The foundation of the employer-employee relationship is based on the timely payment of salaries as outlined in employment agreements. We may see ‘Salary’ as an essential part of maintaining employees’ livelihood and meeting day-to-day expenditures, but it is more than that. Salary is the recognition of the employees’ contribution to the organization.
Additionally, timely payment of salaries provides financial security to the employee. Timely payment of salaries to the employee reflects the true image of an organization. It bridges the gap of trust and loyalty between employees and employers.
The repercussions of not paying employees’ salaries on time can be significant and wide-ranging. It undermines the financial stability of the affected employees. This financial strain can also impact their overall well-being and can cause stress, and anxiety and affect overall productivity. Furthermore, delayed payment of salaries can also affect the trust factor within the workforce and ultimately this leads to difficulties in retaining employees within the organisation.
From a legal perspective, failure to pay salaries on time may expose the employer to legal action including lawsuits, penalties and fines. Overall, the impact of non-payment of employees’ salaries on time extends beyond financial concerns and can have long-lasting effects on the growth of the organisation.
Exploring the remedies for non-payment of Salary:
If you are facing salary issues then the first step to be taken is to engage in open and respectful communication with your employer. Sometimes, mis-administration and technical glitches may cause a delay in processing salary. On the other hand, going step by step and following a follow-up mechanism also proves efforts to address problems from your side which can be substantial in establishing a timeline while taking formal legal action.
2. Grievance Mechanism:
Check if your company has a grievance redressal mechanism. This can be reporting the issues with respect to salary to HR department and following the further communication matrix etc. Many times, if you follow the existing internal grievance matrix, you may get out of salary issues expeditiously.
3. Conciliation support by the Ministry of Labour & Employment:
Consider applying for the Samadhan portal launched by the Ministry of Labour & Employment if you are facing continuous issues with respect to payment of salary and statutory dues such as gratuity, PF and so on. Here, the experts from the Conciliator Panel try to mediate between the employer and employee to arrive at an amicable settlement. If conciliation fails, the other party always has the option to initiate legal action.
4. Legal Action and Notice:
The last step is to consider sending a legal notice demanding unpaid salary to their employers. This is issuing formal communication to the employer before taking any legal action. This serves as a last chance for employer to amicably settle the matter with the employee. Generally, this motivates the employer to take immediate action. Under this legal remedy, the employee may seek penalized interest on the salary along with unpaid salary, any compensatory relief and the legal expenditures etc.
In India, non-payment of salary violates several labour laws and regulations, including:
1. The Payment of Wages Act, 1936: This legislation regulates the payment of wages to employees and mandates that wages be paid on time and in full. Employers failing to pay salaries within the prescribed time frame under this Act could face legal consequences.
2. The Minimum Wages Act, 1948: This Act sets the minimum wage rates that must be paid to various categories of workers. Non-payment of wages at least equal to the minimum rates specified by this Act constitutes a violation.
3. The Industrial Disputes Act, 1947: This law governs industrial disputes, including those related to non-payment of wages. It provides mechanisms for resolution, including through conciliation, arbitration, and adjudication.
4. The Shops and Establishments Acts: Each state in India has its own Shops and Establishments Act, which regulates working conditions, including payment of wages. These Acts often mandate timely payment of wages and prescribe penalties for non-compliance.
5. Contractual Agreements: Non-payment of salary may also constitute a breach of the employment contract between the employer and employee. Such breaches could lead to legal action under contract law principles.
6. The Payment of Bonus Act, 1965: Employers failing to pay bonuses as required by this Act may also be in violation of labor laws in India.
These are some of the key laws and regulations in India that are violated when employers fail to pay salaries to their employees on time. Employees who face such situations may seek recourse through labor authorities, civil courts, or other appropriate legal avenues.