I. Introduction
Underpayment of wages occurs when an employer pays an employee less than what the law requires. In the Philippines, wage protection is a basic labor right. Employees are entitled to receive at least the applicable minimum wage, plus other wage-related benefits required by law, wage orders, employment contracts, company policies, or collective bargaining agreements.
An employee who is paid below the legal wage rate may file a complaint with the Department of Labor and Employment, commonly called DOLE. In many cases, the complaint begins through DOLE’s Single Entry Approach, or SEnA, which is a mandatory conciliation-mediation process designed to resolve labor disputes quickly without immediately going into formal litigation.
This article explains what underpayment means, who may file a complaint, where to file, what documents to prepare, what happens during the DOLE process, and what remedies may be available to an employee.
This article is for general legal information only and is not a substitute for advice from a lawyer, DOLE officer, union representative, or authorized labor consultant.
II. Legal Basis for Wage Protection
The right to receive lawful wages is protected under Philippine labor laws, including the Labor Code of the Philippines, regional wage orders issued by the Regional Tripartite Wages and Productivity Boards, and related DOLE rules and regulations.
The Labor Code provides that wages must be paid directly to employees, in legal tender, at regular intervals, and without unlawful deductions. The law also establishes mechanisms for minimum wage fixing, labor standards enforcement, and recovery of unpaid wage benefits.
Minimum wage rates in the Philippines are not uniform nationwide. They vary by region, sector, industry, establishment size, and sometimes by type of worker or location. For example, the applicable minimum wage in Metro Manila may be different from the applicable minimum wage in Central Luzon, CALABARZON, Central Visayas, Davao Region, or other regions.
Because wage rates are periodically updated by wage orders, an employee preparing a complaint should verify the applicable rate for the specific region and period involved.
III. What Is Underpayment of Wages?
Underpayment of wages means that the employee was paid less than the amount legally or contractually due.
This may happen in several ways.
An employee may be paid below the applicable daily minimum wage. For example, if the minimum wage in the employee’s region and sector is higher than what the employee actually receives, the difference may be claimed as wage underpayment.
Underpayment may also occur when the employer pays the correct basic wage but fails to pay wage-related benefits, such as overtime pay, night shift differential, holiday pay, rest day premium, service incentive leave pay, or 13th month pay.
It may also occur when the employer makes unlawful deductions from wages, misclassifies an employee as an independent contractor to avoid labor standards, treats a regular employee as a trainee or probationary worker without legal basis, or pays “commission-only” compensation that falls below minimum wage standards when the law requires minimum wage protection.
Underpayment can be intentional or unintentional. Even if the employer claims good faith, financial difficulty, or misunderstanding of the wage order, the employee may still be entitled to recover the unpaid amount if the law requires payment.
IV. Common Examples of Wage Underpayment
Common examples include the following:
Paying a worker below the regional minimum wage.
Paying a fixed monthly salary that, when converted to a daily rate, falls below the applicable minimum wage.
Failing to pay overtime pay for work beyond eight hours a day.
Failing to pay night shift differential for work performed between 10:00 p.m. and 6:00 a.m.
Failing to pay holiday pay for covered employees.
Failing to pay rest day premium for work performed on a scheduled rest day.
Failing to pay the correct premium for work on special non-working days or regular holidays.
Failing to pay 13th month pay.
Paying less than the minimum wage during probationary employment.
Paying “training allowance” instead of wages when the worker is actually performing productive work as an employee.
Deducting cash shortages, tools, uniforms, bonds, penalties, or damages from wages without legal basis.
Requiring employees to sign payrolls showing a higher amount than what they actually received.
Paying through vouchers or informal arrangements without payslips or proper payroll records.
Misclassifying workers as “freelancers,” “partners,” “volunteers,” or “contractors” when the facts show an employer-employee relationship.
Failing to include wage increases required by new wage orders.
V. Who May File a DOLE Complaint?
A complaint for underpayment of wages may generally be filed by an employee or worker who believes that the employer failed to pay lawful wages or wage-related benefits.
The complainant may be a current employee, a resigned employee, a terminated employee, a probationary employee, a regular employee, a project employee, a seasonal employee, a kasambahay, or another worker covered by applicable labor standards.
A group of employees may also file a complaint collectively. This is common where the same employer applies the same unlawful wage practice to multiple workers.
