The employer does not pay on time. You have the right to interest and terminate the contract!

End of the month, and the bank account's inactive empty. This is simply a script that inspires frustration, uncertainty and stress in thousands of employees in Poland. The deficiency of timely payment is not only an inconvenience, but a serious violation of 1 of the fundamental obligations of the employer. In 2025, with rising life costs, financial stableness is crucial, and delays in wages can destabilise the full home budget. Many workers in this situation feel helpless, not knowing what steps to take. They're afraid of confronting their boss or losing their job. However, the fact is that the law stands by your side, offering concrete and effective tools to fight for your money. You don't gotta wait around. This article is your applicable guide step by step, which will show you how to effectively assert your rights, from simple conversation to formal calls, to the engagement of the applicable institutions. Learn your rights and regain control of the situation.

Peace and Verification: The first step is not panic

Before you take extremist steps, start at the bottom. The first reaction to the deficiency of transfer is frequently anger and panic, but emotional action seldom brings good results. Give yourself a minute to cool down and methodically check the facts. First, make certain you have the exact payment deadlinewhich is specified in your employment contract or in the remuneration regulations in force in the company. According to the Labour Code, payment must take place at least erstwhile a month, on a fixed and pre-set date, no later than the 10th day of the following calendar month.

If the deadline has passed, check your bank account past thoroughly – possibly the transfer was ordered late or a method mistake occurred. It's only erstwhile you're certain the money hasn't arrived that you're going to take it professionally. Contact staff, accounting or straight with your superior. Ask for the reason for the hold and the expected deadline for settling the claims calmly and in a factual manner. Sometimes the reason is simply a simple oversight that can be explained quickly. specified conversation costs nothing, and it helps to keep good relationships and frequently solves the problem at its source.

Call for payment: erstwhile a conversation is not enough

If oral inquiries do not consequence and the employer avoids answering or makes promises without covering, it is time to formalise his claims. The next step is to prepare and send a pre-trial call for payment. It is an authoritative paper that not only disciplines the employer, but is simply a key evidence in possible proceedings before the labour court or the State Labour Inspectorate.

A professional call for payment should include:

• Your data and employer data.
• The exact amount of the outstanding gross remuneration.
• Legal basis of the claim (e.g. employment contract dated...).
• The time limit on which you anticipate payment (usually 7 days after receiving the request).
• Bank account number to make a deposit.
• Information on the calculation of statutory interest for delay.
• The announcement of referral to court in case of deficiency of response.

The call is best sent by registered letter for return receipt. This gives you unquestionable proof that your employer received the letter. Alternatively, you can send them by e-mail, asking them to confirm the reading, or hand them personally in duplicate, asking them to sign on your copy.

State Labour Inspection (PIP): Your ally in dispute

When a call for payment remains unanswered, you are not alone. You have a powerful ally State Labour Inspection (PIP). Complaining to PIP is free and can be highly effective. Importantly, at your request, the Labour Inspector is required to keep your data confidential, which means that the check may take place without disclosing the employer who lodged the complaint. It's crucial for those who fear repercussions.

The PIP inspector shall have the right to carry out an inspection at the company upon receipt of the complaint. If it finds irregularities, it may impose a criminal mandate on the employer and, most importantly, issue a payment order for outstanding remuneration and interest. specified an order has the rigor of immediate feasibility and is simply a strong enforcement tool. For many employers, the threat of PIP control alone is simply a adequate incentive to settle debt.

Interest and termination of the contract: your final rights

Remember that for each day of hold in payment of remuneration you deserve statutory interest for delay. You do not gotta apply for them specifically in a call – you are entitled by law. Their amount is variable and depends on NBP interest rates, but they are a form of compensation for not having your money on time.

In utmost cases, erstwhile delays are notorious or significant, the law gives you another, very strong tool. In accordance with Article 55(11) of the Labour Code, an worker may terminate the employment contract without announcement by the employerif this has committed a serious breach of basic obligations. And the late payment of remuneration is undoubtedly specified a violation. The termination of the contract in this way gives you the right to compensation for the amount of remuneration for the period of notice. It is simply a last resort, but it is worth knowing your rights erstwhile the situation becomes hopeless.

Bottom line, no wage on time is simply a serious problem, but you're not vulnerable. proceed methodically: start with the conversation, go to the formal call, and if it doesn't help, don't hesitate to usage PIP. The law stands by your side, and conscious and decisive action is the best way to recover the dues The money.