Philippine Labor Law Glossary
Request for Assistance is the filing that starts the Single Entry Approach process, allowing a worker, employer or other qualified requesting party to seek mandatory conciliation-mediation before a labor dispute becomes a full adjudicated case.
What an RFA Does
An RFA brings the issue to a Single Entry Assistance Desk for a 30-day conciliation-mediation process. A SEnA Desk Officer helps the parties identify issues, exchange information and explore a voluntary settlement. The officer does not decide who wins the dispute in the way a Labor Arbiter or court would.
An RFA may involve termination, suspension, unpaid wages, benefits, closures, redundancy, unfair labor practices and other labor or employment issues within SEnA coverage.
Who May File
Current DOLE guidance allows filing by qualified requesting parties such as an individual worker, group of workers, union, workers’ association or federation, overseas Filipino worker, kasambahay or employer. In appropriate cases, an authorized family member or heir may file subject to documentary requirements.
Where and How to File
An RFA may be filed onsite through a Single Entry Assistance Desk of DOLE or an implementing attached agency, or online through the DOLE Assistance for Request Management System. Proper venue and routing depend on the employer’s principal place of operation, the parties and the issue raised.
RFA Versus Formal Complaint
An RFA starts a settlement-oriented administrative process. It is not yet a judgment on the claim and is not the same as a verified complaint filed for adjudication before the NLRC, DOLE Regional Office or another tribunal. If no settlement is reached, the issue may be referred or filed with the office that has jurisdiction.
Legal Basis
| Authority | Rule supported | Official source |
|---|---|---|
| DOLE Assistance for Request Management System | Identifies who may file, available filing modes and the current RFA platform. | DOLE ARMS |
| Department Order No. 249, Series of 2025 | Provides the revised implementing rules for SEnA and the 30-day conciliation-mediation process. | Department of Labor and Employment |
| DOLE-NCR SEnA guidance | Lists covered issues, qualified filers and the settlement-oriented nature of the process. | DOLE National Capital Region |
Information and Documents That May Matter
| Information or document | Why it matters |
|---|---|
| Names and contact information of the parties | Allow the office to identify and notify the requesting and responding parties. |
| Employment details | Provide the basic relationship, position, dates and workplace involved. |
| Statement of issues and requested relief | Defines what the requesting party wants discussed or resolved. |
| Payslips, contracts, notices or messages | Help validate the concern and support productive conferences. |
| Authority documents | May be required when a representative or family member files. |
| RFA confirmation and conference notices | Prove filing dates, reference numbers and scheduled proceedings. |
Practical Example
Hypothetical example: A resigned employee claims unpaid salary and final pay. The employee files an online RFA, identifies the employer, states the amounts claimed and uploads the resignation letter and payslips. The SEnA Desk Officer schedules conferences to explore payment and settlement. If no agreement is reached, the employee may pursue the claim in the proper forum.
Common Misunderstandings
Misunderstanding: Filing an RFA means DOLE has already ruled that the employer violated the law.
Correct approach: An RFA initiates assistance and conciliation-mediation; it is not an adjudicated finding.
Misunderstanding: Only employees may file an RFA.
Correct approach: Current rules allow several requesting-party categories, including employers.
Sources and Legal Citations
- DOLE Assistance for Request Management System, official RFA platform and guidance.
- Department Order No. 249, Series of 2025 implementation announcement, Department of Labor and Employment.
- Single Entry Approach guidance, DOLE-NCR.
Editorial Review and Legal-Review Status
Prepared by: LaborCode.ph Editorial Team
Editorial review: Reviewed under the LaborCode.ph Content Review Policy
Source verification: Official legal sources checked on August 2, 2026
Research coverage: This entry is based on a comprehensive and exhaustive review of relevant Philippine labor-law sources.
Editorial approach: The material is presented as a written digest prepared by labor-law researchers and experts, offering selective but broad insights for general educational use.
Disclaimer
This glossary entry is for general educational and legal-information purposes and is not legal advice. Filing requirements, venue, coverage and referral depend on current rules and the facts of the dispute.