If your employer has delayed or stopped paying your salary, you’re likely feeling the immediate financial strain — missed bills, daily expenses, and uncertainty about what comes next. Unpaid or delayed wages are one of the most common labor complaints in the Philippines, but you have a clear, accessible path forward without immediately going to court. The Department of Labor and Employment (DOLE) provides the Single Entry Approach (SEnA), a free, mandatory 30-day conciliation-mediation process that helps workers resolve salary disputes quickly and amicably. This guide explains your rights, the exact steps to file or schedule SEnA for an unpaid salary dispute, required documents, what happens in conferences, common challenges, and your options if no settlement is reached — all grounded in current Philippine labor law and DOLE procedures.

Your Legal Rights to Timely Wages Under Philippine Law

The Labor Code of the Philippines (Presidential Decree No. 442, as amended) protects every worker’s right to receive wages on time. Articles governing wages (particularly those covering payment, deductions, and minimum standards) make non-payment or unreasonable delay a violation. Wages and other monetary claims enjoy first preference in cases of employer bankruptcy or liquidation (Article 110 of the Labor Code).

You are generally entitled to the principal amount owed plus legal interest (currently 6% per annum on monetary awards in many labor cases) for the period of delay. This applies to regular employees, project workers, kasambahay (domestic workers), and most workers performing labor in the Philippines. Republic Act No. 10396 (2013) strengthened accessible resolution by institutionalizing SEnA as the primary entry point for nearly all labor and employment disputes.

What Is SEnA and Why It Is the Right First Step for Unpaid Salary Cases

SEnA (Single Entry Approach) is DOLE’s administrative mechanism for speedy, impartial, inexpensive, and accessible settlement of labor issues through mandatory conciliation-mediation. It was introduced in Department Order No. 107-10 (2010) and institutionalized by RA 10396. The latest rules appear in Department Order No. 249, series of 2025, which updated procedures, expanded access (including filing at the nearest DOLE office), and integrated online systems.

All labor disputes — including unpaid wages, overtime, holiday pay, 13th-month pay, final pay, and related benefits — must generally undergo this 30-calendar-day process first. A Single Entry Assistance Desk Officer (SEADO) facilitates discussions between you and your employer. The goal is voluntary settlement. If successful, the agreement is final and immediately executory (enforceable like a court judgment). If not resolved, the case is referred to the appropriate body (usually DOLE for labor standards enforcement or the National Labor Relations Commission for formal arbitration).

SEnA resolves a large percentage of cases without further litigation, saving time, money, and stress. It applies whether you are still employed or have already resigned or been separated.

Step-by-Step: How to File and Schedule SEnA Mediation for Unpaid Salary

Follow these practical steps based on current DOLE implementation.

Prepare your evidence and compute your claim
Clearly document what is owed. Create a simple computation (daily rate × unpaid days, or monthly salary prorated). Include periods, exact amounts, and any communications with your employer. A short written demand letter (sent via email, text with read receipt, or registered mail) is helpful though not mandatory — it creates a record and often prompts payment once DOLE intervenes.
File your Request for Assistance (RFA)
You have two main options under the current rules (including DO 249 s. 2025):
- Online (often fastest and most convenient): Use DOLE’s integrated online system, commonly called DOLE-ARMS (Assistance for Request Management System). Access it through the official DOLE website (dole.gov.ph), regional e-services portals, or by searching “DOLE ARMS SEnA.” Register with a working email and Philippine mobile number, fill out the RFA form (select money claims or unpaid wages category), provide details of both parties, describe the dispute with dates and amounts, and upload clear scanned copies of your documents. Submit and keep the confirmation. You will be contacted for scheduling.
- In-person: Go to the DOLE Regional Office, Provincial/Field Office, or National Conciliation and Mediation Board (NCMB) Regional Branch that covers your workplace or the employer’s principal place of business. Under updated rules, filing at the nearest DOLE office is facilitated. Ask for the SEnA or Single Entry Assistance Desk (SEAD). Fill the free RFA form on-site and submit photocopies of documents. Staff can assist with the form if needed.
After filing — scheduling and notification
Your RFA is docketed and assigned to a SEADO. The officer reviews the case and schedules the first conciliation-mediation conference, typically within a few days to about a week. Both you and your employer receive notice (via text, email, letter, or call). Conferences may be in-person at the DOLE/NCMB office, virtual (video call), or hybrid.
Attend the conciliation-mediation conferences
Bring originals or good copies of your evidence. The SEADO remains neutral and helps clarify issues, review documents (including employer payroll records if produced), and explore practical solutions such as full payment, staggered installments with a clear schedule, or additional terms like immediate issuance of a Certificate of Employment.
Sessions can include joint meetings and private caucuses (separate talks with each side). Be factual, calm, and prepared to negotiate while protecting your rights. You may bring a representative (family member with a notarized Special Power of Attorney or a lawyer — neither is required; many workers succeed on their own). The entire mediation phase runs up to 30 calendar days.
Settlement or referral
If you reach agreement, the SEADO helps draft a written compromise/settlement agreement specifying exact amounts, payment schedule, covered claims, any other obligations, and consequences of default. Once signed and facilitated under SEnA, it becomes final and immediately executory. Many employers pay promptly once it is documented this way.
If no settlement is reached within the period (or it is clear further mediation will not help), the SEADO refers or endorses the case to the proper forum — typically DOLE for enforcement of wage standards (inspection and compliance order) or the NLRC if formal arbitration is needed.

