In brief: if wages paid do not match the employment agreement, timesheet, remuneration policy or work actually performed, first obtain the employer’s calculation and documents. A reference to the minimum wage alone does not replace a review of the whole remuneration arrangement.
Compare the documents and payments
Check the employment agreement, amendments, payslips, timesheets, bonus orders and internal remuneration rules. Identify the period and reason for the difference: salary, allowance, bonus, overtime, work on a day off or a deduction.
Request a written explanation
A written request may be sent to the employer for a calculation and documents connected with remuneration. Keep a copy and proof it was sent. A written position helps determine whether the issue is a technical error, a legal dispute or requires further action.
Check time limits and procedure
For an employment dispute, the date when the employee learned or should have learned of the issue, as well as the nature of the claim, can matter. Do not postpone the review: applicable time limits and remedies depend on the circumstances. Depending on the case, an employee may approach the employer, labour inspectorate, prosecutor’s office or court.
What to attach to a claim
Prepare the agreement, payslips, payment records, timesheets, correspondence and your own calculation. If a specific amount is claimed, show how it was reached. Do not include figures that cannot be linked to documents or work performed.
If the dispute is not resolved
The next remedy depends on the documents and employer’s position. A court assesses evidence of remuneration terms, time actually worked and payments made; no outcome is guaranteed in advance.
Need the calculation reviewed?
Collect documents for the disputed period and briefly describe the difference you see. This helps assess the possible scope of a claim and an appropriate course of action.