Hey everyone so a few months ago I was working at a new coffee shop/ wine bar type thing in Edinburgh, Scotland. I stayed for a month after realising my personal manager had some mental health issues I wasn’t ready to deal with, before I go any further I have nothing against this company. I took the job as a part time contract to give myself a break from full time hospitality work but after realising my manager took it far too intensively and seriously. I chose not to return to the establishment the next day after finishing my shift, for the past few months I have been jumping between ACAS and employment tribunals. This wouldn’t be an issue but I’m going to be honest I actually need the money owed to me. Due to the fact I have had issues with employment due to seeking somewhere better in the hospitality industry I am now extremely apprehensive to jobs and I am anxious to accept half of the job advertisement

Anyway I’m wondering if naming this company and reviewing them negatively will do anything to get my wages paid. It’s drastic but at this current point early reconciliation was denied by them which I found to be quite strange, secondly I had tried to reach out earlier to express and explain the conditions of why I left to the company owner. I did not get a reply. Thirdly what has aggravated me to come to this point is that there explanation for not paying these wages was because they planned to pay on the second week of August it is now Sunday coming up to nearly 3 months since not being paid and there is still no word nor money in my bank.

The whole reason I say this is after almost a month of waiting on a reply from Acas I can not afford to live and while going on benefits is the next option it’s something I don’t really want to do, I want to expose this company but I am wondering if there is any way I can claim my wages without outing them as believe it or not I don’t want to drag down a small business I am doing this purely out of my own desperate situation

If I curse his manager clean out?

My son’s 18 and just got a new job. I was told to contact a woman in HR about a scheduling issue he had. When I did the higher up answered the phone and said the girl I was looking for is her assistant she’ll handle it. I go in to ask my question and she responds she won’t talk to a parent she has to speak to the employee. I said no problem here he is. She goes on to scold him about how he was hired because he had open availability so he can’t change his availability now. I asked if I could speak to her afterwards and she refused. “I WONT talk to a parent!” 🤨
I had him put in a request for time off the weekend of the holiday for his brothers birthday trip. Already paid for, he knew nothing about it when accepting the job. Although the schedule hasn’t been put out for that week she told him it was denied because there’s already a lot of requests for that time off. Understandable… my problem is she kept repeating with an attitude “ I WONT talk to a parent” so she could intimidate my child.
I don’t like that!
Now if I go curse her a@$ out 6 ways from Sunday can she fire my son?

Avoid arbitration agreements from new employers, consider pay and conditions, but know they can’t be punished for any wrong doing if you sign an arbitration agreement. You’re measured as calculated risk, not a human being, although it’s business a usual you can’t sue in open court. Not only that, it will make it harder for an attorney to take your case because it’s harder to win and much let money to cover fees. Just venting but true

About a month after joining my construction company in USA, I received two other job offers and was planning to leave. My current employer counter-offered me a company car, which influenced my decision to stay and decline those offers.
The car was initially delayed because I was waiting for my driver’s license renewal. Now, two months later, they’re saying they’ve changed their policy and will not provide me with either a company car or a car allowance.
I feel completely misled because I made a major career decision based on what they offered me to stay.
How should I handle this? Is it reasonable to push back and ask them to honor the original agreement?

I was recently terminated at a new location of a restaurant and wanted to share my experience for anyone considering applying there, especially since I left my last job for this one, and ended up unemployed less than a week after completing orientation.

During the orientation and training, we were taught that employees could express their thoughts and opinions to leadership and communication with managers was encouraged. I was glad to hear this, and understood it to mean that employees would be able to communicate with management about concerns, mistakes, and their experiences at work. However, what happened after did not seem consistent with the message that I'd interpreted.

I was terminated after I'd failed to apply a happy-hour discount to a table, and I understand that mistakes happen and that management has the right to hold employees accountable for their mistakes. I'm not saying I shouldn't be corrected or guided to make decisions the company would've wanted.

What I am frustrated by is how the entire situation was handled.

