The time, form and method (e.g. cash, cheque or credit transfer) by which you pay an employee's wages will be determined by the terms and conditions of his or her employment agreement. If you depart from the payment arrangements that you have agreed to in an employee's contract of employment then he or she may be entitled to make a breach of contract claim if he or she suffers a financial loss as a result.
In addition, employees are protected by legislation from unauthorised (unlawful) deductions from their wages (including complete non-payment of wages).
Wages are sums payable to an employee by his or her employer in connection with his or her job. They include:
Where an employer makes a deliberate decision not to pay part or all of an employee's wages in accordance with his or her contract, then this counts as a deduction.
Disputes as to whether or not the employer has correctly calculated the gross amount of wages due is a matter to be settled under the law of contract in the civil courts or alternatively, if the employment has ended, in the employment tribunals.
You may make a deduction from an employee's wages if the payment is:
The conditions set out above do not have to be met where a deduction is made or a payment received:
Where a deduction is made because of a statutory requirement on the employer to deduct and pay over specified amounts to a statutory authority (for example, PAYE income tax payments to HM Revenue and Customs), the deduction is lawful under the legislation on unlawful deductions - provided that the employer deducts the amount specified by the authority. Any questions as to whether or not the authority has correctly calculated the amount due should be followed up with the authority itself.
The rules governing payments by an employee to his or her employer do not apply where the employer is receiving the money in a different capacity (for example, on a social occasion).
Any worker who considers that he or she has suffered an unlawful deduction from wages may present a complaint to an employment tribunal. This applies regardless of the worker's length of service.
Such complaints must be made within three months of the date on which the wages were due to be paid (or, if that is not reasonably practicable, within such further period as the tribunal considers reasonably practicable).
For further information on this topic see: