If your employer has not paid wages you have earned, first check your payslip, contract, hours and payment records to work out what is missing. Raise the issue in writing with your employer and request a clear explanation and payment date. If it is not resolved, you may be able to get help from Acas or bring an employment tribunal claim. Act promptly: the applicable deadline depends on when the pay problem happened.
Discovering that your salary has not arrived, that your payslip shows less than you earned, or that your employer has withheld your final wages can create immediate financial pressure. You may need to cover rent, bills and other essential costs while trying to find out what has happened.
Your next steps depend on the reason for the missing money, the terms of your employment and how long ago the payment was due. A payroll mistake may be resolved quickly. A disputed deduction, an employer refusing to pay, or a business experiencing financial difficulties may require a more formal approach.
This guide explains practical steps for workers in England, Wales and Scotland. Employment law and tribunal arrangements differ in Northern Ireland, so workers there should check the separate Northern Ireland system before relying on the procedures described below.
1. What counts as unpaid wages?
Unpaid wages can mean more than an employer failing to transfer your usual monthly salary. The problem may involve any pay you are legally or contractually entitled to receive, depending on the circumstances.
- Missing salary: your usual payday passes and no wages arrive.
- Underpayment: you receive less than you believe you earned for the relevant pay period.
- Unpaid overtime: you worked additional hours but were not paid what was agreed or legally due.
- Unpaid commission or bonus: an amount may be outstanding under your contract or an applicable bonus scheme.
- Unpaid holiday pay: holiday pay or payment for accrued untaken holiday may be missing, including when employment ends.
- Missing final pay: your employer has not paid salary or other sums due when you leave.
- Unexplained deductions: your employer has reduced your pay without a lawful basis.
Not every disagreement about money automatically amounts to an unlawful deduction. For example, entitlement to a discretionary bonus may depend on the wording of the scheme and whether its conditions were met. The contract, relevant policies, pay records and circumstances all matter.
2. Check whether your employer has paid you correctly
Before making a formal complaint, establish the amount you believe is outstanding. A clear calculation can help distinguish a genuine underpayment from a misunderstanding about deductions, hours or the pay period.
Compare your payslip with your records
Check your payslip against your contract, agreed pay rate, recorded hours, overtime, commission arrangements and any authorised deductions. Confirm whether the payment date has changed or whether the amount relates to a different pay period.
Look at gross pay as well as take-home pay. Tax, National Insurance and pension contributions can affect the amount transferred to your bank account. If the figures do not make sense, ask payroll for a breakdown rather than assuming that the entire difference is unlawful.
Check whether a deduction is allowed
Under section 13 of the Employment Rights Act 1996, workers generally have protection against unauthorised deductions from wages. A deduction may be permitted where, for example, legislation requires it, the contract properly authorises it, or the worker has given the necessary written agreement. Specific exceptions also apply.
Check the government’s guidance on deductions from pay and the relevant legislation before deciding whether a deduction can be challenged.
Even where an employer says a deduction relates to damage, a till shortage, training costs, an overpayment or money owed to the business, that explanation does not by itself settle whether the deduction is lawful. The contractual wording, applicable rules and facts need to be considered.
3. Raise the problem with your employer in writing
If you have not received the correct pay, Acas recommends raising the problem with your manager, payroll team or HR as soon as possible. An informal conversation may resolve a genuine administrative error, but it is useful to create a written record too.
Your message should be factual and specific. Include:
- the date the payment was due;
- the pay period and type of payment involved;
- the amount you believe is missing and how you calculated it;
- copies of relevant payslips or records, where appropriate;
- any explanation you have already received; and
- a reasonable date by which you would like a response and payment update.
Keep the message professional. You do not need to make accusations to explain that you believe you have been underpaid and want the issue corrected.
Example message to payroll or HR
Subject: Outstanding wages for [pay period]
Hello,
I am writing because I believe my wages for [pay period] were not paid correctly. Based on my records, I expected to receive £[amount], but I received £[amount] / have not received the payment.
I have checked my payslip and available hours or pay records. Please could you explain the difference, confirm whether any adjustment is required, and let me know when the outstanding amount will be paid?
I would appreciate a response by [date]. I have retained the relevant records and can provide copies if needed.
Kind regards,
[Your name]
Keep a copy of what you send and any response. If a conversation takes place by telephone or in person, consider sending a short follow-up email recording what was discussed.
4. What if your employer refuses to pay or does not respond?
If the issue is not resolved informally, you may be able to raise a formal grievance under your employer’s procedure. Explain the pay problem, the steps you have already taken, the amount in dispute and the outcome you are requesting.
Follow the relevant workplace procedure where appropriate, but do not assume that a grievance protects you from an employment tribunal deadline. Acas explains that going through grievance, disciplinary or appeal procedures does not itself stop the time limit from running.
