Hassle-free help from the UK's best Employment solicitors.
Transparent pricing, from start to finishGet the support you need, when you need itTrusted lawyers, clear expectations
Transparent pricing, from start to finishGet the support you need, when you need itTrusted lawyers, clear expectations
Amazing experience
After placing an enquiry, I received a call 20 minutes later, and then 2 hours later, I had a solicitor assigned to me. They were absolutely incredible right from the word go - amazing and very prompt with replies, answering all my questions and keeping the process moving. We finally completed today and I am so unbelievably happy. I wouldn’t hesitate to use Lawhive again in the future if needed.
Lily
First class service
I initially made an online enquiry about a tricky conveyancing matter and received an immediate call back. They understood straight away what was needed and gave me a quote that was very reasonable. It was such a pleasure to find someone who was cheerful, professional and completely reassuring as I’d been getting quite anxious about the sale of my house. The service Lawhive has provided is absolutely first class and I cannot recommend them enough.
Charles
Empathetic, professional and efficient
I am an executor, selling my mother's home. I found the assistance I received from Lawhive first rate - empathetic, professional and efficient.
Mark
Great service from Lawhive
We used Lawhive for our conveyancing needs and our solicitor was very helpful, patient and informative. She helped us with our needs with prompt responses and provided a very efficient service.
Kelvin
Great service when you need clarity and calm
Our solicitor was warm, friendly and provided crystal clear communication. A lot of conveyancers assume customers know everything about the process already, so it was really appreciated to hear each stage included in the price given.
Em
Quick and efficient
We used Lawhive for a transfer of property and conveyancing. Our solicitor was so helpful and thorough with the whole process. He responded quickly and efficiently to any questions or requests that we had and explained some of the more complicated issues regarding the process clearly.
Geri
Fantastic service and experience with Lawhive
I had the pleasure of working with Lawhive doing a transfer of equity on a property. Our solicitor’s service was amazing, she responded quickly to any questions or concerns and kept me updated throughout the process. I can strongly recommend her for any conveyancing work that you may need. Fantastic service all round.
Jane
Amazing experience
After placing an enquiry, I received a call 20 minutes later, and then 2 hours later, I had a solicitor assigned to me. They were absolutely incredible right from the word go - amazing and very prompt with replies, answering all my questions and keeping the process moving. We finally completed today and I am so unbelievably happy. I wouldn’t hesitate to use Lawhive again in the future if needed.
Lily
First class service
I initially made an online enquiry about a tricky conveyancing matter and received an immediate call back. They understood straight away what was needed and gave me a quote that was very reasonable. It was such a pleasure to find someone who was cheerful, professional and completely reassuring as I’d been getting quite anxious about the sale of my house. The service Lawhive has provided is absolutely first class and I cannot recommend them enough.
Charles
Empathetic, professional and efficient
I am an executor, selling my mother's home. I found the assistance I received from Lawhive first rate - empathetic, professional and efficient.
Mark
Great service from Lawhive
We used Lawhive for our conveyancing needs and our solicitor was very helpful, patient and informative. She helped us with our needs with prompt responses and provided a very efficient service.
Kelvin
Great service when you need clarity and calm
Our solicitor was warm, friendly and provided crystal clear communication. A lot of conveyancers assume customers know everything about the process already, so it was really appreciated to hear each stage included in the price given.
Em
Quick and efficient
We used Lawhive for a transfer of property and conveyancing. Our solicitor was so helpful and thorough with the whole process. He responded quickly and efficiently to any questions or requests that we had and explained some of the more complicated issues regarding the process clearly.
Geri
Fantastic service and experience with Lawhive
I had the pleasure of working with Lawhive doing a transfer of equity on a property. Our solicitor’s service was amazing, she responded quickly to any questions or concerns and kept me updated throughout the process. I can strongly recommend her for any conveyancing work that you may need. Fantastic service all round.
Jane
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01 overview
Employee pay disputes can range from simple misunderstandings to complex legal challenges involving employment law. Whether it’s unpaid wages, discrepancies in bonus payments, or issues with overtime or holiday pay calculations, each case is unique but can all create significant stress and potentially lead to costly litigation.
At Lawhive, our network of expert employment lawyers is here to help you deal with employee pay disputes efficiently and affordably. We provide clear, actionable advice tailored to your situation, help you understand your rights, and make informed decisions.
Contact us today for a free case evaluation from our Legal Assessment Team. You’ll receive a no-obligation quote for the services of a specialist lawyer, so you can start taking proactive steps to resolve your pay issues.
If you think your employer has underpaid you, first speak to them and ask for any discrepancies to be put right. Often, pay issues come about because of a misunderstanding or administrative error and can be easily fixed.
If this does not resolve the issue or you’re dissatisfied with their response, contact Acas or seek legal advice. Both can offer guidance based on your situation, help you understand your rights, and outline your options.
This may include filing a formal grievance following your company’s grievance procedure, early conciliation, or, as a last resort, claiming unpaid wages through an employment tribunal.
Most workers in the UK are entitled to at least 5.6 weeks of paid holiday per year. This includes part-time employees, who receive pro-rata entitlements.
To resolve a dispute over holiday pay, you should contact your HR department or direct supervisor to discuss the issue. If informal discussions don’t resolve the issue, follow your company’s formal grievance procedure.
