Two people discuss the Step-by-Step SEnA Filing Process in DOLE at a desk with documents and a flowchart displayed.

How to File SEnA in DOLE: Where to File, What to Bring, What Happens Next

Quick Answer

To file SEnA, submit a Request for Assistance through official DOLE ARMS or at an authorized DOLE, NCMB or NLRC Single Entry Assistance Desk. The officer evaluates the concern and helps the parties explore a voluntary settlement; SEnA is not a judgment on the claim. Some concerns require a different procedure, so check SEnA coverage if you are unsure.

Open official DOLE ARMS to start your request →

LaborCode.ph is independent of DOLE and the NLRC. Reading this guide or using its preparation tools does not file an RFA.

See the filing steps · Prepare your records · Follow up on an existing request · After settlement or referral

The conciliation period is not a guaranteed payment deadline. Check the scheduling and conciliation timeline, or see how long a labor case can take.

Jump to a Section

  1. SEnA in the Filing Process
  2. Who May File and What Cases Qualify?
  3. Documents to Prepare Before Filing
  4. Step-by-Step SEnA Filing Process in DOLE
  5. How Long Does SEnA Take?
  6. What Happens During the SEnA Conference?
  7. What Happens After SEnA?
  8. Practical Examples
  9. Practical Tips for a Better SEnA Conference
  10. Frequently Asked Questions
  11. Related Guides and Definitions
  12. Sources and Legal Citations

SEnA in the Filing Process

SEnA is an administrative dispute-resolution process intended to provide a speedy, impartial, inexpensive, and accessible way of addressing labor issues before they develop into full formal cases. The process is implemented through Single Entry Assistance Desks in DOLE offices and attached agencies.

The statutory foundation is Republic Act No. 10396, which institutionalized mandatory conciliation-mediation for issues arising from labor and employment, subject to recognized exceptions. The provision is found in Labor Code Article 234, formerly Article 228.

The current implementing rules are contained in DOLE Department Order No. 249, Series of 2025. These rules revised the earlier SEnA guidelines and address filing, intake, representation, conference scheduling, settlement, compliance, and referral.

A SEnA officer, often called a Single Entry Assistance Desk Officer or SEADO, acts as a neutral facilitator. The officer may clarify the issues, help the parties communicate, discuss settlement options, and assist in reducing an agreement to writing. The officer does not act as either party’s private lawyer and does not issue a formal decision on the merits.

For a detailed explanation of accepted and excluded disputes, read our guide to SEnA coverage in the Philippines. If your concern is a workplace-wide labor standards violation rather than an individual claim, or you are unsure whether SEnA is even the right starting point, see our broader guide on how to file a complaint with DOLE, which compares SEnA against a labor standards inspection complaint and going directly to the NLRC.

Who May File and What Cases Qualify?

Who may submit a Request for Assistance?

The official DOLE ARMS portal recognizes requests from:

  • Individual workers
  • Groups of workers
  • Unions, workers’ associations, and federations
  • Overseas Filipino workers
  • Kasambahays
  • Employers

When the aggrieved person is absent or incapacitated, an immediate family member may be allowed to file with a Special Power of Attorney. When the person has died, legitimate heirs may file subject to the required proof of death and relationship. A corporation or other juridical entity should send a representative with proper written authority.

Common issues submitted under SEnA

SEnA generally covers labor and employment disputes that may be addressed through voluntary settlement, including:

  • Unpaid wages or salary differentials
  • Overtime, holiday pay, rest-day pay, and night-shift differential
  • Unpaid 13th-month pay or service incentive leave
  • Final pay and separation-pay disputes
  • Unauthorized salary deductions
  • Dismissal, constructive dismissal, or suspension disputes
  • Redundancy, retrenchment, closure, or floating-status concerns
  • Contracting, subcontracting, agency, and deployment disputes
  • Employment-related OFW claims
  • Kasambahay complaints
  • Gig, platform, and other non-standard work concerns where an employment issue may exist

Not every workplace concern belongs in ordinary SEnA. Strikes and lockouts, CBA grievance disputes, urgent occupational safety enforcement, inter-union or intra-union disputes, permit or licensing violations, and claims administered by SSS, PhilHealth, Pag-IBIG, or another specialized agency may require a different procedure.

