If your employer has delayed or failed to pay your salary, you have enforceable rights under Philippine labor law—and a practical, government-supported process to address it without immediately entering formal court proceedings. The Department of Labor and Employment (DOLE) offers the Single Entry Approach (SEnA), a mandatory conciliation-mediation service that helps workers recover unpaid wages through facilitated dialogue. Many employees successfully resolve their claims at this stage, often within weeks and at no cost.

This guide explains how to schedule or avail of DOLE mediation specifically for unpaid salary claims. It covers the legal foundation, exact filing steps, required preparations, realistic timelines, common challenges faced by ordinary workers and foreigners, and what happens if mediation does not fully settle the matter.

What Is SEnA Mediation and Why It Applies to Unpaid Salary Claims

The Single Entry Approach (SEnA) is DOLE’s administrative system for providing speedy, impartial, inexpensive, and accessible settlement of labor and employment issues. It requires a 30-calendar-day period of conciliation-mediation before most disputes proceed to formal adjudication.

SEnA explicitly covers claims for any sum of money arising from employer-employee relations, including unpaid basic salaries, overtime, holiday pay, rest day pay, 13th-month pay, and other wage-related benefits—regardless of the total amount. Whether your claim is a few thousand pesos or several months of back pay, SEnA is the standard first step for individual or group money claims.

The process focuses on voluntary settlement facilitated by a neutral Single Entry Assistance Desk Officer (SEADO). When parties reach an agreement, the written settlement is final and immediately executory, carrying the same enforceability as a court judgment. This makes SEnA particularly effective for straightforward unpaid wage cases, where many employers prefer to settle rather than face escalation.

Legal Basis and Your Core Rights

Your entitlement to timely wages in legal tender, paid at least twice a month at intervals not exceeding 16 days, is protected under the Labor Code of the Philippines (PD 442), particularly provisions on wage payment and prohibitions against unlawful deductions or withholding.

DOLE exercises visitorial and enforcement powers under Article 128 of the Labor Code to ensure compliance with labor standards, including wage orders. For smaller money claims, summary proceedings are available under related provisions.

SEnA was initially implemented through DOLE Department Order No. 107, series of 2010, and institutionalized by Republic Act No. 10396 (2013), which strengthens conciliation-mediation as the preferred mode of resolving labor disputes. Current implementing rules appear in updated Department Orders, including DO No. 249, series of 2025, which detail the 30-day mandatory process.

Claims not exceeding ₱5,000 per claimant (without reinstatement issues) may proceed to summary disposition by the DOLE Regional Director if mediation fails. Larger or more complex claims typically move to the National Labor Relations Commission (NLRC) after the SEnA period. Money claims generally prescribe after three years from the date each unpaid wage became due under the Labor Code. Wages enjoy priority in employer insolvency or liquidation proceedings.

Preparing Your Case Before Filing

Strong preparation often leads to faster and better outcomes during mediation.

Send a demand letter first (strongly recommended but not required). Write a clear, factual letter or email stating the exact amounts owed, specific pay periods, and a reasonable deadline (commonly 5–7 days). Send it via email with read receipt, registered mail, or personal delivery with acknowledgment. Keep copies and proof of sending. Many employers pay or negotiate once they receive formal notice and realize DOLE involvement is imminent.

Compute your claim accurately. Create a simple spreadsheet or table breaking down unpaid amounts by pay period, type of benefit, and running total. Include any applicable interest or benefits if relevant. A precise computation shows seriousness and helps the mediator facilitate realistic discussions.

Gather supporting evidence. While you can file with basic information, solid documentation strengthens your position and speeds settlement.

Step-by-Step Guide to Filing and Availing SEnA

Identify the correct filing location. File at the DOLE Regional Office, Provincial Field Office, or Single Entry Assistance Desk (SEAD) with jurisdiction over your workplace or the employer’s principal place of business. SEADs also operate in some National Conciliation and Mediation Board (NCMB) and NLRC offices. Call the DOLE Hotline at 1349 (24/7) for guidance on the nearest office or current online options in your region.
File the Request for Assistance (RFA). This starts the SEnA process and is completely free. Options include:
- Online: Through DOLE’s ARMS or SEnA web portals (such as https://senawebbapp.azurewebsites.net/ or regional systems). Availability varies; the hotline can confirm current links and instructions.
- In person: Submit at any DOLE Regional/Provincial/Field Office or SEAD. You or an authorized representative (with a notarized Special Power of Attorney) may file. In case of the worker’s death, legitimate heirs may file.
Provide clear details in the RFA: your full name, address, and contact information; the employer’s complete name, business address, and contact details (as known); a factual description of the unpaid salary claim (periods and amounts); and the specific relief sought (e.g., immediate payment of unpaid wages). Attach or upload supporting documents if available.
Receive and attend scheduled conferences. The SEADO will notify both you and your employer of conference dates, which may be in-person or via video conference. The 30-day mediation period begins upon filing or the start of proceedings. Attend prepared with your documents and computation. You may bring a lawyer, family member, or representative, though none is required. The officer facilitates open discussion aimed at voluntary settlement.
Conclude the mediation.
- If settlement is reached, sign the written agreement. It becomes final and immediately executory. Request a writ of execution from DOLE if the employer later fails to pay.
- If no settlement occurs within 30 days (or earlier if progress is impossible), the case is referred: summary proceedings before the DOLE Regional Director for claims ≤₱5,000 per claimant, or formal complaint before the appropriate NLRC Regional Arbitration Branch for larger or complex claims.

