Thousands of workers left £500 out of pocket after pay error – your rights explained
THOUSANDS of Asda workers have felt ‘desperate’ after a payroll error left more than £500 out of pocket.
More than 11,000 errors have been made in recent months by the supermarket’s external payroll firm.
The wages of 5,500 workers would have been affected.
Supermarket staff told the GMB union their monthly wages could be £100-500 lower.
One worker, who lives in Greater Manchester, said the mistakes led to his benefits being cut.
They told the Guardian: “I have to borrow money just to pay my rent and feed my children.
“I wouldn’t have to do this if my salary was right.”
An Asda spokesperson said the supermarket giant was “sorry” some staff were not paid correctly.
He added: “It is imperative that our colleagues are paid correctly and on time and we are sorry that some people have been paid incorrectly in previous pay cycles due to an issue with our pay system.
“We have taken steps to ensure no one has been left behind and have worked closely with our payroll provider to resolve the issue and ensure colleagues are paid correctly and on time.”
Your rights in case of incorrect payment
Stephen Moore, partner and head of employment at law firm Ashfords, says any payroll deductions must be made with the consent of the employee.
This may be in the employment contract or in a written agreement between the employee and his boss.
But if there has been a failure to pay without an agreement, you can file a complaint with a labor court.
Stephen says it could be for unlawful withholding of wages or in county court for breach of contract.
Workers have three months and a day to file a complaint with a labor court.
But in county court, there is a longer time limit of six years to file a complaint.
Stephen says: “As a general rule, any deduction from an employee’s wages should be made
“Repeated failures by an employer to pay an employee’s salary could entitle the employee to claim that there has been a fundamental breach of their employment contract, to resign and to seek constructive dismissal before the labor court and claim compensation.”
Here’s how you can know your rights if you have a zero hours contract.
We’ve also explained how you might be entitled to two years’ holiday pay from your employer.