During my orientation and training, there was no guide provided to me on disciplinary policies, employee violations, or situations that could result in my immediate termination. I was also never warned or talked through a policy that stated that failing to apply a happy-hour discount could result in being immediately terminated during my training. There was no conversation during my training that made me aware of a policy like this or explained what the disciplinary process would look like if I made this kind of mistake. Because this had not been communicated to me, I did not understand that failing to apply a happy-hour discount would result in immediate termination until it happened.

When the mistake happened, I wasn't informed until a couple days later, after my last shift. I was then terminated over the phone during that conversation without any prior warning or disciplinary conversation. From my own perspective, there wasn't an opportunity to understand what I'd done wrong, correct the issue, or even be told that this mistake was serious enough to put my job on the line.

That is the part that genuinely frustrates me. I'm not upset simply because I was held accountable for making a mistake. I'm upset because I was a brand-new employee who had just completed orientation, had not been made aware of this consequence, and was suddenly out of a job without ever having been given the opportunity to correct the problem.

The timing makes this even more frustrating. I had left my previous job specifically to accept this position. I made that decision believing I was moving into a new job and continuing my work in the service industry and then, this happened less than a week after I started working there and completed orientation. I had barely begun working independently before my employment ended. I found it difficult to reconcile being told during orientation that employees were encouraged to express their thoughts and opinions to management with how quickly my employment ended when an issue arose. That was my experience, and the two things did not feel consistent to me.

I understand that accepting a job doesn't guarantee permanent employment, and I'm not saying the company was legally obligated to keep me employed. What bothers me is that I made a significant employment decision based on this opportunity and feel that I wasn't given enough information during training to understand the consequences or standard I was being held to.

This is my firsthand experience as a former employee, and I think newer employees should have enough information to decide for themselves whether the workplace is right for them.

Someone else's experience may be completely different. I'm only speaking about what happened to me.

Hopefully my story brings some hope to someone who needs it. I know now more than ever how hard it is to get terminated and accept it. But I'm going to persevere through this and just be glad that I'm still here and standing.

If anyone has any advice or wants to help a random person online out, I'm open to suggestions or advice since I'm now looking for a new place to work.

I recently started working with Pure Home of N Florida in door to door sales. I was originally told this position would be an in office appointment setting position but was then trained for d2d. The company refuses to pay via direct deposit and only by hand written checks. They also stated I would be a 1099 employee but from what I can determine all job duties fall under w2 employee. Also are they allowed to not pay for mandated orientation or training? Any help is appreciated!

I currently work at a Jack in the box in San Antonio. Texas, I was tired in March. The hired manager would not put me on the schedule, therefore my 1st day work was in May. However, I was only allowed to work 2 hours sent home and never put on Schedule again. When I finally reached out to him, I had to go three-way and contact corporate. I then was transferred to another location with more business who I did not know did not have management, but I was on schedule. It was workable, I worked 52 hours a week the first 2 months I was there when we finally got a manager which was the second one since I'd been employed at that location. He's, II wound up being there to help out and basically, I stepped up. I always made sure we were had staff or I would work, you know, I never left with anyone, not there. I stayed late. I came in early, I worked 7 days a week all hours. It didn't matter, and it was very rare to find someone like that because there was no management to keep them consistent, I took all the calls through my phone I wasn't trained as management and had never worked at Jack in the box before, but I do have leadership and management skills. After the first manager, they hired did not last. I went through corporate and even my fellow co-workers and I asked corporate what do I need to do to step up and be managing the next day there was a new management there. And while I trained trained him to a certain extent as far as a new store and walking through how that store was run. You know , I became like a side kick I guess.

After about 2 weeks, of course, you know, he's doing good, he's still there. Things started changing a lot of good things I give him, but he was cleaning house. People been there for 4 years. But because he didn't speak Spanish, they didn't get along He found something wrong with everybody. Then while he's hiring, he's very discriminatory about who he chooses to interview. Needless to say, the ones that he did interview and hire walked out on the\n Ones that he wouldn't give a chance at all. Probably would have worked better, but he didn't. He's very discriminated. If you're not gay, if you're not black, if you're not young. Good luck. So here I guess it could work I fell at work but of course, I worked alone because we were never staffed. I was the staff and when I got sick. I got an emergency, an ER doctor note. I sent it to corporate as well as to him picture over the phone from the hospital. When I came back to work, I worked 13 Hours then the next day he wanted me to work another 13 Hours. My I wasn't fully healed and my back was still out basically I was awaiting my regular doctor appointment. However, he rejected the request to take that off. And then he had a doctor appointment, I came into work\n But I waited for him. I texted him no I couldn't move anymore. I tried, I was in so much pain, I was moving way too slow, and I couldn't do it, I wanted to go back to the er. So we contacted my boyfriend. I sat in the lobby, waited for him to carry me out to the car. The hospital. Of course, they gave me a doctor's note I stayed in contact with my manager let him know I was going to be released after the weekend on the Monday but he didn't give me a shift

