Paid Less Than We Agreed? Here's Exactly What to Do (Australia 2026)

Before raising it with your employer, calculate the exact amount you should have been paid. Use our Back-Pay Calculator with your hourly rate, hours worked, and shift times. Compare with what landed in your bank account on payday.

If the difference is more than $5 per hour or more than 5% of total pay, it's likely a real underpayment, not a rounding error.

Most underpayments are payroll errors and get fixed within 1-2 cycles when raised politely with numbers. Email template:

"Hi [payroll/manager name],

Looking at my payslip dated [date], I think there's an error. I worked [X] hours at [agreed rate] which should have been [$Y total], but I was paid [$Z]. Could you check this and let me know? Happy to send through my roster screenshots if helpful."

Keep it factual. Don't open with accusations — most underpayments aren't deliberate, and a calm note gets it fixed faster.

If your employer doesn't respond within 7 days, or disputes the calculation, escalate in writing:

1. Use our Underpayment Claim Builder to generate a formal demand letter with the figures.
2. Set a 14-day response deadline.
3. Mention you'll lodge with the Fair Work Ombudsman if unresolved.

This step alone resolves about 60% of cases without escalation.

If your employer still won't pay, lodge a Request for Assistance with the FWO at fairwork.gov.au or call 13 13 94. The FWO will:

• Contact your employer on your behalf;
• Investigate the underpayment;
• Recover the amount owed (free of charge);
• Issue a compliance notice or take court action for repeat offenders.

The FWO recovered $453 million for more than 181,000 workers in 2025-26 (FWO media release, 14 September 2026). They will not charge you fees and they keep your details confidential.

Six years from the underpayment date under the Fair Work Act 2009. So if you were underpaid from 2020 onwards, the underpaid wages can still be recovered.

If your employer has gone into liquidation, you may still recover unpaid wages through the Fair Entitlements Guarantee.

Some pay differences are lawful deductions (tax, super, salary sacrifice). The agreed rate must equal at least:

• The applicable award rate (or higher if your contract says so);
• Plus casual loading (25%) if you're casual;
• Plus weekend or evening penalty rates for those hours;
• Plus any allowances for tools, vehicle, or special conditions.

If your "agreed rate" is below the award, the award rate applies, not your contract. The award is the legal floor.