In some cases, unions or worker representatives may assist employees in filing, although the individual employees concerned may still need to provide facts, documents, and authority.
VI. Against Whom May the Complaint Be Filed?
The complaint is usually filed against the employer, company, business owner, establishment, agency, contractor, subcontractor, or other entity responsible for paying wages.
If the worker was hired through a manpower agency, security agency, janitorial agency, service contractor, or labor contractor, the complaint may involve both the agency and the principal, depending on the facts and the nature of the employment arrangement.
If there is labor-only contracting or illegal contracting, the principal may be treated as the employer. If there is legitimate job contracting, the contractor is generally the direct employer, but the principal may still have certain solidary liabilities for labor standards violations under labor law and DOLE regulations.
The correct respondent should be identified as accurately as possible, including the business name, owner’s name if known, office address, branch address, contact details, and any known responsible officers.
VII. Where to File a Complaint
A complaint for underpayment of wages may be filed with the DOLE office that has jurisdiction over the workplace or establishment.
In practice, employees commonly file through the nearest DOLE Regional Office, Provincial Field Office, or DOLE office covering the employer’s business location.
DOLE also maintains mechanisms for filing requests for assistance under the Single Entry Approach. Depending on available procedures, filing may be done in person or through official DOLE online channels. Since DOLE procedures and online portals may change, employees should verify the latest filing method with the appropriate DOLE regional or field office.
VIII. The Single Entry Approach, or SEnA
The Single Entry Approach is a mandatory conciliation-mediation mechanism for many labor and employment disputes. It is intended to provide a speedy, impartial, inexpensive, and accessible way to resolve disputes between workers and employers.
Under SEnA, the employee usually files a Request for Assistance, not yet a formal labor complaint in the adversarial sense. The matter is assigned to a Single Entry Approach Desk Officer, commonly called a SEADO, who facilitates discussions between the employee and employer.
The goal is settlement. The SEADO does not act as a judge in the same way as a Labor Arbiter. Instead, the SEADO helps the parties clarify issues, compute claims, exchange positions, and explore voluntary settlement.
If the parties reach an agreement, they may sign a settlement agreement. If no settlement is reached, the matter may be referred or elevated to the appropriate office, depending on the nature and amount of the claim.
IX. Jurisdiction: DOLE or NLRC?
One important issue is whether the claim should proceed before DOLE or the National Labor Relations Commission, or NLRC.
DOLE has visitorial and enforcement powers over labor standards violations, including underpayment of wages and other statutory benefits, subject to legal rules and limitations.
The NLRC, through Labor Arbiters, generally handles labor cases involving claims for reinstatement, illegal dismissal, damages, and other money claims arising from employer-employee relations. Claims may go to the NLRC when they are connected with termination disputes, when there are issues requiring full adjudication, or when the case falls outside DOLE’s summary enforcement mechanism.
As a practical matter, many wage underpayment disputes start with SEnA. If not settled, DOLE or the SEADO may guide the complainant on whether the matter should proceed to DOLE labor standards enforcement, the NLRC, voluntary arbitration, or another appropriate forum.
Employees should clearly state whether they are only claiming unpaid wages and benefits, or whether they are also claiming illegal dismissal, reinstatement, damages, discrimination, retaliation, or other causes of action.
X. What Claims May Be Included?
An underpayment complaint may include several wage-related claims, depending on the facts.
Possible claims include unpaid minimum wage differentials, overtime pay, night shift differential, holiday pay, rest day premium, special day premium, service incentive leave pay, 13th month pay, unpaid salaries, unpaid commissions treated as wages, illegal deductions, unpaid wage increases under wage orders, and other benefits required by law, contract, company policy, or collective bargaining agreement.
If the employee was dismissed, the complaint may also involve final pay, separation pay if applicable, unpaid benefits, and possibly illegal dismissal claims. Illegal dismissal claims are generally handled before the NLRC, though they may first pass through SEnA.
XI. Documents to Prepare
A complainant should prepare documents that show employment, compensation, hours worked, and the amount actually paid.
Useful documents include:
Employment contract, appointment letter, job offer, or hiring message.
Company ID, uniforms, access cards, or proof of assignment.
Payslips, payroll records, vouchers, ATM records, bank statements, remittance records, or screenshots of wage payments.