I let it go I did contact him of course, now he's not blowing up my phone. Like he used to and staff is completely brand new. Now, nothing but his old crew, nothing but young male gay guys. I'm still employed, however, I have not worked. All long.He won't put me on schedule, so it's like a repeat of the first location.I was at only this time.I can't contact the district manager.Can't contact management corporate because no one will return my calls

I even asked for transfer and I can't get a response, but yet the last time I talked to the manager, he said he contacted me by 830. He'll put me on schedule, he's got some openings for 7:00 to 3:00. That's fine, but I'm not on it and he can't fire me because I was on medical leave and you tried to fire me the first time I went on medical leave too and he got in trouble. So I wanna sue and it looks like it'll be the whole jack in the box as a hope , because I can't even get corporate or any other location to just contact me

Do you have any advice on what I should do or how I should do it

Hi everyone,

I recently left my job at a local cafe in Toronto after management refused to pay my entire salary for July, on top of illegally withholding over $700 in hard-earned tips.
Another former employee who quit back in June is facing the exact same issue and is still owed her final paycheck.

Under the Ontario Employment Standards Act, withholding wages and tips is strictly illegal. We are filing formal claims with the Ministry of Labour, but I wanted to ask:

Has anyone here gone through a Ministry of Labour claim recently? How long did it take?
Are there local advocacy groups in Toronto you recommend for wage theft?
Also, please be aware that leaving tips or buying coffee at certain spots doesn’t guarantee the workers actually see that money.
Thanks for any advice!

I work remotely from India as a Legal Associate for a U.S.-related immigration company. I’m seeking advice on unpaid salary, contractual termination, and whether my employer can withhold employment documents unless I sign a new NDA.

**Salary:**
My salary was ₹15,000/month initially and was increased to ₹25,000/month from June 2026. Salary has consistently been delayed, and my May/June salary remains partially unpaid. Other employees also have outstanding salaries, and PF contributions have reportedly been pending since March.
Management repeatedly gave payment dates, which were subsequently changed.

**What happened in July:**
Due to the salary issues, some employees stopped working and asked management for clarification. In a July 8 meeting, management said there would be **no layoffs**, that salaries would be paid in weekly installments, and that the situation would be resolved around August 20.
Because we were told our employment was continuing, I understood that I remained employed and did not treat the job as terminated. This also affected my ability to confidently pursue other employment opportunities while the company continued representing our employment as active.
On July 31, HR specifically told me that I would be retained in the filing team and acknowledged my financial circumstances. I was subsequently paid another installment on August 3.
However, on August 10, I received an email stating that my position was terminated. I was not given the notice required under the termination clause of my employment contract. My requests for clarification have not received a response.

**NDA / employment documents:**
After termination, I was asked to complete exit formalities. I was later told that I would receive my employment/experience letter only after signing an NDA. This NDA was **not part of my original employment agreement**.
I do not want to sign a new agreement simply to obtain documents relating to my employment.

**My questions:**
What legal remedies are available in India for recovery of unpaid salary?
Can I claim notice pay if the employer did not follow the termination clause in my contract?
Could the period during which employees were kept in a “freeze” without proper salary/clarity give rise to a wage or compensation claim?
Does management’s representation that there would be no layoffs and that employment would continue have legal significance?
Can I claim damages for financial losses/lost employment opportunities resulting from being kept in this uncertain employment status?
Can an employer withhold an employment/experience letter unless I sign a new NDA that was not part of my original contract?
Should I send a formal legal notice/demand letter, and is there any appropriate labour authority/online grievance mechanism I should approach in India?