You can also contact Acas guidance on unpaid wages for information about raising the issue and possible next steps. A trade union representative may also be able to help if you are a member.
If you believe the problem involves pay below the National Minimum Wage, use the government’s current National Minimum Wage guidance to understand the relevant rules and reporting options. Minimum wage concerns may involve a different enforcement route from an ordinary dispute over contractual pay.
5. Can you make an employment tribunal claim for unpaid wages?
You may be able to bring an employment tribunal claim if your employer has not paid wages properly and the dispute cannot be resolved. Depending on the facts, the legal basis may include an unauthorised deduction from wages or another employment-related claim.
The relevant route depends on what is owed. A disagreement over wages, a claim for unpaid holiday pay, a contractual dispute about commission and a claim involving the National Minimum Wage are not necessarily treated in the same way.
Check the deadline immediately
Employment tribunal time limits are strict. For most claims concerning pay, the relevant period generally starts from the date you were not paid correctly. The time limit that applies depends on when the problem happened.
| When the pay problem happened | General tribunal time limit |
|---|---|
| Before 1 October 2026 | Usually 3 months minus 1 day for most claims, subject to the applicable rules and exceptions. |
| On or after 1 October 2026 | Usually 6 months minus 1 day for most claims, subject to the applicable rules and exceptions. |
The rules include transitional details and exceptions. In Scotland, the change to the time limit for breach of contract claims takes effect on 9 November 2026, so a contractual claim may require a different calculation. Northern Ireland has a separate tribunal system.
Do not assume that the longer period applies simply because you are reading this guide after 1 October 2026. Check the date of the particular pay problem and the legal basis of your claim. The official Acas employment tribunal time-limit guidance explains the change and relevant exceptions.
Notify Acas before making most tribunal claims
Before making most employment tribunal claims in Great Britain, you must notify Acas. Early conciliation gives you and your employer an opportunity to resolve the dispute without a hearing. If the process does not settle the matter, you can consider whether to proceed with a claim.
Notifying Acas within the applicable time limit can pause the clock under the early conciliation rules. Do not delay contacting Acas while waiting for your employer to finish a grievance process or promising to pay later.
For the current procedure, start with Acas early conciliation and the official employment tribunal guidance.
6. How far back can you claim unpaid wages?
The time limit for starting a claim and the period of unpaid wages that can be recovered are different questions.
For certain unauthorised deduction claims, recovery is generally limited to deductions made within the two years before the claim, subject to statutory exceptions. A series of deductions may be treated differently from a single isolated underpayment. Whether payments form a connected series can depend on the facts and applicable law.
Do not assume that every missing payment from several years ago can be included in a tribunal claim. Equally, do not assume that a missed deadline for one payment automatically answers every question about later payments or other possible legal routes.
Make a timeline of every affected pay date, the amount missing and any explanation given. A solicitor or appropriate adviser can assess whether the payments can be included and which deadline applies.
7. What if your employer has not paid your final wages?
Leaving a job does not usually mean you lose the right to wages you have already earned. Your final payment may include salary up to your leaving date and other amounts due under your contract or the law.
Check your contract and final payslip for:
- salary up to your final day of employment;
- overtime, commission or other earned pay that remains outstanding;
- holiday pay for accrued but untaken statutory holiday, where payable;
- any deductions and the explanation or contractual basis for them; and
- the employer’s stated final-pay date and calculation.
An employer may have a lawful basis for particular deductions, but it should not simply withhold earned wages without a valid reason. If the final payment is wrong, raise the issue in writing and keep the records even if you no longer work there.
If you are considering resigning because you have not been paid, get advice before making that decision if possible. Depending on the circumstances, non-payment may raise issues beyond the wages themselves, but constructive dismissal is a separate and fact-sensitive claim. It is not an automatic result of every pay dispute.
8. What evidence should you keep?
Organised evidence can help your employer investigate the issue and help an adviser assess your options. Keep copies of relevant records in a secure place you can access lawfully.
- Employment terms: your contract, written statement of particulars, amendments and relevant pay policies.
- Pay records: payslips, bank statements showing payments received, and payroll correspondence.
- Hours worked: timesheets, rotas, clock-in records and authorised overtime records.
- Commission or bonus evidence: scheme terms, targets, calculations and communications about eligibility.
- Holiday records: holiday balances, requests, approvals and final-pay calculations.
- Written communications: emails, grievance letters, responses and notes of relevant conversations.
- Your calculations: a timeline showing each payment due, the amount received and the difference.
Do not access systems or take confidential business information you are not authorised to obtain. Keep the evidence relevant to your own employment and the pay issue.
9. Common mistakes to avoid
- Waiting too long: repeated promises to pay do not necessarily extend a tribunal deadline.