Daily time records, biometric logs, attendance sheets, schedules, duty rosters, timekeeping records, or screenshots of work schedules.
Text messages, emails, chat messages, memos, notices, or instructions from supervisors.
Proof of work performed, such as reports, delivery logs, sales records, call logs, task assignments, or project records.
Copies of wage orders or notes on the applicable minimum wage for the relevant period.
Computation of unpaid wages and benefits.
Names of supervisors, managers, HR personnel, payroll officers, and co-workers who may confirm the facts.
Certificate of employment, clearance documents, resignation letter, termination notice, or final pay computation, if applicable.
The employee does not need perfect documentation before asking DOLE for assistance. However, the stronger the documents, the easier it is to explain and compute the claim.
XII. How to Compute Wage Underpayment
The basic formula for minimum wage underpayment is:
Legal wage due minus actual wage paid equals wage differential.
For example, if the applicable minimum wage is ₱X per day and the worker was paid ₱Y per day, the daily wage differential is ₱X minus ₱Y. That amount is then multiplied by the number of days worked during the covered period.
For monthly paid employees, the computation may require converting the monthly salary to an equivalent daily rate, considering the applicable factor used by the employer and the rules on paid days. This can be more technical, especially where the employee is paid on a monthly basis inclusive of rest days, holidays, or allowances.
For overtime, the usual starting point is that work beyond eight hours in a day must be paid with an overtime premium. For night shift work, covered employees are generally entitled to night shift differential for work performed between 10:00 p.m. and 6:00 a.m. Holiday and rest day computations depend on whether the day is a regular holiday, special non-working day, rest day, or combination of these.
Employees should make a simple initial computation, but they may request DOLE’s assistance in validating the correct amount.
XIII. Step-by-Step Procedure for Filing a DOLE Complaint
Step 1: Identify the violation.
The employee should identify what was unpaid or underpaid. The complaint should be specific. For example, instead of saying “I was not paid correctly,” the employee should state: “I was paid ₱___ per day from January to June 2026, but the minimum wage applicable to my workplace was ₱___ per day.”
Step 2: Gather documents.
The employee should collect payslips, attendance records, employment documents, messages, bank records, and any proof of the wage arrangement.
Step 3: Prepare a computation.
The computation does not have to be perfect, but it should show the period covered, the wage actually received, the wage legally due, and the estimated difference.
Step 4: Locate the proper DOLE office.
The employee should file with the DOLE office covering the workplace or employer’s establishment.
Step 5: File a Request for Assistance or complaint.
The employee may file a Request for Assistance under SEnA. The form usually asks for the complainant’s personal information, employer details, nature of complaint, period of employment, position, salary, and relief sought.
Step 6: Attend the SEnA conference.
The employee and employer will be called to a conference. The SEADO will help clarify the issues and explore settlement.
Step 7: Review any settlement offer carefully.
If the employer offers payment, the employee should check whether the amount covers the correct period and all claims. A settlement should not be signed unless the employee understands what claims are being settled.
Step 8: If settlement fails, proceed to the proper forum.
If no settlement is reached, the matter may be referred to DOLE labor standards enforcement, the NLRC, or another appropriate forum, depending on the claim.
XIV. What to Write in the Complaint
A good complaint should be clear, factual, and organized.
It should include:
The employee’s full name, address, phone number, and email.
The employer’s business name, address, branch, owner or manager, and contact details.
The employee’s position and job duties.
The date employment started and ended, if already ended.
The work schedule, including days and hours worked.
The amount actually paid.
The legal wage or benefit allegedly due.
The period of underpayment.
The estimated total claim.
A request for payment of wage differentials and other unpaid benefits.
The employee should avoid exaggeration, insults, or unsupported accusations. The best complaint is direct and supported by documents.
XV. Sample Statement of Facts
A worker may write the statement of facts in this style:
“I was employed by ABC Company as a cashier from January 15, 2025 to March 30, 2026. I worked at its Quezon City branch from Monday to Saturday, 9:00 a.m. to 6:00 p.m., with a one-hour meal break. I was paid ₱___ per day. Based on the applicable minimum wage for my workplace and period of employment, I believe that I was underpaid. I am requesting payment of the wage differentials, unpaid overtime pay, holiday pay, service incentive leave pay, 13th month pay, and other benefits due under labor law.”
This may be adjusted depending on the worker’s facts.