Documents to Prepare Before Filing

There is no single documentary checklist that fits every RFA. A worker should not assume that filing is impossible merely because the employer holds some of the records. Still, organized evidence helps the officer understand the dispute and helps the parties discuss a realistic settlement. For a claim-by-claim filing checklist, see documents needed to file a DOLE labor complaint.

Basic information

  • Your full name, address, mobile number, and email address
  • The employer’s correct business or legal name
  • The workplace, branch, and employer address
  • Available HR, manager, owner, or company contact details
  • Your position, department, employment dates, and salary or wage rate
  • A short chronological statement of what happened
  • The specific payment, document, correction, reinstatement, or other result you are requesting

Proof of employment

  • Employment contract, appointment letter, or job offer
  • Company ID
  • Payslips, payroll records, or bank-transfer records
  • Daily time records, schedules, or attendance logs
  • Work emails, chat messages, and supervisor instructions
  • SSS, PhilHealth, or Pag-IBIG contribution records
  • Certificate of Employment

A missing written contract does not automatically prevent filing. Other authentic records may help show that work was performed, compensation was paid or expected, and the respondent was involved in the working arrangement.

Records supporting the dispute

  • Notice to Explain and written response
  • Suspension, termination, redundancy, or retrenchment notice
  • Resignation letter and proof of delivery
  • Clearance and turnover documents
  • Final-pay or separation-pay computation
  • Payroll deduction records
  • Overtime logs and work schedules
  • Leave records
  • Demand letters and HR replies
  • Relevant company policies or CBA provisions
  • Agency, contractor, platform, or overseas-employment documents

Prepare a simple money-claim computation

For an unpaid-wages or benefits dispute, prepare a table showing the type of claim, the period covered, the applicable rate, how the amount was computed, payments already received, and the remaining amount requested. The officer does not adjudicate the final amount, but a clear computation makes negotiation more concrete.

Step-by-Step SEnA Filing Process in DOLE

Step 1: Write a clear factual summary

Prepare a short timeline that states when you started working, what position you held, what happened, when the dispute began, what steps you took, how the other party responded, and what outcome you are requesting.

Keep the statement factual. Avoid insults, assumptions about motives, and unrelated workplace history. Dates, documents, amounts, and specific events are more useful than general statements that the employer acted unfairly.

Step 2: Choose where and how to file

Onsite: You may choose the SEAD of a DOLE, NCMB or NLRC office nearest your residence, at the employer’s principal place of business, or at the relevant union, federation chapter or workers’ association’s place of operation. If the convenient office is outside the employer’s region, the offices coordinate the conciliation. See Department Order No. 249-25, Rule III, Sections 2–3, page 5.[2]

Participating desks include DOLE regional, provincial, field and satellite offices; NCMB and its regional branches; and NLRC and its regional arbitration branches. Use our labor-agency directory to find the official contact route, then confirm the receiving desk and current arrangements before travelling.

Online: Open the official DOLE ARMS portal and select Submit Request. Choose the appropriate filer category, which includes workers, groups, kasambahays, unions, federations, workers’ associations, employers and OFWs.[4]

Step 3: Complete and review the Request for Assistance

The portal’s initial screen asks for identifying details, including name, date of birth and an active Philippine mobile number. Review those details before continuing and follow the official form’s subsequent instructions. Provide accurate party and workplace information, a factual description of each issue and the outcome requested. A preparation checklist is not a statement that every listed document must be uploaded to begin.

If you cannot proceed online or do not have information a field requests, ask the receiving SEnA desk how to proceed rather than inventing information. Onsite assistance remains an alternative. Keep any acknowledgment or reference the official service provides.

An RFA requests conciliation-mediation, technical assistance or referral; it is not the same as a full formal complaint. Use the correct respondent name and address so the office can notify the other party.

Step 4: Attend the intake interview and evaluation

For onsite filing, the SEnA officer interviews the requesting party and verifies the issues. For electronic submissions, the office may contact the requesting party to validate the information and complete the interview.