Documents and Information You Should Prepare

Gather these before filing (photocopies for submission; keep originals safe):

Valid government-issued ID (e.g., passport, driver’s license, UMID, PhilID)
Proof of employment and compensation: employment contract or appointment letter, company ID, recent payslips or payroll records
Evidence of the dispute: daily time records/attendance sheets, bank statements showing actual deposits versus expected pay, screenshots or printouts of messages, emails, or chats demanding payment (with dates)
Your own claim computation (even a simple handwritten or spreadsheet version helps)
If filing as a group: list of co-workers with their details and claims
If someone is representing you: notarized Special Power of Attorney (SPA)
Any other relevant records (resignation letter, final pay computation from employer if any, previous demand letters)

The SEADO can guide you on additional documents during the process. Employer records (payroll, timekeeping) are often requested during mediation.

Common Challenges and Practical Tips for Success

Many cases settle, but ordinary workers sometimes face hurdles:

Employer non-appearance or delay in providing records — The SEADO notes this and it can support referral or adverse findings. Continue providing your evidence.
Disputes over hours worked or exact amounts — Strong personal records and willingness to review employer documents together help narrow issues.
Emotional stress or pressure to accept low offers — Focus on facts and numbers. You can request private caucuses. Reasonable compromises (e.g., staggered payment with interest or extra consideration) are common and often better than long litigation.
Broad or unclear quitclaims — Only sign agreements that specifically list what is being settled and what consideration you receive. Avoid blanket waivers of future claims.
Group or complex claims — Filing together is efficient; list everyone’s details clearly.
For kasambahay or OFWs — The process is the same or coordinated with relevant agencies (e.g., DMW for certain overseas worker issues). Dedicated desks or assistance are often available.
Foreign employers or workers — Philippine labor laws apply to work performed in the country. The filing and mediation process is identical; proper notification is arranged.

Helpful tip: Keep all communications polite but documented. Many employers respond more seriously once a formal RFA is filed. Act promptly — money claims generally prescribe within three years from when they became due (Labor Code rules on prescription).

What Happens If SEnA Mediation Does Not Fully Resolve the Dispute

The SEADO issues a referral to the appropriate next step. For most pure unpaid salary or benefits cases (labor standards issues), this typically goes to the DOLE Regional Office for further action such as inspection, record examination, and a compliance order directing payment. You may need to submit additional details or participate in follow-up proceedings, but the SEnA phase has already narrowed issues and gathered initial evidence.

If the dispute involves illegal dismissal, reinstatement claims, or more complex matters, it may proceed to the NLRC for compulsory arbitration (position papers, hearings before a Labor Arbiter). Partial settlements reached in SEnA remain enforceable. The overall process is designed to be faster and less adversarial than starting directly in formal litigation.

Frequently Asked Questions

Is SEnA mandatory for unpaid salary disputes?
Yes. For nearly all labor and employment issues arising from employer-employee relations, including money claims for wages, SEnA serves as the required 30-day conciliation-mediation gateway before formal cases proceed further.

How long does the entire SEnA process take for salary cases?
The mediation phase is limited to 30 calendar days. The first conference is often scheduled quickly. Many cases settle well before the deadline, with payment following the terms of the agreement.

Can I file SEnA online, and is it reliable?
Yes. Online filing is available and increasingly used through DOLE’s ARMS/online portal system. It is convenient, especially if you have documents ready to scan. Confirmation and scheduling follow submission. Some regions also offer their own e-services links.

Do I need a lawyer or pay any fees for SEnA?
No lawyer is required (though allowed), and there are no filing or mediation fees. It is designed to be accessible to ordinary workers.

What if my employer offers to settle privately after I file?
You can still proceed with SEnA to formalize the agreement, making it binding and immediately enforceable. This protects you if the employer later changes their mind.

Can a group of workers file together?
Yes. Collective or group filing is permitted and practical when multiple employees have similar unpaid salary claims for the same periods.

What if I am a foreign worker or my employer is a foreign company?
The process is the same. Philippine labor laws cover employment performed in the Philippines regardless of nationality. Proper service of notices is handled by DOLE.

Are SEnA settlement agreements legally binding?
Yes. Once signed by the parties and facilitated under SEnA, they are final and immediately executory. They can be enforced through appropriate mechanisms (such as a writ of execution) if the employer defaults on payment terms.

What should I do while waiting for the first conference?
Continue documenting any new communications or developments. Prepare your evidence and think through realistic settlement options (full amount, reasonable installments, etc.). Stay reachable via the contact details you provided.

Key Takeaways

Unpaid salary disputes are best addressed first through DOLE’s free SEnA mediation — a mandatory but worker-friendly 30-day process under RA 10396 and the latest DO 249 s. 2025 rules that resolves many cases without court.
Prepare solid evidence (ID, payslips, time records, demand communications, and your computation) and file via the convenient online DOLE-ARMS system or in person at the nearest DOLE or NCMB office.
Attend conferences ready with facts and proposed solutions; the neutral SEADO facilitates practical agreements that are immediately enforceable.
Settlement is common and often includes clear payment schedules plus other remedies like Certificate of Employment issuance.
If no full settlement, seamless referral to DOLE enforcement or NLRC keeps your case moving efficiently.
Act promptly, keep records, and remember that wages are a protected right with strong legal preference — SEnA gives you an effective, low-cost way to assert it.

This process empowers ordinary workers and employers to reach fair, practical resolutions. For the most up-to-date portal links, office locations, or regional specifics, check the official DOLE website (dole.gov.ph) or contact your nearest DOLE Regional or Field Office directly. Many workers successfully recover what is owed through this system every year.