If your employer has delayed or failed to pay your earned salary, you have strong, enforceable rights under Philippine labor law—and a free, structured way to recover what you are owed through the Department of Labor and Employment (DOLE). Many workers, from regular employees and kasambahay to groups facing the same issue, successfully use the mandatory mediation process to reach settlement without immediately going to formal litigation. This article walks you through exactly how the Single Entry Approach (SEnA) works for unpaid salary claims, your legal rights, the practical steps to file and participate, required documents, realistic timelines, common challenges, and what to expect at every stage.

Your Rights to Timely Payment of Wages

Philippine law requires employers to pay wages on time and in full. Under the Labor Code, wages must generally be paid at least once every two weeks or twice a month, at intervals not exceeding 16 days. Withholding earned wages without valid reason violates these rules and gives you a clear money claim.

You are entitled to recover the full amount due, plus legal interest in many cases. Wages also enjoy preference over most other creditor claims if the employer faces bankruptcy or liquidation. These protections apply whether you are still employed, recently resigned or were terminated, a regular employee, probationary, or a kasambahay (domestic worker). Even small amounts or informal arrangements are covered—there is no minimum claim size to seek help.

Legal Basis for DOLE SEnA Mediation

The primary mechanism for resolving unpaid salary disputes quickly and affordably is the Single Entry Approach (SEnA).

Republic Act No. 10396 (2013) institutionalized SEnA as a mandatory 30-calendar-day conciliation-mediation process for nearly all labor and employment issues, including monetary claims for unpaid wages, 13th-month pay, overtime, holiday pay, and other benefits. Department Order No. 249, Series of 2025, provides the current implementing rules, emphasizing accessible online and in-person filing while keeping the process worker-friendly and low-cost.

Supporting provisions in the Labor Code (Presidential Decree No. 442, as amended) include:

Articles on payment of wages and prohibition against withholding (primarily in the chapter on wages).
Article 110 (worker preference in bankruptcy).
Article 128 (DOLE’s visitorial and enforcement powers).
Article 129 (summary proceedings by the Regional Director for very small simple money claims not exceeding ₱5,000 without reinstatement).
Article 217 (jurisdiction of Labor Arbiters/NLRC over larger money claims).
Article 291 (three-year prescriptive period for money claims arising from employer-employee relations, counted from when each unpaid amount became due or after demand and refusal).

Related laws include Republic Act No. 10361 (Batas Kasambahay) for domestic workers and Republic Act No. 8188 (double indemnity for certain minimum wage violations). Settlement agreements reached under SEnA are final and immediately executory, meaning they can be enforced like a court judgment through a writ of execution if the employer fails to comply.

SEnA is mandatory before most cases can proceed to the National Labor Relations Commission (NLRC) or other formal adjudication. It levels the playing field by providing a neutral facilitator at no cost to either party.

Step-by-Step Guide to Filing and Going Through DOLE SEnA for Unpaid Salary

Here is the practical process that thousands of workers follow successfully each year.