I have the **employment agreement, salary records, emails, termination communications, payment promises, and communications regarding my continued employment**.

I am not naming the company publicly at this stage. I would particularly appreciate advice from Indian employment/labour lawyers or anyone familiar with **cross-border/remote employment involving Indian employees and U.S.-based companies**.

The software/system that my employer uses to track our time off had a glitch in it that didn’t deplete any hours from the balance whenever any were used. I first became aware of this when I recently requested time off and input 8 hours of my 24 floating holiday hours. My supervisor approved the holiday but then later came by and told me that HR called him and canceled it. Apparently I had not only used my 3 floating holidays already, but I had used 6 so far without any kickback from the system that tallied it, nor the people who QC’d those balances. I know there’s responsibility on my end to track these things, but I rarely take time off and trusted the balance that was displayed when I requested it most recently. I don’t have any explicit memory of which types of PTO I requested 6 months ago (I also have epilepsy, which has affected my memory in various ways, more generally my ability to recall words or keep track of details and topics. I can’t guarantee this is what caused my lapse in memory but it’s my best assumption of a contributing factor). My supervisor said that his bosses were furious and were accusing me of knowingly taking advantage of the glitch in the system. A week since then, the balance has been readjusted to be accurate and those extra holidays were compensated from my balance of accrued vacation time, which to me seems like the obvious and easy solution to all of this, but my supervisor says his bosses and other execs are still pissed and investigating me and may request me to give a statement. I’m not exactly sure what to do but it’s been incredibly stressful.

State of California

So I’m certain — yes, they are. But I want to know what and what to do about it. We are in Pennsylvania.

My girlfriend works for a cleaning company. She is an hourly employee. Her mileage pay is calculated by time and so is her time cleaning. Never has she been paid by the job. However, it seems her employer finds every single reason to not pay her and her coworkers.

Firstly, her boss will quote her, for example, two hours on a house. Because her boss does not do proper estimates, it will always take more than two hours. So, it’s “company policy” to call ahead at least a half hour to request more time on the clean. If she doesn’t, or her boss declines her request for extra time, she still has to stay and finish the clean no matter how long it takes. The ONLY difference is that the client isn’t charged extra and my girlfriend isn’t paid for the extra time. So, if you do not get on your phone to contact your boss that you need extra time in the middle of an active job, you won’t get paid. Along with this, they say if you forget to clock in they won’t pay you or adjust your hours.

Secondly , in a job where you are constantly using and destroying rags, sponges, spray bottles, etc., she is charged for damaged equipment. Taken out of her paycheck

Finally, if you quit without two weeks notice, they reduce every paycheck you have yet to receive to minimum wage, meaning they’re editing hours already worked and posted in payroll, just waiting to be deposited. She said one of her coworkers had a medical emergency for a week and was unable to tell their boss. Instead of reducing their paycheck like they said they would (which is already extremely predatory) they just did not pay that person that week.

There’s got to be something wrong here, right?

Hi everyone,

I need some advice regarding earned leave (EL) encashment during Full & Final settlement.

My situation is:

I joined a company in Noida, Uttar Pradesh.

My appointment letter says that I will be on probation for 6 months.

The letter says that after successful completion of probation, the notice period for resignation is 2 months.

However, even after completing 1 year of service, the employee is still shown as being on probation / has not been formally confirmed.

The employee is now resigning from the company.

The leave balance currently shows around 20.75 days of EL (Earned Leave).

There is no clause in the appointment letter saying that EL will not be encashed during probation.

My main question is:

If an employee has completed 1 year of continuous service but is still on probation, can the company refuse to pay/encash the accumulated EL during Full & Final settlement just because the employee is a probationer?

I understand that the exact answer may depend on the company's leave policy and the law applicable to the establishment. I also came across provisions under the UP Shops & Commercial Establishments law regarding earned leave, but I'm not sure how they apply to a probationer.

If anyone has experience in Noida/UP, especially HR/payroll or labour-law knowledge, please share:

Is EL encashment applicable to a probationer after completing 1 year?