XVI. Sample Relief or Prayer
The employee may state:
“I respectfully request DOLE’s assistance in requiring the employer to pay my unpaid wage differentials, unpaid statutory benefits, and other amounts due under Philippine labor laws, including any applicable overtime pay, holiday pay, rest day premium, night shift differential, service incentive leave pay, and 13th month pay.”
If the employee only seeks wage differentials, the relief may be limited to that claim.
XVII. What Happens During the Conference
During the SEnA conference, the SEADO may ask the employee to explain the employment arrangement, salary, work schedule, and claimed underpayment. The employer may be asked to bring payroll records, proof of payment, time records, contracts, or other documents.
The employee should be calm and factual. The goal is to show the basis of the claim and the amount due.
Possible outcomes include full settlement, partial settlement, agreement to submit documents, agreement to pay on a schedule, non-appearance by one party, or referral to another process.
If the employer does not appear, the SEADO may issue the appropriate referral or termination of proceedings, depending on DOLE procedures.
XVIII. Settlement Agreements and Quitclaims
Employees should be careful before signing a quitclaim, release, waiver, or settlement agreement.
A settlement may be valid if it is voluntarily signed, supported by reasonable consideration, and not contrary to law, morals, public policy, or public order. However, a quitclaim may be questioned if the amount is unconscionably low, if the employee was misled or pressured, or if the waiver defeats labor standards rights.
Before signing, the employee should check:
What claims are covered.
What period is covered.
Whether the amount is correct.
Whether the payment is immediate or installment-based.
Whether the agreement includes final waiver language.
Whether there are claims not included in the settlement.
Whether the employee understands the consequences.
If the settlement is unclear, the employee may ask for time to review it.
XIX. Employer Defenses in Wage Underpayment Cases
Employers may raise several defenses.
They may claim that the employee was not an employee but an independent contractor. In such cases, the actual relationship matters more than the label. The usual test considers factors such as selection and engagement, payment of wages, power of dismissal, and power of control over the means and methods of work.
Employers may claim that the employee was paid correctly, that allowances should be included in wage computations, that the employee was exempt from certain benefits, that the business is covered by a different wage classification, that the worker was managerial or field personnel, or that the claim has prescribed.
Employers may also present payroll records signed by the employee. If the employee signed payrolls but received a lower amount, the employee should explain the discrepancy and present evidence such as ATM records, cash payment proof, messages, or witness statements.
XX. Burden of Proof and Records
In labor disputes, the employee must generally present substantial evidence to support the claim. However, employers also have the legal obligation to keep employment records, payrolls, and time records.
If the employer fails to produce required records, this may affect the assessment of the claim. Employees should still prepare whatever proof they have, especially where the employer controls most payroll and timekeeping documents.
XXI. Prescription Periods
Money claims arising from employer-employee relations are generally subject to a prescriptive period. Under the Labor Code, money claims are commonly governed by a three-year prescriptive period from the time the cause of action accrued.
This means an employee should not delay. Even if the employment relationship has ended, the employee may still file a claim for unpaid wages within the applicable prescriptive period.
Some claims may have different rules depending on the legal basis, facts, or forum. Employees should seek advice if the claim involves older periods.
XXII. Can a Current Employee File Without Being Fired?
Yes. A current employee may file a wage complaint. Philippine labor law protects workers from retaliation for asserting labor rights.
However, in real life, some workers fear retaliation, reduced hours, hostile treatment, or dismissal. Employees in this situation should document any adverse action after asserting wage rights. If the employer dismisses or punishes the employee for filing a complaint, separate legal issues may arise, including illegal dismissal, unfair labor practice in union contexts, or other labor violations.
XXIII. Can the Employer Terminate the Employee for Filing?
An employer should not dismiss an employee merely for filing a DOLE complaint or asserting lawful wage rights. Termination must be based on just or authorized causes and must comply with due process.
If an employee is terminated after filing a complaint, the timing and circumstances should be documented. The employee may need to file an illegal dismissal complaint before the NLRC, usually after SEnA if required.
XXIV. Special Issues for Probationary Employees
Probationary employees are generally entitled to the applicable minimum wage and statutory benefits. An employer cannot avoid minimum wage laws simply by labeling a worker as probationary.
If the probationary employee performs work as an employee, wage laws apply. The employer may evaluate performance during the probationary period, but it must still pay lawful wages.
