Our Employment Solicitor can provide you with an initial assessment of a work pay issue or a bonus dispute, in a 30-minute phone call for £49.99. To book an appointment call 01908520138 or 07483866145 (24hrs) or contact us online and our Employment Solicitor will call you back.
We have helped people like you with their employment law claims and we can help you with your claim.
If you have a dispute with your employer about pay or an unpaid bonus, our Employment Law Solicitors can provide you with legal advice on how to get your employer to pay you for the work you have done.
Unlike most Employment Law Solicitors we only represent employees. This means we understand the laws relating to employee legal rights in detail. We can resolve most employee legal issues quickly, saving time and money.
Call our Employment Law Solicitors on 01908520138 or 07483866145 (24hrs) or contact us online and we will call you back.
Wage Deductions or Employer Not Paying Wages
The payment of wages is a fundamental part of your employment contract. If your employer refuses to pay you, you may be entitled to resign and then claim for constructive dismissal and unpaid wages.
Alternatively, you could lodge a grievance and pursue a claim for unlawful deduction of wages whilst you remain at work. You should always get legal advice from an Employment Solicitor before you resign to pursue a claim for constructive dismissal.
Unless it is specifically stated in the employment contract, an employer in England or Wales cannot deduct wages from a worker, unless there has been an overpayment, and even then, special rules apply.
Our Employment Law Solicitor can work with you to provide your employer with a grievance letter to complain that your salary or wages were unpaid or deductions were made. We can also represent you in ACAS Conciliation and/or legal proceedings if required.
A claim for deductions must be made within three months less one day of the last deduction (if there is a continuing deduction of wages).
Bonus Payment Disputes
Bonus schemes are intended to ensure that employees focus their efforts on key objectives of their employer’s business.
Bonus schemes normally make it clear whether the bonus entitlement is discretionary or contractual. Discretionary bonus schemes usually give a contractual right to be considered for a bonus, but not necessarily to actually receive one. Bonus entitlement may sometimes be implied on the basis of custom and practice.
Bonus payments are usually linked to the performance of an individual employee, a team, or the entire business. Performance is usually measured by reference to targets, such as sales targets. Bonus payments may also be linked to other factors such as attendance levels, customer satisfaction, or health and safety issues.
Bonus schemes are notoriously vulnerable to being changed without consent (especially for sales staff). However, the general law is, unless the payment of bonuses is a discretionary arrangement, your employer must seek your consent before making any changes.