The officer then determines whether the matter is suitable for SEnA. If it is, the request is docketed and assigned. If the issue belongs in another process, the filer should receive technical guidance or referral to the appropriate office.

Step 5: Keep the docket number, track your RFA, and save the conference notice

To check an online Request for Assistance, open the official DOLE ARMS portal and select Track RFA Status. Choose Reference No. or Docket No., enter the matching number, then select Search. Check your submission email or receipt for the reference number. If you cannot retrieve your request, contact the handling SEnA office using the contact details you saved. If online filing is unavailable, use the onsite filing options in Step 2.[4]

If no assignment or conference update arrives, contact the receiving office with your filing date, acknowledgment and reference number, and ask which desk is handling the request. Confirm whether the existing request was received before submitting it again. The scheduling rules below describe the agency’s procedure, not a guarantee of payment or resolution.

Once the RFA is accepted for conciliation-mediation, keep copies or screenshots of:

  • The submitted RFA
  • The docket or reference number
  • The notice of conference
  • Emails, text messages, and portal updates
  • The handling office’s contact details

Conference notices may be served through personal service, email, courier, messaging applications, or another reliable method allowed under the current rules.

Step 6: Attend the conciliation-mediation conference

Bring your organized records and be ready to explain the facts, your computation, and the result you are seeking. Conferences may be conducted face-to-face or through an accessible digital platform, depending on the office and circumstances.

The officer may clarify the issues, ask each party to explain its position, identify undisputed amounts, carry settlement proposals between the parties, and help draft workable terms.

Step 7: Sign a settlement or obtain a referral

If the parties agree, the terms should be written in a language they understand and should clearly state:

  • The issues being settled
  • The amount or action required
  • The payment or compliance deadline
  • Whether payment will be made in one amount or installments
  • What claims are being released
  • What happens if the agreement is not followed

When no settlement is reached, the officer may issue a referral to the office or agency with jurisdiction. Referral may also be appropriate when the responding party repeatedly fails to attend despite proper notice, only some issues are settled, or a settlement is not performed.

How Long Does SEnA Take?

SEnA is commonly described as a 30-day process, but the starting point matters. Under the current rules, the mandatory conciliation-mediation period begins when both parties appear at the initial conference.[3]

Stage General current rule
Onsite filing The initial conference date should be set during filing.
Online RFA The initial conference date must be set within two days from assignment to the SEADO (Rule IV, Section 3). This is the deadline to set the date, not to complete the conference.
Initial conference The initial conference must be conducted within five calendar days or the earliest available date, not exceeding ten days from assignment of the RFA to the SEADO (Rule IV, Section 4(a)).
Mandatory conciliation period 30 calendar days beginning when both parties appear at the initial conference.
Possible extension Up to 15 additional calendar days by mutual agreement when settlement remains possible.

The scheduling rules above are in Department Order No. 249-25, Rule IV, Sections 3–4, pages 7–8. Ask the handling desk about delays and the applicable next step; do not treat a missed scheduling target as an automatic win.

Actual elapsed time may be affected by service of notices, the parties’ attendance, office schedules, the complexity of the dispute, coordinated handling between regions, and whether another agency must receive the matter.

SEnA is usually much faster and less technical than a fully contested labor case, but it should not be treated as a guaranteed 30-day payment deadline. The 30 days refer to the conciliation-mediation period under the rules, not an automatic judgment date.

What Happens During the SEnA Conference?

The conference is non-litigious. It is a structured settlement discussion, not a courtroom trial. The SEnA officer remains neutral and helps the parties focus on the actual issues.

The requesting party should be ready to explain:

  • What happened and when
  • What amount or benefit remains unpaid
  • What documents support the position
  • What result is being requested
  • Whether a payment schedule or partial settlement is acceptable
  • Whether non-monetary terms may resolve part of the dispute

The responding party may present payroll records, attendance data, policies, notices, payment records, clearance documents, disciplinary records, or its own computation.

Do you need a lawyer?

