You signed the contract. You showed up, did the work, and now — your pay slip doesn’t match what you were promised. Whether it’s missing overtime, incorrect rates, or an unexplained deduction, finding a shortfall in your wages is frustrating at best and financially stressful at worst.
Unfortunately, underpayment at work isn’t rare. It happens in big corporations and small businesses alike, often due to miscommunication, misunderstanding, or — in some cases — intentional avoidance. And when your paycheck doesn’t line up with your agreement, it’s important to know what to do next. Many people find confidence and clarity by seeking advice from professionals like employment lawyers, who can help decode your rights and make sure you’re not being taken advantage of.
But before you escalate the issue, here’s a step-by-step guide to understanding, addressing, and resolving wage discrepancies — calmly and confidently.
Step 1: Double-Check the Details
Before assuming something’s wrong, take time to review your situation carefully:
- Revisit your employment contract to confirm your pay rate, entitlements, and any special terms.
- Compare your recorded hours worked with your payslip, and check if leave, overtime, or penalties were calculated properly.
- Refer to the relevant award or enterprise agreement for your role, if applicable, to confirm your legal minimum pay.
Sometimes, discrepancies arise from misunderstandings or administrative errors — so ruling those out is a good first step.
Step 2: Raise the Issue Internally
If you find a clear inconsistency, bring it up with your manager or payroll contact. Staying calm and constructive can help resolve the issue quickly. Provide the facts you’ve reviewed — such as hours worked, the rate agreed to, and the difference you’ve identified.
Make sure to keep a written record of your communication, even if the conversation starts verbally. A short email summarising the key points is often enough to ensure there’s a clear trail.
Step 3: Know When It’s More Than a Mistake
Not all underpayments are accidental. If your concerns are dismissed without explanation or if the issue keeps happening, it may point to something more serious.
Watch for these red flags:
- Repeated errors in your pay despite raising concerns
- Unclear or inconsistent payslips
- Being told your rate is different without formal changes to your contract
- No access to records about hours, entitlements, or superannuation
- Pressure to accept less than what you’re owed
In these cases, it’s time to document everything — including payslips, contracts, rosters, and conversations.
Step 4: Take It Further (If You Need To)
If your employer isn’t addressing the issue, or if you believe you’re being underpaid intentionally, there are several ways to escalate:
- Contact the Fair Work Ombudsman — They handle complaints about pay and entitlements and may investigate underpayment claims.
- Get advice from your union, if you’re a member.
- Speak with a legal expert, especially if the issue involves a contract breach or ongoing non-compliance. A workplace lawyer can help clarify your options and negotiate on your behalf if needed.
Keep in mind that some claims have time limits, so acting early can make a big difference.
Step 5: Know Your Rights
In Australia, all employees are entitled to:
- Receive the pay rate they agreed to (or the legal minimum, whichever is higher)
- Be paid for all hours worked, including overtime
- Get accurate payslips and superannuation contributions
- Raise issues about pay without fear of punishment or dismissal
Your employer can’t legally retaliate against you for asking to be paid correctly or seeking clarification about your entitlements.
Stay Informed, Stay Protected
Even if your issue gets sorted out quickly, it’s worth taking steps to protect yourself moving forward:
- Track your hours using a personal log or app
- Keep copies of your contracts, rosters, and payslips
- Ask for any changes to pay or conditions in writing
- Make time to learn about the award or enterprise agreement that applies to your role
Being proactive means you’re better prepared — and less likely to be caught off guard again.
Wrapping Up
When your pay doesn’t match what was agreed, it’s not just a money issue — it’s about fairness and trust. Whether it’s a small oversight or something more serious, you have the right to ask questions and expect honest answers.
Start with the facts, give your employer a chance to respond, and don’t hesitate to seek support if things aren’t adding up. You’ve earned your wages — and you deserve to be paid what you’re owed.
