Why Didn’t I Get Paid? Steps to Resolve the Issue

When an expected payment does not arrive, it can cause stress and confusion. Understanding why a payment might be missing and knowing the steps to take can help address the situation effectively. Common reasons range from simple administrative oversights to complex disputes. A structured approach to investigating and resolving the issue can significantly improve the chances of a favorable outcome.

Initial Checks and Common Causes

Before escalating any concerns, conduct several immediate checks to identify the root cause of a missing payment. For employees, a first step involves reviewing personal bank accounts to confirm whether a direct deposit was processed. Incorrect account or routing numbers can cause payments to be rejected or misdirected, leading to delays. Scrutinize recent pay stubs or earnings statements for discrepancies like incorrect hours, inaccurate pay rates, or missed pay periods.

Verify deductions, as errors in tax withholdings or benefit contributions can impact net pay. Confirm active employment status, as termination or a leave of absence might affect payment schedules.

Independent contractors should verify invoices were properly submitted and received by the client. Checking payment terms and due dates in contracts is essential, as payment schedules vary widely, often ranging from net 15 to net 60 days.

Contractors should confirm the client’s receipt of work or deliverables, as payment is contingent upon successful completion and acceptance. Common administrative errors contribute to payment delays for both employees and contractors, including delays in payroll processing, missing timesheets, inaccurate data entry, or forgotten payment runs.

Gathering Information and Preparing Your Case

Collecting specific information and relevant documents is a key step before initiating any formal communication regarding a missing payment. This systematic approach helps build a clear and factual case, strengthening your position. For employees, this includes employment contracts or offer letters detailing compensation, pay rates, and payment schedules. Independent contractors should gather signed service agreements outlining the scope of work, deliverables, and payment terms.

Invoices, timesheets, and detailed work logs are essential, providing concrete evidence of services rendered or hours worked. These documents should clearly indicate dates of work performed, agreed-upon pay rates, and the total amount owed. Copies of pay stubs and bank statements showing the absence of an expected deposit or an incorrect amount are also important.

Beyond formal documents, compile any written communication related to work performed or payment discussions. This includes emails, text messages, or recorded phone call summaries, especially those confirming work acceptance or payment arrangements. Documenting the exact payment due dates and any previous inquiries completes the case. Systematically organizing this information creates a robust record, crucial for proving the claim and expediting resolution.

Communicating and Resolving Issues Internally

Once relevant information has been gathered, the next step is to formally address the issue with the responsible party. For employees, this typically means contacting human resources, payroll, or their manager. Independent contractors should direct communication to the client’s accounting department or the individual managing vendor payments. The primary method of communication should be a clear, concise, and professional written message, such as an email or formal letter.

This communication should clearly state the problem, specifying the exact amount owed and the period for which payment is missing. Refer to the previously documented information, citing specific dates from timesheets or details from a pay stub. Attaching copies of relevant documentation, such as invoices, signed contracts, or work logs, provides immediate evidence supporting the claim. The communication should also request a specific resolution, such as immediate processing of the missing payment.

Set a reasonable deadline for a response, typically five to ten business days, to allow time for investigation and action. The message should also indicate next steps if the issue remains unresolved by the specified date. If no response is received by the deadline, send a polite but firm follow-up message, reiterating the original request and previously stated next steps.

External Resolution and Legal Options

If internal resolution attempts prove unsuccessful, explore external options for recourse. For employees, a primary option is to file a wage complaint with the relevant government labor department. This often involves the federal Department of Labor or a state-level labor agency, which has jurisdiction over wage and hour laws. These agencies provide specific forms and processes for submitting complaints, requiring the previously gathered documentation like employment agreements, pay stubs, and communication records.

The investigation process varies by agency, but typically involves mediating between the employee and employer, and potentially auditing payroll records. For independent contractors, while specific government agencies for contract disputes are less common, some state labor departments may offer guidance or mediation services for certain contractor claims. Alternatively, small claims court offers a viable path for both employees and contractors seeking to recover unpaid funds.

Small claims courts handle disputes involving monetary amounts below a certain threshold, which varies by jurisdiction but commonly ranges from $5,000 to $10,000. The process generally involves filing a statement of claim, serving the defendant, and presenting prepared evidence in a less formal court setting. Seeking legal counsel is another significant step, particularly when the amount owed is substantial or the situation is complex. An attorney can evaluate the case, advise on the claim’s strength, and explain legal options, including litigation if necessary.