Identify the employer and the concern

Write down the employer's legal name, workplace, job duties, start date, and any contractor or agency involved. Distinguish who hired you, supervised you, and paid you. Then describe the issue: unpaid compensation, a disciplinary notice, termination, working conditions, or another concern. If you work remotely, overseas, or under an arrangement described as independent contracting, say so. The correct classification and forum need assessment; a label on an invoice or contract is not the whole factual story.

Keep the pay and employment records

Gather the contract, appointment or offer letter, relevant policies, payslips, time records, work schedules, and payment evidence. For a money dispute, set out the period, expected amount, amount received, and difference. Explain the basis of each calculation. Keep written instructions, notices, and your responses in date order. Preserve relevant records you are lawfully entitled to hold, but do not access restricted systems or take unrelated confidential information. Mark missing information rather than replacing it with an unsupported estimate.

Understand what SEnA is intended to do

The Department of Labor and Employment describes the Single Entry Approach, or SEnA, as a conciliation-mediation process for resolving labour issues. A request for assistance is the starting document, and the programme provides a 30-calendar-day conciliation-mediation period. Coverage, exclusions, and the correct assistance desk should be confirmed for the particular matter. SEnA is not a promise that every claim will be paid within that period. Ask what process follows if the issue is not resolved and which deadlines remain relevant.

Prepare for a settlement discussion

List the issues you want addressed and the records supporting them. Separate the amount you believe is owed from any proposed compromise. Listen carefully to the terms offered, including payment dates, releases, return of property, and other obligations. Ask for explanations in a language you understand. Do not treat a quitclaim or settlement document as a routine receipt without reading it. If you are uncertain about the effect on other claims, obtain legal advice before deciding whether to sign.

Act promptly on notices and next steps

Keep copies of requests, invitations, written agreements, referrals, and proof of compliance. Tell your lawyer or the appropriate office about an approaching date instead of assuming that an internal HR exchange preserves every remedy. Different employment issues may involve different authorities and time limits. If you receive a disciplinary or termination document, bring the full version and record when it was received. End each conversation by confirming who will do what next and which documents are still required.

Before your consultation

Keep these together

  • Employer, agency, and job details
  • Employment terms, payslips, and time records
  • Dated notices and your responses
  • A calculation and questions about any proposed settlement

References: Department of Labor and Employment, About SEnA; Bureau of Labor Relations, Single Entry Approach guidance. Checked September 29, 2026.