- Relying only on verbal discussions: a written record helps establish what you raised and when.
- Failing to calculate the shortfall: identify the pay period and amount instead of making a general complaint.
- Assuming every deduction is unlawful: check the contract, written agreement and statutory exceptions.
- Confusing a grievance with a tribunal claim: an internal procedure does not itself stop the tribunal clock.
- Assuming the same rules apply everywhere in the UK: Northern Ireland has a separate employment tribunal system, and some rules differ within Great Britain.
- Ignoring employer insolvency: if the business is closing or has stopped trading, seek advice promptly because different recovery arrangements may be relevant.
10. What if the employer is closing or cannot pay?
If your employer has stopped trading, entered insolvency or says it cannot afford to pay staff, the next steps may differ from an ordinary payroll dispute. Do not assume that an unpaid-wages claim against a trading employer is the only possible route.
Check the current government guidance on your rights if your employer is insolvent. Eligibility for any payment from a government scheme depends on the circumstances, the type of payment and the applicable requirements. Keep your employment and pay records, and get advice on any deadlines that may apply.
11. Practical next steps
- Work out what is missing. Compare your pay records, contract and hours to calculate the shortfall.
- Ask for an explanation in writing. Contact payroll, HR or your manager and request a response and payment date.
- Keep the evidence. Save payslips, bank records, correspondence and your calculations.
- Escalate if necessary. Consider a formal grievance, Acas guidance or a relevant enforcement route.
- Check the legal deadline now. Identify the date of the underpayment, the relevant claim type and whether early conciliation is needed.
- Get advice if the matter is disputed. This is particularly important if the employer denies owing the money, the amount is substantial, several pay periods are involved, or you have already left the job.
When does an unpaid-wages problem need legal review?
General guidance can help you identify the usual steps, but it cannot determine your entitlement from your individual contract, pay records and employer’s explanation.
A focused review can help assess the basis of the unpaid-wages dispute, organise the relevant evidence, identify questions about deductions or final pay, and consider the potential route and deadline. The appropriate next step will depend on the facts and the documents available.
If you are unsure whether the amount is legally due, your employer is refusing to pay, or a tribunal deadline may be approaching, seek advice promptly. Use the current approved WorkRights service route for a review of your situation.
Frequently asked questions
Can I take my employer to a tribunal for unpaid wages?
You may be able to bring an employment tribunal claim if your employer has not paid wages properly. The legal basis and deadline depend on the facts, the type of payment and where you work. In Great Britain, you generally need to notify Acas before making most tribunal claims.
How long do I have to claim unpaid wages?
The applicable time limit depends on when the pay problem happened and the type of claim. For most claims, the general tribunal period changed from 3 months to 6 months on 1 October 2026, with transitional rules and exceptions. Check the current Acas guidance and calculate your own deadline promptly.
Can my employer withhold my final salary?
Your employer will normally need to pay wages you have earned, subject to lawful deductions and the terms that apply. Check your contract and final payslip, ask for a written explanation and seek advice if the missing amount is disputed.
What should I do if payroll says it was a mistake?
Ask payroll to confirm what went wrong, how the correction will be calculated and when the missing amount will be paid. Keep the response and check the next payslip or bank payment to confirm the issue has been resolved.
Can I claim for several months of underpayment?
Possibly, but the rules depend on the type of claim, the dates of the payments and whether the underpayments form a connected series. Certain unauthorised deduction claims are subject to a two-year limit on the deductions that can be recovered. Obtain advice before assuming that all historic sums can be included.
Do I have to raise a grievance before making a claim?
Raising the issue with your employer or using a grievance procedure may help resolve the dispute, but an internal grievance does not itself stop an employment tribunal time limit. In Great Britain, you generally need to notify Acas before making most tribunal claims, so check the deadline even while the grievance is ongoing.
What if I have left the job and my employer still owes me money?
You may still be entitled to wages earned before your employment ended and other sums due under your contract or the law. Keep your final payslip, contract, bank records and correspondence, then raise the missing payment in writing and check the applicable deadline.
What if my employer has become insolvent?
Different recovery arrangements may apply if your employer is insolvent. Check the current government guidance on employee rights when an employer is insolvent and seek advice about eligibility, evidence and deadlines.
Does the same unpaid-wages process apply in Northern Ireland?
No. Northern Ireland has a separate employment tribunal system and different procedures may apply. Check the official Northern Ireland employment tribunal guidance or obtain advice specific to your location before taking action.
This article provides general information about unpaid wages and employment procedures. It is not personalised legal advice and does not create a solicitor-client relationship. The outcome of a pay dispute depends on the facts, the applicable law and the relevant employment documents. Time limits and legal requirements can change, so check current official guidance and obtain advice about your circumstances.