XXV. Special Issues for Trainees, Apprentices, and Learners
Some training, apprenticeship, or learnership arrangements may have special rules. However, employers sometimes misuse the label “trainee” to avoid paying proper wages.
If a worker performs actual productive work, follows company schedules, reports to supervisors, and is integrated into the business, there may be an employer-employee relationship. The worker may be entitled to wages despite being called a trainee.
The legality of training pay depends on the nature of the program, legal compliance, approval requirements where applicable, and the actual work arrangement.
XXVI. Special Issues for Kasambahay
Domestic workers, or kasambahay, are covered by a special law providing minimum wage protection and other rights. The applicable minimum wage for kasambahay may differ from ordinary private-sector minimum wage rates.
A kasambahay who is underpaid may seek assistance from appropriate government offices, including DOLE mechanisms and local government channels, depending on the issue.
XXVII. Special Issues for Security Guards, Janitors, and Agency Workers
Security guards, janitors, and other agency-deployed workers often face wage underpayment issues involving agencies and principals.
They may be entitled to minimum wage, overtime, night shift differential, holiday pay, rest day premium, service incentive leave, 13th month pay, and other statutory benefits.
If the agency fails to pay, the principal may have liability under labor standards rules, especially for work performed under a service contract. The exact liability depends on whether the contractor is legitimate, whether there is labor-only contracting, and the applicable DOLE regulations.
XXVIII. What If the Employer Is a Small Business?
Small businesses are generally required to comply with minimum wage and labor standards unless a specific exemption applies. Wage orders may include rules on exemptions, but exemptions are not automatic. Employers usually must comply with the requirements for exemption if allowed by the applicable wage order.
An employer cannot simply say that the business is small or losing money as a complete defense to nonpayment of lawful wages.
XXIX. What If the Employee Agreed to a Lower Wage?
An employee’s agreement to receive less than the legal minimum wage is generally not valid. Labor standards are minimum legal protections. They cannot usually be waived by private agreement if the waiver defeats the law.
Even if the employee signed a contract stating a lower wage, the employee may still claim the legal minimum if the law applies.
XXX. What If the Employee Was Paid by Commission?
Commission-based workers may still be employees, depending on the facts. If an employer-employee relationship exists and the law requires minimum wage protection, the employer may not avoid minimum wage obligations merely by paying commissions.
The proper analysis depends on the nature of the work, control, payment arrangement, and whether the worker falls under any exemption.
XXXI. What If There Are No Payslips?
The absence of payslips does not automatically defeat a wage claim. Employees may use other evidence, such as bank records, e-wallet records, text messages, handwritten payrolls, photographs of schedules, attendance logs, co-worker statements, or admissions by the employer.
Employers are generally expected to maintain wage and employment records. If the employer failed to issue payslips or maintain records, that may be relevant in the proceedings.
XXXII. Practical Tips Before Filing
Before filing, an employee should do the following:
Write down the employment timeline.
List the exact dates or months of underpayment.
Identify the applicable wage rate per period.
Collect proof of actual payment.
Save messages and screenshots.
Avoid deleting work-related chats.
Prepare a simple computation.
Identify witnesses if necessary.
Keep copies of all documents submitted.
Attend all scheduled conferences.
The employee should also avoid signing documents under pressure, especially waivers, quitclaims, backdated payrolls, or acknowledgments of full payment.
XXXIII. Practical Tips During the DOLE Process
During the DOLE process, the employee should be concise and organized.
Bring printed or digital copies of documents. Prepare a one-page summary of the claim. Be ready to explain the work schedule, salary arrangement, and period covered. Ask for clarification if the employer presents a computation that is difficult to understand.
If settlement is offered, compare the offer with the estimated legal entitlement. If the amount is much lower, the employee may negotiate or decline.
If the employer offers installment payments, the agreement should clearly state the amount, dates, mode of payment, and consequences of nonpayment.
XXXIV. Possible Remedies
Possible remedies include payment of wage differentials, unpaid salaries, overtime pay, night shift differential, holiday pay, rest day premium, service incentive leave pay, 13th month pay, and other unpaid statutory or contractual benefits.
In appropriate cases, the employee may also pursue claims for illegal dismissal, separation pay, damages, attorney’s fees, or other relief before the proper forum.