At NLRC, you file a verified complaint, submit position papers and evidence, and attend hearings. The process takes longer but produces an enforceable award, often including legal interest and attorney’s fees where applicable.

Required Documents and Evidence

No exhaustive list is mandatory just to file the RFA, but the following items significantly improve outcomes:

Valid government-issued ID (PhilID, driver’s license, or passport for foreigners).
Proof of employment relationship (employment contract, appointment letter, company ID, or Certificate of Employment).
Proof of salary and work performed (payslips, payroll records, bank statements showing deposits or non-payment, daily time records, or biometric logs).
Your detailed computation of the claim.
Copies of any demand letters and proof of delivery.
Supporting affidavits from co-workers (notarized if possible).
For foreigners: Passport, ACR I-Card, work permit, or visa documents.

If records are incomplete (common with small or informal employers), DOLE can subpoena employer payroll and time records. SSS, PhilHealth, or Pag-IBIG contribution histories often serve as strong alternative proof of employment and wage levels.

Organize documents neatly. A well-documented claim encourages serious negotiation.

Timelines, Fees, and Post-Mediation Outcomes

The SEnA mediation phase is limited to 30 calendar days. Many cases settle in one or two conferences within a few weeks, with payment often following shortly after signing. There are no filing or mediation fees.

If referred to NLRC, expect additional months for resolution, plus possible appeals. However, the prior SEnA attempt demonstrates good faith and preserves your evidence and position.

Settlement agreements and final NLRC awards are enforceable through writs of execution, allowing garnishment of bank accounts or seizure of assets via sheriffs or DOLE enforcement officers.

Common Challenges and Practical Scenarios

Workers frequently face these situations:

Employer non-appearance: Mediation can continue. Repeated non-cooperation may lead to referral or enforcement actions. Document all notices received.
Limited evidence: Use alternative proofs and request DOLE assistance in obtaining employer records. Many claims succeed on reasonable documentation plus the employer’s inability to disprove the claim.
Retaliation concerns: Any form of retaliation (harassment, demotion, or termination) for filing a legitimate complaint is illegal and can support additional claims.
Backlogs or scheduling delays: Workloads vary by office. Polite follow-up with the SEAD officer helps. Full cooperation from your side keeps momentum.
Group or widespread issues: Multiple affected workers can file jointly or request a broader labor standards inspection, increasing pressure for compliance.
Foreign or expat workers: The process is identical for legally employed foreigners in the Philippines. Proper immigration documents strengthen proof of employment. Enforcement follows the same rules, though practical collection may involve additional considerations with foreign-owned entities.
Company closure or insolvency: File promptly. Unpaid wages have priority status.

Acting within the three-year prescriptive period protects your claim. Domestic workers (kasambahay) follow the same SEnA process with added protections under Republic Act No. 10361.

Frequently Asked Questions

Is DOLE SEnA mediation free?
Yes. Filing an RFA and participating in conciliation-mediation under SEnA involves no fees or charges. It is a public service.

How long does the process usually take?
The mandatory mediation phase lasts up to 30 calendar days. Many unpaid salary cases settle within a few weeks. Referral to NLRC extends the timeline to several months or more, depending on case complexity and appeals.

Do I need a lawyer?
No. SEnA is designed for direct participation by workers. You may represent yourself or bring a trusted person. Lawyers are permitted but not required. Free legal assistance may be available through the Public Attorney’s Office (PAO) or labor-oriented organizations if you qualify.

Can I file online?
Yes, in most areas through DOLE’s ARMS or SEnA online portals. Call 1349 or check dole.gov.ph for current links and instructions specific to your region. In-person filing remains fully available.

What if my claim is small (₱5,000 or less) or large?
All money claims start with SEnA. Smaller claims (₱5,000 or less per claimant, no reinstatement) often receive faster summary handling by the DOLE Regional Director if mediation fails. Larger claims move to NLRC for compulsory arbitration after the 30-day period.

What evidence works if I lack payslips?
Focus on proving employment and the amounts owed. Strong alternatives include SSS/PhilHealth/Pag-IBIG records, bank statements, co-worker affidavits, employer text messages or emails acknowledging work or salary issues, and your own detailed sworn computation. DOLE can require the employer to produce missing records.

What if the employer ignores the settlement agreement?
Return to the handling DOLE office and request a writ of execution. Enforcement officers or sheriffs can garnish accounts or seize assets to collect the owed amount plus any applicable penalties.

Can foreigners file for unpaid salary through this process?
Yes. Legally employed foreigners in the Philippines have the same rights and follow the identical SEnA procedure. Bring your passport and work/immigration documents to establish the employment relationship. The process does not differ based on nationality.

Key Takeaways

SEnA at DOLE is the mandatory, free, and usually fastest first step for nearly all unpaid salary claims in the Philippines, covering any amount through 30-day conciliation-mediation.
Prepare thoroughly: send a demand letter, compute your exact claim, and gather evidence such as payslips, contracts, IDs, and affidavits. Strong preparation leads to higher settlement success.
File the Request for Assistance online via DOLE portals or in person at Regional/Provincial/Field Offices or SEADs. Call 1349 for location and online guidance.
Settlement agreements are immediately enforceable. If no settlement, small claims (≤₱5,000) may proceed summarily with DOLE; larger claims move to NLRC.
No lawyer is required for mediation, but you have the right to one. Retaliation is prohibited and can support additional claims.
Act within three years of each unpaid wage becoming due. Many workers recover full or substantial amounts through this accessible system every year.

Following these steps puts you in a strong, informed position to recover your unpaid wages while exercising your rights under Philippine labor law.