No lawyer is required to file or attend ordinary SEnA proceedings. The process is intended to allow parties to represent themselves. However, obtaining legal advice before accepting a major settlement may be sensible when the dispute involves a substantial amount, reinstatement, a broad waiver or quitclaim, serious misconduct allegations, or a complicated employment-status issue. For the test courts use to decide whether a signed quitclaim holds, see when a quitclaim is valid in the Philippines.

Can the parties negotiate?

Yes. The parties may negotiate full payment, partial payment, installments, reinstatement, lifting of suspension, issuance of employment documents, correction of records, return of property, or another lawful solution. The agreement must be voluntary and should not be contrary to law, morals, public order, or public policy.

Are discussions confidential?

The current SEnA rules treat conciliation-mediation communications as confidential and privileged. Parties should not secretly record the proceedings. Keep your own written timeline and documents, but follow the officer’s conference rules.

What Happens After SEnA?

If settlement is reached

A properly executed SEnA settlement is written, signed by the parties, and attested to by the handling officer. It is final and immediately executory, subject to the rule that the agreement must not be contrary to law or public policy.

When the agreement requires installment payments, reinstatement, issuance of a document, lifting of suspension, or another future action, the office may monitor compliance. Do not sign a final quitclaim before understanding the terms and confirming whether the agreed obligations have been fully performed.

If the settlement is not followed

The requesting party may return to the handling office and report non-compliance. The officer may call the parties back to discuss voluntary performance and may issue the appropriate referral for enforcement or execution before the proper DOLE or NLRC office.

If no settlement is reached

The unresolved matter may be referred to the office with jurisdiction. The correct destination depends on the issue. For a dedicated post-conciliation roadmap, see what happens when SEnA fails and what to do next:

Unresolved issue Possible next forum
Illegal dismissal or termination dispute NLRC Regional Arbitration Branch or Labor Arbiter
Labor-standards or wage issue within DOLE authority Proper DOLE regional or enforcement office
CBA interpretation or personnel-policy grievance Grievance machinery and, when applicable, voluntary arbitration
Strike, lockout, or preventive mediation NCMB process
Social-security or welfare claim SSS, PhilHealth, Pag-IBIG, ECC, or the responsible agency
OFW matter DMW, NLRC, or another competent office depending on the claim

A referral is not a ruling that the requesting party has won. The party may still need to file the proper complaint, submit evidence, and comply with the receiving office’s procedures.[5]

Practical Examples

Example 1: Unpaid final pay

Facts: Ana resigned, completed her turnover, and received no final-pay computation after repeated written follow-ups.

Useful preparation: Resignation letter, proof of delivery, clearance, payslips, employment contract, leave records, and a simple computation.

Possible SEnA outcome: The employer confirms the undisputed amount and agrees to pay on a stated date. A disputed leave conversion may remain subject to company policy and further records.

For more detail, see our guide to final pay for resigned employees. Former employees can also use our guide on filing a DOLE complaint after resigning to identify the proper next step.

Example 2: Employer misses the conferences

Facts: Ben files an RFA alleging dismissal without written notice. The employer receives the conference notices but repeatedly fails to appear.

Possible SEnA outcome: The officer documents the non-appearance and may issue a referral so Ben can pursue the termination dispute before the proper forum.

Important point: The referral does not automatically establish illegal dismissal. Ben must still present the claim and evidence in the formal proceeding.

Example 3: Platform worker with withheld earnings

Facts: A delivery rider claims completed-delivery earnings were withheld after the platform deactivated the account. The platform says the rider is an independent contractor.

Possible SEnA outcome: The parties may settle undisputed earnings. If employment status remains contested, the question may require referral to the office authorized to make a formal determination.

Practical Tips for a Better SEnA Conference

  • Organize by date. A short, labeled file is more useful than hundreds of unsorted screenshots.
  • State each claim separately. List unpaid salary, overtime, deduction, final pay, COE, dismissal, or another issue as separate items.
  • Know your requested outcome. Be clear whether you want payment, reinstatement, correction, document issuance, or referral.
  • Separate entitlement from compromise. Know what you believe is legally due and which terms you are willing to negotiate.
  • Read before signing. Check the amount, due dates, installment schedule, waiver language, and consequences of default.
  • Put every promise in writing. Do not rely only on verbal commitments made during the conference.
  • Stay factual and calm. Clear records and realistic proposals are more persuasive than aggressive behavior.

