In the Philippine legal landscape, the Department of Labor and Employment (DOLE) serves as the primary government agency tasked with protecting workers' rights and maintaining industrial peace. When an employer-employee relationship sours due to violations of labor standards or unfair labor practices, the law provides a clear administrative mechanism for redress.

The following is a comprehensive guide on navigating the process of filing a labor complaint through DOLE’s Single Entry Approach (SEnA).

1. Grounds for Filing a Complaint

Before initiating a claim, it is essential to identify the specific violation. Common grounds for filing a labor complaint include:

Money Claims: Non-payment or underpayment of wages, overtime pay, holiday pay, service incentive leave, or 13th-month pay.
Illegal Dismissal: Termination without just or authorized cause, or failure to observe due process (the "two-notice rule").
Illegal Deductions: Unauthorized deductions from salaries (e.g., "bond" money or cash bonds without legal basis).
Workplace Harassment: Cases involving unfair treatment or unsafe working conditions.
Separation Pay: Failure to pay mandated benefits upon authorized termination (e.g., redundancy or retrenchment).

2. The Single Entry Approach (SEnA)

Under current Philippine labor regulations, almost all labor-related disputes must first undergo SEnA. This is a mandatory 30-day conciliation-mediation process designed to provide a speedy, impartial, and inexpensive settlement of labor issues without immediately resorting to a full-blown legal trial.

The Role of the SEADO

The process is facilitated by a Single Entry Assistance Officer (SEADO). Their role is not to judge who is right or wrong, but to assist both parties in reaching a mutually acceptable settlement or "compromise agreement."

3. Step-by-Step Filing Process

Step 1: Filing the Request for Assistance (RFA)

The employee (the Requesting Party) must visit the nearest DOLE Regional, Provincial, or Field Office having jurisdiction over the workplace.

Form: You will fill out a Request for Assistance (RFA) form.
Details: You must provide your basic information, the employer's details, and a brief summary of your claims.
Online Option: Many DOLE regions now offer an e-SEnA portal where the initial RFA can be filed online.

Step 2: Issuance of Notice

Once the RFA is filed, the DOLE office will issue a Notice of Conference to both the employee and the employer. This notice specifies the date and time for the conciliation meeting.

Step 3: The Conciliation-Mediation Conference

During the conference:

Both parties meet in the presence of the SEADO.
The SEADO explains the labor standards involved and encourages a settlement.
If an agreement is reached, a Quitclaim and Release is usually signed, and the case is closed.

Step 4: Failure of Conciliation

If the parties fail to reach a settlement within the 30-day period (or if the employer fails to appear after two notices), the SEADO will issue a Referral. This document allows the employee to escalate the case to the National Labor Relations Commission (NLRC) or the appropriate DOLE office for formal adjudication.

4. Moving to the NLRC (Formal Litigation)

If SEnA fails, the dispute transitions from an administrative "request" to a formal "labor case."

Filing the Complaint: The employee files a formal Complaint at the NLRC.
Mandatory Conferences: The Labor Arbiter will set further conferences to attempt a settlement.
Position Papers: If no settlement is reached, both parties are required to submit Position Papers. These documents contain the facts of the case, legal arguments, and supporting evidence (e.g., payslips, contracts, termination letters).
Decision: The Labor Arbiter will then render a decision based on the submitted papers and evidence.

5. Essential Documentation

To build a strong case, an employee should prepare the following evidence:

Proof of Employment: Appointment letters, ID cards, or Social Security (SSS) records.
Proof of Salary: Payslips or bank statements showing deposits.
Proof of Violation: Termination letters, disciplinary notices, or logs of unpaid overtime.

6. Key Considerations

Prescription Period: Money claims must generally be filed within three (3) years from the time the cause of action accrued. Illegal dismissal cases must be filed within four (4) years.
Costs: Filing a complaint at DOLE/SEnA is free. You do not need a lawyer for the SEnA stage, although you may consult one for legal advice.
Non-Retaliation: The Labor Code protects employees from retaliatory acts by employers for filing a complaint. Such acts can be considered a separate unfair labor practice.

Summary Table: SEnA vs. NLRC

Feature	SEnA (DOLE)	NLRC (Formal Case)
Nature	Administrative / Conciliation	Quasi-Judicial / Litigation
Duration	Maximum 30 days	Several months to years
Representation	Lawyer not required	Lawyer highly recommended
Outcome	Settlement Agreement	Decision/Judgment by Labor Arbiter