attorney’s Office if eligible, or another recognized legal-aid provider immediately when:

A 10-day or five-day appeal period has begun.
A three-year, four-year or one-year prescriptive period may be close.
You are being pressured to sign a resignation, quitclaim or settlement.
The employer has closed, is transferring assets or appears insolvent.
Several contractors, agencies or related companies may be liable.
The employer denies that you were an employee.
The dispute involves union activity, a strike, retaliation or unfair labor practice.
There are threats, violence, detention, trafficking or confiscation of documents.
You are an OFW or seafarer with contract, disability, medical-referral or third-doctor issues.
The case involves death, serious injury, discrimination or a large monetary claim.
You received a Labor Arbiter or NLRC decision and want to challenge it.

For immediate danger or a possible crime, contact the appropriate law-enforcement or emergency authority; SEnA is not an emergency-response process.

Frequently asked questions

Do I need a lawyer to file?

No. A worker may personally submit an RFA and file an NLRC complaint. A lawyer is particularly helpful for jurisdictional disputes, position papers, appeals, large claims and cases involving multiple employers or contractors.

Is filing free?

SEnA assistance does not ordinarily require a filing fee from the requesting worker. Confirm any formal NLRC fees or exemption directly with the branch. Never pay a fixer or transfer money to a personal account presented as an official filing channel.

Can I file while still employed?

Yes. SEnA is available for existing workplace concerns, including unpaid wages and benefits. Consider preserving evidence and protecting yourself against retaliation.

What if the employer does not attend SEnA?

SEnA is intended to facilitate a voluntary settlement. If the dispute remains unresolved, request the proper referral or endorsement and proceed before the agency with jurisdiction.

Can DOLE order my reinstatement through a simple money-claim case?

Not under Article 129. That summary authority applies only when the claim does not include reinstatement and the aggregate claim does not exceed ₱5,000 per employee. Termination and reinstatement disputes generally belong before the NLRC Labor Arbiter.

Can I file directly with the NLRC without SEnA?

Mandatory conciliation-mediation generally applies before the appropriate office entertains the dispute, subject to statutory and regulatory exceptions. Either or both parties may request pre-termination and referral. Ask the NLRC complaint unit to confirm the applicable procedure in urgent or exceptional cases.

What if I do not know the exact amount owed?

State every category of claim and provide the records available to you. Prepare a good-faith estimate if possible. Do not omit a claim solely because the employer controls the payroll or time records.

Does an HR complaint stop prescription?

Do not assume so. Preserve the HR complaint, but timely file through the legally recognized process.

What if the company offers payment during SEnA?

Compare the offer with your documented claims. Ensure the agreement identifies the exact amount, payment dates, method, covered claims and remedy for default. Obtain a signed copy and proof of every payment.

Where can I verify the rules and office details?

Use these official sources:

Disclaimer

This article provides general Philippine legal information, not legal advice or a prediction of any case’s outcome. Jurisdiction, available remedies and deadlines may change depending on the facts, documents, type of worker, governing contract and manner of service. Official sources and procedures were checked as of September 1, 2026.