Gather strong evidence and consider sending a demand letter (recommended but not required).
Document everything clearly. Calculate the exact amounts owed by pay period, including any differentials, overtime, or benefits. Send a polite but firm written demand (email with read receipt, registered mail, or personal delivery with acknowledgment receipt) stating the periods, total amount, and a short deadline (e.g., 5–7 days). Keep copies and proof of sending. Many employers pay or negotiate once they receive formal notice. This step also helps establish the start of the prescriptive period in some cases.
Prepare and file your Request for Assistance (RFA).
This single form or online submission starts the SEnA process. You (or an authorized representative with a notarized Special Power of Attorney) can file:
- Online (most convenient): Through the DOLE ARMS portal at arms.dole.gov.ph or the online services of the National Conciliation and Mediation Board (NCMB).
- In person: At the Single Entry Assistance Desk (SEAD) in the DOLE Regional Office, Provincial Office, or Field Office with jurisdiction over the workplace or the employer’s principal place of business; or at NCMB Regional Conciliation and Mediation Branches or NLRC Regional Arbitration Branches.
Provide your personal details, complete employer information (name, address, contact if known, business nature), a clear description of the issue (“Unpaid salaries for [specific months/years] totaling ₱XX,XXX”), and the relief you seek (full payment plus any interest or benefits). Call the DOLE Hotline 1349 (available 24/7) if you need help identifying the correct office or navigating the online system.
DOLE schedules and notifies parties of the conciliation-mediation conference(s).
A Single Entry Assistance Desk Officer (SEADO) typically schedules the first conference within five working days. Both you and the employer receive notice. The process runs for a maximum of 30 calendar days from filing.
Attend and participate actively in the mediation conference(s).
Bring originals and photocopies of your evidence. The SEADO acts as a neutral facilitator, not a judge. They help both sides communicate, explore options (full payment, structured installments, compromise on disputed amounts), and reach a voluntary settlement. You may bring a family member, trusted representative, or lawyer (though none is required). Multiple short conferences are common within the 30-day window. Confidentiality is maintained, and retaliation for filing is illegal and can give rise to separate claims.
Finalize settlement or proceed to the next stage.
If you reach agreement, you sign a written settlement agreement. It becomes final and immediately executory. Payment schedules are usually monitored by DOLE. If no settlement is reached after 30 days (or earlier if both parties agree to end mediation), the case is endorsed to the appropriate body—often the NLRC for compulsory arbitration on larger claims, or the DOLE Regional Director for very small simple money claims (aggregate ≤ ₱5,000 per employee without reinstatement) via summary proceedings.

Required Documents and Evidence

Strong documentation greatly increases your chances of quick settlement. Prepare:

Proof of employment and agreed terms (employment contract, appointment letter, job offer, company ID, or Certificate of Employment).
Proof of amounts due and non-payment (payslips or payroll summaries, bank statements or remittance records showing credits received or missing, Daily Time Records or biometric logs).
Your own detailed computation sheet breaking down the claim by period and type of pay.
Any demand letters or messages to the employer plus proof of delivery.
Valid government-issued ID (PhilID, driver’s license, passport, or UMID).
Notarized Special Power of Attorney if someone else files or represents you.
Supporting affidavits from co-workers (notarized when possible) if they can corroborate schedules or non-payment.
For kasambahay: Any written contract or records required under Batas Kasambahay.
For foreigners/expats working in the Philippines: Passport, Alien Certificate of Registration Identity Card (ACR I-Card), work permit or visa documents (the substantive rights and process remain the same).

If you lack payslips, DOLE can subpoena employer records. SSS, PhilHealth, or Pag-IBIG contribution histories can also help prove employment and salary levels. Group claims can be filed together or individually.

Timelines, Fees, and Key Offices

SEnA duration: Strict 30-calendar-day mandatory conciliation-mediation period.
Overall prescription: File within three years from when each unpaid wage became due (Article 291, Labor Code). Do not delay—each pay period can start its own clock.
Fees: Completely free. No filing or mediation fees.
Where to file: DOLE Regional/Provincial/Field Offices or NCMB/NLRC branches covering the workplace. Online via the DOLE ARMS portal makes it accessible even from provinces or while abroad (with proper representative).
Hotline: 1349 for guidance on offices and online options.
Enforcement: If the employer breaches a settlement, request a writ of execution for garnishment of bank accounts or seizure of assets through sheriffs.

Common Challenges and How to Handle Them

Employers sometimes deny the claim, ignore notices, or claim the worker resigned or was absent. Counter this with solid evidence and DOLE’s subpoena power. High caseloads can occasionally slow post-SEnA stages at the NLRC, but the 30-day SEnA window itself stays on track. Retaliation (demotion, harassment, or termination for filing) is prohibited and can be raised as an additional issue.

For company closure or bankruptcy, file promptly—unpaid wages have priority. Informal or “no payslip” jobs are still actionable using alternative proofs. Group filings often prompt faster employer response. If you are abroad as an OFW, you can file upon return or coordinate through appropriate channels (some OFW cases route through related mechanisms but SEnA principles apply in many labor disputes).

Special Situations

Kasambahay and domestic workers: Enjoy additional protections under Batas Kasambahay, including requirements for written contracts and specific pay rules. The SEnA process is the same and highly effective.

Group or multiple workers: File jointly or as individuals to highlight systemic non-payment. This often leads to quicker resolutions.