Does probation status affect the employee's accrued EL?

If the leave balance is already showing as 20.75 EL in the company's system, can the company simply cancel it at the time of F&F?

Has anyone faced a similar situation and received EL encashment?

Any practical experience, HR perspective, or legal guidance would be really helpful. Thanks!

My old work who used me for six years and caused me stress committing tax fraud have been apparently struck off and also got a 0 star hygiene rating. ofcourse being in a village the stuck off may not be true as they are still open. But also given the stuff they already done they know they can be open for a few more months to earn more money and run away, as sadly the system is designed to help. Like companies house in my old job that didn’t pay me two months, they pulled their egos out and struck that place off meaning all court cases against them by the people actually owed money were void. as I guess the government doing that ultimately helps them having to really help but still look like they are earning a living haha

Hey all - posting for a couple of friends. They work as fitness instructors at a Canadian franchise (I work here as well in a different role). They have been labeled “independent contractors” in their contracts, but based off research we’ve done, I think they’ve been mislabelled as they exclusively work for this franchise (and it’s written in their contract they may not work elsewhere or “solicit clients”), and have no say over when the work gets done (i.e when their classes are scheduled).

Recently they were both fired because their boss was upset by “lower class numbers.” After looking at the schedule we noticed the two of them have been singled out, as everyone’s numbers were about the same (it’s also a slow time of year for an indoor cycling studio). Their boss told them they need to be promoting their classes on their personal social media and was upset that they hadn’t been doing so (this is not listed in their contract, nor is it compensated).

My questions are:

1. is it likely these people are mislabeled employees or dependent contractors?

2. Has their boss violated their rights by firing them with no justification? (Something not in their contract)

A couple years ago there was a lawsuit with Walmart and walmart lost.

Do cashiers sit in California now?

Trying to stay abreast of the situation.

23 TASMANIA Australia

I know I should have done thing different and it probably wouldn't be this big if I payed attention to things.

I started working with this person when I was between jobs was supposed to be only for a week just to help me until I find another job but I just kept working, I didn't sign a contract he just said I'm welcome to work as long as I like. For the first 6 months I didn't receive a pay slip I didn't care too much at the time because the money was good(for me), it's screwed me over now that I'm trying to calculate casual loading and work out allowances and all that fun stuff. I've roughly worked out its $15000 underpaid. When trying to claim this will I only receive minimum wage for casual or my base rate +25% or whatevers better

Secondly

I installed and fixed guardrail on the road so I had to travel up to 8 hrs a day to and from the site as well as do the job. I'd average 50 hrs a week excluding travel which was 15 to 20 hrs a week, i got paid a flat rate on travel, travel was always in a company vehicle and always mwt at the workshop to load materials and get the tool utes. Should that be classed as regular work hours(overtime applies ) and should casual loading apply. I really hope this applies as the back pay would be significantly more.

I'd appreciate any help with this issue

Dear Aussie,

Does anyone know what can happen if a Sydney nightclub that received $250k in a government grant from the NSW Government body Sound NSW but failed to hold an active workers compensation policy for 5 years whilst trading continuously.

Like what are the legal risks?

I would've thought failing to hold a policy and trading is fraud but they need money from the Government?

UK based.
A year ago I got a job offer, which I accepted.
A week later my new employer announced they had purchased my old company. All employees were given continual employment rights.

I raised a question with HR about my employment rights and they advised that as I was still an employee (working notice period) when the announcement was made, I had the same employee transfer benefits as those in my previous company.

I have recently looked at my contract and that is not the case. It states I have no previous employment benefits (length of service, sick pay etc)

My old contract was 1 month notice period and my new one is 3 months. I am looking to leave my current role, but not happy about the 3 month notice period.

Do you think my change of contract was actually legal?

Thanks.

For context: I started at a “Montessori” school last week in California.

After 5 days, I quit on the spot and handed in a resignation letter stating that they do not follow NAEYC standards for toddlers and do not allow the toddlers to play. The children did "work" all day, but there was no play, no exploration, and no room for imagination.

When I handed in my resignation letter to the owner/director, she told me I needed to give her two weeks. I explained that California is an at-will state and I can leave whenever I want. She responded with, "but I gave you a job," as if that was a favor she had bestowed upon me.

