For many working professionals, salary day is more than just money hitting the bank—it’s recognition for the hours worked, targets met, and pressures handled. Yet, cases of delayed salaries, unpaid incentives, and withheld bonuses are becoming increasingly common, especially in startups and companies facing cash constraints. While media attention often focuses on business growth or failures, the impact on employees is frequently overlooked. Legal experts stress that salaries and incentives are not perks—they are legal entitlements.
What the Law SaysIndian labour laws, including the Payment of Wages Act, 1936, mandate timely payment of wages, typically by the 7th or 10th of the following month depending on company size. Deliberate delays may amount to unfair labour practices or breach of contract. Withholding salary can also violate fundamental rights under the Constitution of India.
First Steps if Payment is DelayedExperts advise raising the issue internally first. Employees should approach HR or the authorised team verbally, followed by written communication or a legal notice if there is no resolution. This creates a clear documentary trail, which is crucial if legal action becomes necessary.
Incentives and BonusesWhile basic salary enjoys the strongest protection under law, incentives and variable pay are also legally protected if they are contractually guaranteed or form a regular part of the pay structure. Discretionary bonuses, however, are only enforceable if the employee has met the conditions attached to them.
Employers Cannot Use Financial Stress as an ExcuseFinancial difficulties or internal disputes do not justify withholding earned salary. Performance-linked pay can only be withheld if the contract clearly allows it.
Legal Remedies and Complaint ForumsDepending on the employee’s role and pay structure, complaints can be filed with the Labour Commissioner, labour courts, or civil courts. Proper documentation—appointment letters, salary slips, bank statements, incentive policies, appraisal records, and emails—is critical, as courts rely heavily on evidence.
Key TakeawayEmployees should know their rights, keep thorough records, formally raise concerns, and never accept delays silently. Under Indian law, earned salary and contractual incentives are obligations, not optional payments.
