Begin a wage claim with a month-by-month table of contractual pay, accrued pay and payments actually received. Article 41 of the Labour Code concerns remuneration. Reconcile the agreement, payroll records, bank entries and time sheets; identify each month and due date rather than presenting an unexplained lump sum.
Applicable legislation: Labour Code of Georgia, Civil Procedure Code
Calculating delayed wages
Article 41(4) of the Labour Code provides 0.07% of the delayed remuneration or settlement amount for each day of delay. It does not apply to the forced-idleness compensation under Article 48(9). A demand should separate the principal wage debt from the daily delay charge and identify the contractual payment date.
For example, GEL 2,000 outstanding for 20 days produces GEL 28 under this formula (2,000 × 0.0007 × 20). Check the start and end dates against the employment contract and actual bank credits. Attach payslips, time records, the agreement and correspondence; do not assume the delay charge replaces the principal.
Relevant statutory provisionHow to frame the demand
Prepare a period-by-period schedule showing the sum owed, contractual due date, payments received, days overdue and residual balance. This is essential where several partial payments were made. Match each bank transfer to a wage period rather than assuming the latest transfer settled the oldest debt.
Relevant statutory provisionApplying the rule in practice
If February pay was GEL 2,000 and GEL 1,250 was received, show a separate GEL 750 balance with the banking date and any supplementary-pay basis. March should have its own row and evidence.
Identify each disputed component
Identify whether the dispute concerns base pay, overtime, a contractual bonus, compensation or another sum. Each component may require different proof. Collect the agreement, amendments, schedules, bank records and communications. For performance-related bonuses, examine the objective conditions and proof of achievement.
Prepare an itemized calculation
Prepare a period-by-period schedule showing amount due, due date, actual payment, shortfall and evidence. Reflect partial payments. One unexplained total is weak when several periods or pay components are involved. Assess any tax withholding or agreed adjustments under applicable rules.
Request reconciliation in writing
A written reconciliation request can identify the period, calculation and requested response. Retain evidence of delivery. If the employer disputes liability, ask for the specific factual or legal grounds. Informal discussion does not stop a statutory deadline unless applicable law expressly provides otherwise.
A common evidence gap
Overtime disputes often turn on whether extra work was required or accepted and how long it lasted. Time records and supervisors' directions may matter. Bonus disputes arise when promises lack defined performance criteria. Employers should prevent ambiguity through transparent, consistent policies.
Choosing the route forward
Depending on the claim, options may include internal resolution, negotiation, a competent authority or court. The route depends on employment facts and current procedure. Settlement should clearly state payment amounts, dates and any release. Employees should understand precisely which rights are and are not being settled.
Example: partial salary payments
Where some pay was transferred and some not, calculate each pay period separately: agreed amount, actual payment and balance. Establish the basis for bonuses, overtime or salary changes and collect relevant work records and correspondence. A bank transfer history proves payments but does not always prove hours worked. If the parties negotiate installments, preserve the amount outstanding and define whether other claims are affected.