Philippine Labor Law Glossary
Single Entry Approach is a mandatory, time-bound conciliation-mediation process intended to resolve labor and employment issues before they become full formal cases.
For practical coverage, see which cases may be filed under DOLE SEnA, including common workplace disputes, exclusions, and filing requirements.
How SEnA Works
SEnA provides a speedy, impartial, inexpensive and accessible process for labor issues arising from employer-employee relations. A neutral SEnA Desk Officer assists the parties in identifying the dispute, exchanging information and exploring a voluntary settlement.
The process generally runs for a 30-day mandatory conciliation-mediation period. It is designed to encourage settlement, but the officer does not decide the merits like a judge or Labor Arbiter.
Request for Assistance
SEnA begins through a Request for Assistance or RFA. The RFA identifies the parties, issues and relief sought. It is not itself the same as a formal complaint filed before the tribunal that will eventually adjudicate unresolved claims.
Possible Outcomes
- Settlement: the parties sign an agreement resolving some or all issues.
- Compliance: the parties carry out the settlement and the proceeding closes.
- Referral: unresolved issues may be referred to the proper DOLE office, agency, Labor Arbiter or voluntary arbitration forum.
- Pre-termination: the proceeding may end earlier under circumstances allowed by the applicable rules.
Issues Commonly Raised
SEnA may address termination or suspension disputes, unpaid wages and benefits, final pay, workplace standards, union-related concerns and other issues covered by the governing rules. Jurisdiction over any formal case after SEnA still depends on the nature and amount of the claim and the legal forum assigned by law.
Evidence and Documents That May Help
| Document | Why it matters |
|---|---|
| Employment contract and company policies | Help identify the relationship and applicable rules. |
| Payslips, payroll records and computations | Support monetary claims or employer payment records. |
| Notices, emails and messages | Document the dispute and prior attempts to resolve it. |
| Termination, suspension or resignation records | Clarify the employment action involved. |
| Final-pay and clearance records | Help narrow exit-related disputes. |
| Proposed settlement terms | Help the parties evaluate practical resolution options. |
Confidentiality and Voluntary Settlement
Statements made in conciliation-mediation are generally treated as confidential under the governing rules, subject to recognized exceptions. A settlement must reflect the parties’ informed and voluntary agreement. SEnA’s purpose is resolution, not coercion.
Practical Example
Hypothetical example: A resigned employee claims unpaid final pay and a missing Certificate of Employment. The employee files an RFA. During SEnA, the parties review payroll and exit records and agree on payment and document-release dates. If no settlement is reached, the unresolved issues may be referred to the appropriate office.
Common Misunderstandings
Misunderstanding: Filing an RFA automatically wins the claim.
Correct approach: SEnA facilitates settlement and does not replace the evidence or legal requirements of a formal case.
Misunderstanding: SEnA and conciliation are unrelated.
Correct approach: SEnA is a structured conciliation-mediation process. See Conciliation.
Common Questions
Is SEnA a court proceeding?
No. It is an administrative conciliation-mediation process designed to resolve disputes without full adjudication.
Where can an RFA be filed?
It may be filed through authorized SEnA desks and, where available, through the DOLE ARMS online system, subject to current rules.
Sources and Legal Citations
- Republic Act No. 10396, Supreme Court E-Library.
- Department Order No. 249, Series of 2025 implementation, Department of Labor and Employment.
- DOLE ARMS SEnA portal, official online service.
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 entry is general legal information, not legal advice. SEnA coverage, filing location and referral depend on the issue and current DOLE rules.