What to Do If You Haven't Been Paid by Your Employer
If your employer hasn't paid you, document exactly what you're owed and the dates, raise it formally in writing, and check your contract and local labour rules for the complaint process and time limits. Unpaid wages are usually recoverable — but acting promptly and keeping records makes all the difference.
What counts as unpaid wages?
"Unpaid wages" covers more than a missed monthly salary. It can include unpaid overtime, withheld commission or bonuses you've earned, accrued but unused leave that should be paid out, a delayed or short final paycheck after you leave, and end-of-service or severance entitlements where these apply. It can also cover deductions your employer made without a clear legal basis or your written agreement. The first useful step is to separate what is genuinely owed and overdue from amounts that are merely disputed or discretionary, because the two are handled differently. Exactly which items you can claim, and how they are calculated, varies by country and by your contract, so confirm the specifics with a qualified local consultant.
What evidence should I gather first?
Before you raise anything, collect proof of what you're owed and when it fell due. Useful records typically include your signed employment contract or offer letter, payslips, bank statements showing what was and wasn't paid, timesheets or attendance logs, and any emails or messages discussing your pay. Write down each amount, the period it covers, and the date it should have been paid. Keep originals where you can and save copies somewhere your employer cannot delete, such as a personal email account. Reviewing your contract carefully matters here — if you're unsure how to read pay, deduction, or termination clauses, our guide on How to Read an Employment Contract Before You Sign walks through the terms that most often affect what you're owed.
How should I raise it with my employer?
A brief, polite verbal reminder is a reasonable first move; payroll errors and timing slips do happen. If that doesn't resolve it, put your request in writing — email usually works best because it is timestamped and easy to keep. State clearly the amount owed, the exact period it covers, and a reasonable deadline for payment, and ask for written confirmation of when you'll be paid. Keep the tone factual rather than accusatory. A calm written record serves two purposes: it gives a cooperative employer everything they need to fix the problem quickly, and it becomes important evidence if you later have to escalate to an authority or a court.
What deadlines and time limits should I watch?
Two kinds of timing usually matter, and both vary by jurisdiction. The first is the period within which an employer is required to pay wages or final pay — often defined by your contract or local labour rules. The second is the time limit for filing a formal complaint or claim about unpaid wages, which can be surprisingly short in some places. Missing a filing deadline can weaken or even bar an otherwise strong claim, so it's wise to note the relevant dates early and avoid letting the matter drift. Because these limits differ widely from one country to another, confirm the exact windows that apply to you with a qualified local consultant or your national labour authority.
How do I escalate if my employer still won't pay?
If a written request doesn't work, escalation usually follows a recognisable order:
- Use your employer's internal grievance or dispute process if one exists, and keep a record of each step.
- Contact the relevant labour authority, ministry, or inspectorate — many offer a free or low-cost complaint and mediation process for wage disputes.
- Consider formal mediation or conciliation, which can resolve matters faster and more cheaply than litigation.
- For larger sums, a contested dismissal, or complex entitlements, seek advice from a qualified employment consultant before filing a claim.
This sits within the broader field of Labour & Employment Law, which also covers contracts, working conditions, and termination — areas that often overlap with a pay dispute.
What mistakes should I avoid?
A few common missteps can undermine an otherwise valid claim. Relying on verbal promises without written follow-up leaves you with little to point to later. Resigning in frustration before getting advice can affect your entitlements and how a claim is assessed. Deleting messages, returning equipment that holds records, or signing a settlement or final-pay document without reading it can all cost you. Be especially careful with any document that asks you to waive claims or confirm you've been "paid in full." If a clause limits your rights — much like the restrictive terms covered in What to Check in an NDA Before You Sign — read it closely and consider advice before signing.
How Lawfe helps
Lawfe can explain your general rights around unpaid wages in plain language, help you organize your facts and amounts, and draft the key points of a clear written demand. If the matter needs to go further, it can connect you with a verified consultant who can advise on the rules and deadlines that apply where you are.
Related legal area: Labour & Employment Law →