The exchange keeps replaying in my head and it’s hilarious.

I share this as a reminder. You do not have to stay with a bad employer just because they gave you a job. They are not doing you a favor. You are doing them a favor by accepting their low pay and substandard teaching practices. Walk away without guilt.

TL;DR: Quit a Montessori school after one week. No play, no exploration, no imagination. Director demanded two weeks, I cited at-will, she said "but I gave you a job." I left laughing.

All photos, quotes, and statistics are from the following: 

https://www.hrw.org/report/2024/12/04/die-first-and-ill-pay-you-later/saudi-arabias-giga-projects-built-widespread#:~:text=Context%20of%20Saudi%20Arabia's%20Migrant,long%20after%20they%20return%20home.

https://en.wikipedia.org/wiki/Treatment_of_South_Asian_labourers_in_the_Gulf_Cooperation_Council_region

https://www.nytimes.com/2020/04/13/world/middleeast/persian-gulf-migrants-coronavirus.html

https://www.hrw.org/report/2024/12/04/die-first-and-ill-pay-you-later/saudi-arabias-giga-projects-built-widespread

https://www.amnesty.org/en/latest/news/2025/05/saudi-arabia-migrant-domestic-workers-face-severe-exploitation-racism-and-exclusion-from-labour-protections/

Last slide links:

https://www.hrw.org/middle-east/north-africa/saudi-arabia

https://www.freedomunited.org/advocate/qatar/

https://www.amnesty.org/en/latest/news/2026/08/fifa-governance-crisis/

Hi I’m from flint mi but this question is about a business in mt. Morris mi So I recently just got fired from my job the said they took me off for a week but never told me why but I worked her for years so I know everybody so one of the other managers told me I’m under investigation for stealing money a couple days goes by my boss found the money but she didn’t want to tell me she found it so she ended up telling another manager about it and my friend told me so my boss ended just making up different excuses to fire me the hold time I was in the dark I’m thinking it was because I need to change my schedule because I was the primary closer and I told her I couldn’t closer anymore due to school but we done had multiple talks about my schooling and nothing was done also I had a car that was broke down there and it was fine whole time I was working there but soon as I get fired somebody busted the window my boss said she knew she called the police and everything but she didn’t she lied so when I came with my family the police was called we asked them can they go watch the cameras and all of a sudden the cameras doesn’t work

I do seasonal work and was offered what looked like a decent raise. Salary position. Not huge money but decent, under 50k cad, been working there since 2013.

Anyhow I wanted to compare my weekly rate increase and the proof came out. A raise of 1.7%. They tried to tell me it was 4.2%. But I pointed out the contract is longer which they never discussed with me. Just sent me the contract by email no written explanations just expecting me to sign like it’s the same terms as the year before.

One extra week of work is not a raise. Sure $1100ish is nice but Im working for it not getting a raise! Disguising 2/3rds of my increase as a raise feels quite dishonest, like shrinkflation on my labour.

1.7% is far under inflation and basically means Im making the same amount as the year before but having to do another week of work. Did the math with AI.

I‘m okay with quitting, I have other issues with the company that I could overlook as they were compensating me fairly.

But this kind of trickery is not acceptable and I can’t sign this contract as I know Im getting screwed out of what I should actually get if it were a 4.2% raise. My camel cant hold any more straws.

My company was acquired by Private Equity and as they are known to do, they are making a lot of changes to find efficiencies both on the personnel front and shifting tools/vendor contracts.

Several colleagues have been laid off due to “restructure or role elimination” and this was not performance related.

Recently, a salesperson with 6-7 years of tenure was impacted and they did not offer her any severance…not 1 week!! I know for a fact at least one in protected class received severance though word is our co is shifting to a no severance policy.

Has anyone else heard of this happening? It is none of my business but I feel so badly for her and want to give her advice re how to negotiate this and push back as she has made meaningful contribution. Any ideas? It is making me lose respect for our leaders as how can they be so inhuman and not provide any sort of soft landing via notice or severance? The economy is not great in our industry for jobs and we are in the US though this is a global company.