Foreign workers employed in the Philippines: You have the same labor rights and access to SEnA if your employment is covered. Bring passport and immigration/work documents for identification. The process does not differ substantively.

OFWs: Claims against foreign principals or upon return often involve the Department of Migrant Workers (DMW) or legacy POEA mechanisms alongside or instead of standard SEnA, but mediation principles remain central. Consult the nearest POLO or DMW office for specific guidance.

What Happens If Mediation Does Not Settle the Case

The matter moves forward efficiently. Pure money claims typically proceed to NLRC Labor Arbiters for formal complaint, position papers, and hearings. Very small claims (≤ ₱5,000 aggregate per employee, no reinstatement) may go to summary proceedings before the DOLE Regional Director. Successful decisions can include the principal amount, legal interest (currently 6% per annum), and in some cases attorney’s fees. These orders are also enforceable through execution.

Frequently Asked Questions

How do I start DOLE mediation for unpaid salary?
File a Request for Assistance (RFA) online through the DOLE ARMS portal or in person at the appropriate DOLE or NCMB Single Entry Assistance Desk. This automatically triggers the scheduling of mediation conferences.

Is the SEnA process free?
Yes. There are no filing fees, mediation fees, or costs to you for using SEnA.

How long does DOLE SEnA mediation take?
The entire conciliation-mediation phase is limited to 30 calendar days. Many cases settle in one or two conferences within that period.

Do I need a lawyer for DOLE unpaid salary mediation?
No. The process is designed to be accessible without legal representation. You may bring a representative or lawyer if you wish, but it is not required.

What documents do I need to file for unpaid wages through SEnA?
Core documents include proof of employment, proof of the amounts owed and non-payment (payslips, bank records, time records), your computation of the claim, and a valid ID. Additional affidavits or demand letters strengthen your position.

Can I file SEnA online if I am in the province or abroad?
Yes. Use the DOLE ARMS online portal. If you cannot attend in person, authorize a representative with a notarized Special Power of Attorney.

What if my employer does not attend or ignores the mediation notice?
Mediation can still proceed. The SEADO will document non-appearance, and the case can be endorsed after the 30-day period. Non-compliance with a resulting settlement or order can lead to enforcement actions.

Can kasambahay or domestic helpers file for unpaid salary?
Yes. They have full access to SEnA and additional protections under Batas Kasambahay. The process works the same way and is frequently used successfully by domestic workers.

What happens if we do not reach a settlement in SEnA?
The case is referred to the NLRC (for most money claims) or, for very small amounts, possibly to the DOLE Regional Director for summary decision. You can still pursue full recovery, interest, and enforcement.

Is there a deadline to claim unpaid salary?
Yes. Most money claims prescribe after three years from when each unpaid amount became due under Article 291 of the Labor Code. File as soon as possible to protect your rights.

Can foreigners working in the Philippines use this process?
Yes. Legally employed foreign workers have the same rights to timely wages and access to SEnA mediation. Bring your passport and work/immigration documents when filing.

Key Takeaways

Unpaid or delayed salary violates clear provisions of the Labor Code; you have enforceable rights to full recovery.
SEnA provides a mandatory, free, 30-day mediation process that resolves most wage claims amicably and quickly before any formal case is needed.
File your Request for Assistance (RFA) online via the DOLE ARMS portal or in person at the correct regional DOLE or NCMB office covering your workplace.
Strong evidence—contracts, payslips or alternatives, clear computations, and IDs—dramatically improves outcomes in mediation.
Settlement agreements reached in SEnA are final and immediately executory; they can be enforced through writs of execution if the employer defaults.
Act within the three-year prescriptive period and attend all scheduled conferences to maximize your chances of full or substantial recovery.
Special rules and additional protections apply for kasambahay; the same accessible process is available to foreign workers employed in the Philippines and, with appropriate coordination, to OFWs.
DOLE’s role is to facilitate fair dialogue and help level the playing field—many workers recover what they are owed without expensive or lengthy litigation.

This process empowers ordinary workers to assert their rights effectively. Start with evidence gathering and filing your RFA; the sooner you begin, the sooner you can move forward with the wages you earned.