Frequently Asked Questions

How do I file DOLE SEnA?

Submit a Request for Assistance onsite at a DOLE, NCMB, or NLRC Single Entry Assistance Desk, or file through an authorized online system such as DOLE ARMS. The office will validate the request, evaluate coverage, docket an eligible matter, notify the other party, and schedule a conference.

Can I file SEnA online?

Yes. The official DOLE ARMS portal accepts online Requests for Assistance and provides filing and status-management functions.

Is SEnA required before filing a labor case?

As a general rule, issues arising from labor and employment are subject to mandatory conciliation-mediation before the proper Labor Arbiter or DOLE office entertains the referred case. Statutory and administrative exceptions apply, and the law allows pre-termination and referral in permitted circumstances.

How long does SEnA take?

The mandatory conciliation-mediation period is 30 calendar days beginning when both parties appear at the initial conference. The current rules allow a limited mutually agreed extension when settlement remains possible.

What happens if the employer does not attend?

Non-attendance does not create an automatic judgment. After the required notices and conference settings, the officer may issue a referral or take another disposition allowed by the current rules.

Do I need a lawyer?

No. A lawyer is not required to submit an RFA or participate in ordinary SEnA proceedings. Legal advice may still be valuable before signing a substantial settlement, quitclaim, or reinstatement agreement.

Is filing free?

Official SEnA filing through government channels does not require an ordinary RFA filing fee. Be cautious of anyone demanding payment merely to submit a request through the official online system.

Can an employer file?

Yes. Employers are among the recognized requesting-party categories and may seek conciliation over an employment-related dispute suitable for SEnA.

Can I file without a written contract?

Yes. Bring other authentic evidence such as payslips, company identification, work schedules, messages, bank transfers, contribution records, and supervisor instructions.

Does the SEnA officer decide who wins?

No. The officer facilitates voluntary settlement. If the parties cannot agree, the matter may proceed to the agency or tribunal with authority to investigate, adjudicate, or enforce the claim.

Decision Snapshot

Situation General Rule What Matters Likely Next Step
You have an unpaid wage, final pay, deduction or benefits claim SEnA starts with a Request for Assistance, not a full formal complaint. The employer’s correct business name and address, your employment dates, and a simple computation of the amount claimed. Intake interview and evaluation, docketing, notice to the other party, and a scheduled conference.
You cannot go to an office in person, or prefer to file electronically An RFA may be filed onsite at a DOLE, NCMB or NLRC Single Entry Assistance Desk, or online through the official DOLE ARMS portal. Accurate respondent details, because the office must be able to serve the notice of conference. For an online RFA, the office may contact you to validate the request and set the conference after assignment to a SEnA officer.
Both parties have appeared at the initial conference A 30-calendar-day mandatory conciliation-mediation period runs from that appearance under Department Order No. 249, Series of 2025. Attendance, organized records, and a clear statement of the outcome you are requesting. Up to 15 additional calendar days by mutual agreement when settlement remains possible.
The parties agree on terms A properly executed SEnA settlement is written, signed by the parties, attested by the officer, and final and immediately executory. The amount or action required, payment deadlines, any installment schedule, the claims released, and what happens on default. The office may monitor compliance; report non-performance to the handling office.
No settlement is reached, or the employer repeatedly fails to appear despite proper notice The officer may issue a referral. A referral is not a ruling that the requesting party has won. Which office or tribunal has jurisdiction over the specific unresolved issue. The proper DOLE office, an NLRC Regional Arbitration Branch, an NCMB process, voluntary arbitration, or another competent agency.
Your concern is a strike or lockout, a CBA grievance, an inter-union dispute, or an SSS, PhilHealth or Pag-IBIG claim Not every workplace concern belongs in ordinary SEnA; some matters require a different procedure. Whether a specialized agency or a separate process governs the issue. Technical guidance or referral to the appropriate office or agency.

This snapshot is general legal information and not a determination of any specific case.