The exact remedies depend on the facts, the employee’s status, the claims raised, and the forum handling the dispute.
XXXV. Frequently Asked Questions
1. Do I need a lawyer to file with DOLE?
Not necessarily. Many employees file Requests for Assistance with DOLE without a lawyer. However, legal advice may be helpful if the claim is large, complex, involves dismissal, involves contractor arrangements, or includes settlement documents.
2. Can I file even if I already resigned?
Yes. A resigned employee may still file for unpaid wages and benefits, subject to prescription periods.
3. Can I file anonymously?
A specific money claim usually requires identifying the employee because DOLE must know who is claiming what amount. However, workers may inquire with DOLE about labor standards violations or request guidance if they fear retaliation.
4. What if my employer refuses to attend?
If the employer refuses to attend SEnA or fails to settle, the matter may proceed to the next appropriate process. The employee should attend as scheduled and comply with DOLE instructions.
5. What if I have no employment contract?
A written contract is not required to prove employment. Employment may be shown through work records, payment records, messages, company ID, schedules, witness statements, and other evidence.
6. What if I was paid in cash?
Cash payment is common. The employee should gather proof such as handwritten receipts, payroll sheets, messages confirming payment, witness statements, or records of regular cash releases.
7. Can I claim underpayment for several years?
Money claims are generally subject to prescription periods, commonly three years for labor money claims. Older claims may be barred, so filing should not be delayed.
8. Can DOLE order the employer to pay?
DOLE has labor standards enforcement authority in proper cases. However, some disputes must be referred to the NLRC or another forum, especially where there are issues beyond simple labor standards enforcement.
9. Can I include emotional distress or damages?
Claims for damages are generally not the main focus of DOLE labor standards proceedings and may need to be pursued before the proper tribunal, such as the NLRC, depending on the facts.
10. Should I accept settlement?
Settlement may be practical, but the employee should accept only after understanding the computation, claims covered, and waiver language. If unsure, the employee should ask for time to review.
XXXVI. Sample DOLE Complaint or Request for Assistance
Name of Complainant: [Employee’s Full Name]
Address: [Employee’s Address]
Contact Number / Email: [Phone Number / Email]
Name of Employer / Company: [Company Name]
Business Address: [Company Address / Branch Address]
Position: [Job Title]
Period of Employment: [Start Date] to [End Date or “Present”]
Salary Actually Paid: [Amount Paid Per Day / Month]
Work Schedule: [Days and Hours of Work]
Nature of Complaint: Underpayment of wages and nonpayment or underpayment of statutory benefits.
Statement of Facts: I was employed by the above-named employer as [position] from [date] to [date/present]. I worked at [workplace/branch] with a regular schedule of [schedule]. I was paid [amount] per [day/month], which I believe is below the applicable minimum wage for my workplace and period of employment. I also believe that I was not properly paid [overtime pay / holiday pay / night shift differential / rest day premium / service incentive leave pay / 13th month pay / other benefits, as applicable].
Despite my work and entitlement under labor laws, the employer failed or refused to pay the correct wages and benefits. I respectfully request DOLE’s assistance in computing and recovering the unpaid wage differentials and other benefits legally due to me.
Estimated Claim: [Insert computation, if available]
Relief Requested: I respectfully request payment of my unpaid wage differentials, unpaid salaries, statutory benefits, and other amounts due under Philippine labor laws.
Attachments:
- Payslips or proof of payment
- Attendance records or schedules
- Employment documents
- Messages or emails
- Computation of claims
- Other supporting documents
Signature: [Employee’s Signature]
Date: [Date]
XXXVII. Conclusion
Filing a DOLE complaint for underpayment of wages is a practical remedy for employees who were paid less than what the law requires. The process usually begins with a Request for Assistance under the Single Entry Approach, where DOLE helps the employee and employer explore settlement.
The employee should prepare proof of employment, proof of actual wages received, work schedules, time records, and a simple computation of the amount claimed. If settlement fails, the case may proceed to DOLE labor standards enforcement, the NLRC, or another appropriate forum depending on the nature of the dispute.
The most important steps are to act promptly, document everything, verify the applicable wage rate, attend the scheduled conferences, and avoid signing any waiver or settlement without understanding its legal effect. Philippine labor law protects the right to lawful wages, and workers who are underpaid have remedies to recover what is due.