If internal procedures fail to put your holiday pay dispute to bed, contact Acas. Acas offers an early conciliation service to resolve disputes without going to a tribunal.
If all other efforts fail, you may consider filing a claim with the employment tribunal. You generally need to file your claim within three months less one day from when the holiday pay issue occurred.
If you go down this route, consider hiring an employment law solicitor to help you. An experienced solicitor will provide guidance tailored to your situation and help you understand your legal options in a dispute over holiday pay.
Under the Employment Rights Act 1996, employers aren't allowed to make deductions from your wages unless it is required or permitted by law, your employment contract or you have given your explicit written consent.
Unauthorised deductions from holiday pay are also subject to protection and can be challenged
Lawful deductions include:
Any deduction that does not fall under the categories above and that you have not explicitly consented to in writing can be considered unauthorised or unlawful. This includes unexpected deductions for damages, shortages, or performance-related penalties not agreed upon in your contract.
If you believe you aren’t being paid at least the National Minimum Wage of National Living Wage in the UK, check your pay slips and employment contract to calculate your hourly rate.
To do this, divide your total pay by the number of hours worked. Ensure you account for all hours worked.
If you’re not being paid the minimum wage, you can confidentially report your employer to HMRC who can investigate and, if necessary, enforce the payment of any ways owed. You can report online or by calling the Acas helpline.
Before you file a pay dispute claim with the employment tribunal you should first:
If conciliation is unsuccessful, Acas will issue an early conciliation certificate, which you need to proceed with your tribunal claim.
To file a claim, you need to fill out and submit the correct form. The form will ask for details about you, your employer, the nature of the dispute, the steps you’ve taken to resolve it, and your Acas early conciliation certificate number. You can submit the form online or by post.
After you submit your claim, your employer will receive a copy and will have 28 days to respond.
The tribunal will then set a date for the hearing, where both parties will present their evidence and arguments. You can represent yourself, have a legal representative, or bring a friend or union representative to assist you. After the hearing, the tribunal will consider the evidence and make a decision, which may take a few weeks to be issued in writing.
If you win your case, the tribunal may order your employer to pay the disputed amount, compensation, and potentially other remedies.
When filing a pay dispute with an Employment Tribunal, the strength of your case often hinges on the quality and quantity of evidence you can provide. Types of evidence to support a pay dispute claim include:
If your claim for unpaid wages is successful at an Employment Tribunal, you may be entitled to statutory interest on the amount awarded. The statutory interest rate is typically set at 8% per annum, which can be claimed from the date the wages were due until the date of payment or the tribunal's decision.
Interest is calculated from the date each payment was due until it is paid or until the tribunal makes its decision. However, the tribunal has the discretion to award interest and will generally calculate it based on the tribunal’s rules and the specifics of your case.
For compensation for delayed payments, some contracts include provisions for interest or additional compensation if wages are not paid on time.
If your contact does, you can claim based on breach of contract. Or, if the delay or non-payment of wages is part of a broader issue such as unfair dismissal or wrongful termination, you may be able to claim additional compensation for financial losses resulting from the employer’s actions.
Statutory changes in the UK, such as adjustments to the National Minimum Wage, National Living Wage, or employment laws, directly impact your pay and conditions of employment.
Employers should regularly monitor announcements from the government and relevant authorities and update internal policies, employment contracts, and payroll systems to ensure compliance with new rates and calculations.
Under the Employment Rights Act 1996, dismissing an employee for asserting their statutory rights, such as raising a pay dispute, is automatically considered unfair dismissal. Employees are protected from being terminated simply for claiming what they are legally entitled to.
There’s no minimum length of service required for this protection; even employees with less than two years of service can claim unfair dismissal if it’s related to asserting statutory rights.
Factors influencing the time it takes to resolve a pay dispute include both parties being open to negotiation and settlement and the workload and scheduling availability of the Employment Tribunal.
Below are general estimated timelines for each step in an employee pay dispute:
| Stage | Estimated Timeline |
| Internal Resolution | 1-3 months |
| Early Conciliation | 2-6 weeks |
| Filing Tribunal Claim | 1-2 months |
| Case Management and Preliminary Hearings | 1-3 months |
| Preparation and Exchange of Evidence | 2-4 months |
| Final Hearing | 6-12 months from claim filing |
| Tribunal Decision and Enforcement | 4-8 weeks after the hearing |
Experienced legal representation can streamline the process, as solicitors can help prepare and present your case.
Since a Supreme Court ruling in 2017, Employment Tribunal fees have been abolished. This means you do not have to pay a fee to file a claim or to have your case heard by the tribunal.
However, there may be other fees to consider including solicitor’s fees.
Some solicitors offer services for pay disputes on a no win, no fee basis, where you pay only if you win your case.
Contact our Legal Assessment Team to learn more about how our network of specialist employment lawyers may be able to support your pay dispute claim on a no win, no fee basis.
Pay disputes with your employer can be daunting, but understanding your rights and the steps involved can empower you to take action.
At Lawhive, we specialise in providing expert legal support to employees facing pay disputes.
Our innovative platform combines the convenience of technology with the expertise of a regulated law firm, offering you access to top-tier legal advice at a fraction of the cost of traditional law firms.
Don’t let pay issues continue to affect your financial stability and peace of mind.
Contact us today for a free case evaluation and receive a no-obligation quote for the services of a specialist lawyer.
With straightforward pricing - so you know exactly what to expect at every step.