Statute: Republic Act No. 10396 institutionalized mandatory conciliation-mediation for issues arising from labor and employment, subject to recognized exceptions.[1] The rule is reflected in Article 234 of the renumbered Labor Code, formerly Article 228 — a new article inserted by R.A. No. 10396 (2013), not an amendment of the old one, which had been repealed in 1981.

Current implementing rules: DOLE Department Order No. 249, Series of 2025 governs filing, validation, notices, conferences, settlement documentation, limited extensions, referral, and monitoring of compliance.[2]

Role of the officer: The Single Entry Assistance Desk Officer facilitates voluntary settlement and does not issue a judgment on the legal merits. Unresolved matters are referred to the office, agency, or tribunal with jurisdiction.

For the underlying claim, see illegal dismissal, final pay or salary deductions. Check official DOLE and NLRC sources.

Conclusion

The SEnA filing process begins with a Request for Assistance, not a full formal labor complaint. A worker, employer, group, union, OFW, or kasambahay may file through an authorized onsite or online channel and receive help from a trained SEnA officer.

The strongest preparation is a clear timeline, correct respondent information, an understandable computation, and organized supporting records. During the conference, focus on the specific dispute and the result you are seeking.

If settlement is reached, make sure every payment, deadline, action, and waiver is written clearly. If settlement fails, obtain the referral and proceed promptly before the proper DOLE office, NLRC branch, NCMB process, voluntary arbitrator, or other competent agency.

Additional Official References

Sources and Legal Citations

  1. Republic Act No. 10396 — statute; institutionalizes mandatory conciliation-mediation for labor and employment issues, subject to recognized exceptions.
  2. Department Order No. 249, Series of 2025 — DOLE’s order, official copy filed with the UP Law Center’s Office of the National Administrative Register (registration record). Pinpoints for this focused revision: Rule III, Sections 2–3 (page 5), and Rule IV, Sections 3–4 (pages 7–8).
  3. DOLE Implements the New 30-Day Conciliation-Mediation Process — Bureau of Working Conditions; official explanation of the revised 30-calendar-day SEnA process.
  4. DOLE Assistance for Request Management System — official online Request for Assistance filing and tracking portal.
  5. 2025 NLRC Rules of Procedure — National Labor Relations Commission; current procedural rules that may govern unresolved cases referred to Labor Arbiters and the Commission. Effective January 13, 2026.

Earlier source-review date recorded in the original guide: August 1, 2026. The limited tracking check below does not revalidate the guide’s other legal or procedural statements.

Last correction and procedure check — October 16, 2026 (Asia/Manila): Step 5 was checked and updated to explain RFA tracking, locating the reference number, and contacting the handling office if tracking fails. The official DOLE ARMS portal was checked for its “Track RFA Status” controls, Reference No./Docket No. search options, email-or-receipt tip, and onsite filing information. No personal data was entered and no RFA search or submission was tested. This is a limited portal/procedure check, not a full legal review; the guide’s statutes, implementing rules and remaining content were not rechecked for this update.

Last correction and limited source check — October 18, 2026 (Asia/Manila): The opening and filing sections were checked and updated to surface official filing, existing preparation and follow-up routes, clarify venue choices and conference scheduling, and link the original administrative order. The official ONAR copy of DOLE Department Order No. 249-25 was checked at Rule III, Sections 2–3 and Rule IV, Sections 3–4. The DOLE ARMS portal was checked for visible entry, filer categories and tracking controls. No personal data was entered; subsequent form screens, submission, tracking results and processing performance were not tested. This was a focused content and procedure check, not a full legal review or a new test of the preparation tool.

Disclaimer

This article is for general educational and legal-information purposes only. It is not legal advice and does not create an attorney-client relationship. Labor disputes depend on their specific facts, available evidence, employment arrangement, applicable agreements, jurisdiction, prescriptive periods, and current law. Workers and employers may need assistance from DOLE, the NLRC, NCMB, the Department of Migrant Workers, another competent government agency, or a qualified Philippine labor lawyer.

Stay informed. Know your rights.

Sign up to receive updated Laborcode content in your inbox.

We don’t spam! Read our privacy policy for more info.

Similar Posts