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What to do if…
your commission or bonus is withheld or missing from your paycheck

Produced and maintained by PanicStation.org Published: Last reviewed: Editorial policy UK guide

Short answer

Do not resign, threaten resignation, or sign anything today just to unlock payment. Get the reason, the amount, and the scheme rule in writing, then compare them with your contract, commission plan, bonus scheme, payslip, and bank payment.

Do not do these things

  • Do not resign in the moment or threaten resignation as leverage.
  • Do not accept “we’ll sort it next month” without asking for a written amount, reason, and payment date.
  • Do not sign anything that changes your commission or bonus terms, waives claims, or accepts a clawback just to get paid.
  • Do not agree that a deduction or clawback is valid unless the employer shows you the clause, scheme rule, or written authority they rely on.
  • Do not argue in wide internal channels; keep it factual, private, and in writing to payroll, HR, or your manager.
  • Do not let an internal grievance make you miss time limits. For unpaid wage tribunal claims, the time limit is usually 3 months minus 1 day from the date you were not paid correctly.

What to do now

  1. Clarify whether it is delayed, reduced, withheld, or refused.
    Email payroll, HR, or your manager and ask for the amount withheld, the period it relates to, the reason, and the exact contract clause or scheme rule being used.

  2. Get the pay calculation on paper.
    Save your payslip or pay screen and your bank payment record. If the payslip is unclear, ask for an itemised calculation showing gross pay, deductions, net pay, and how the commission or bonus figure was reached.

  3. Save the evidence before anything changes.
    Keep copies of your contract or written statement, current commission plan or bonus scheme, target letters, sales confirmations, CRM or sales reports for the relevant period, emails saying targets were met, and past payslips showing the usual calculation method.

  4. Send one calm written correction request.
    State the amount you expected, the pay date, what was actually paid, and the documents you are relying on. Ask for either payment by the next payroll run or an off-cycle payment, or a written refusal with the precise reason.

  5. If they say it is “discretionary,” pin down what that means.
    Ask them to confirm in writing whether they are saying no bonus was awarded, or that a bonus or commission was earned but is being withheld, reduced, delayed, or clawed back.

  6. Name the issue without escalating the tone.
    If the scheme wording suggests you earned a contractual commission or bonus, say you believe this may be an unpaid wages issue and may involve an unlawful deduction from wages or breach of contract. Ask them to correct it or explain the basis for refusal.

  7. Use the formal internal route quickly if it is not fixed.
    Raise a formal grievance about non-payment or underpayment and follow your staff handbook if you have one. Ask for a meeting date, a written response, and whether you can bring a companion.

  8. Get external guidance early if it is still stuck.
    Contact Acas for help understanding your options. If you may need to go to an employment tribunal, notifying Acas for Early Conciliation is usually the first step, and it should be done within the relevant time limit.

What can wait

  • You do not need to decide today whether to quit, bring a tribunal claim, or instruct a solicitor.
  • You do not need a long argument tonight; a factual written request, the scheme wording, and the key figures are enough for now.
  • You do not need to settle every legal label now; focus on what was promised, what the rules say, what you earned, what was paid, and what reason the employer gives.

Important reassurance

A last-minute withheld commission or bonus can be a payroll error, a sudden scheme interpretation, or an eligibility clause being applied without clear explanation. Slowing the conversation down, keeping it in writing, and making the employer identify the exact rule can protect your position without forcing a rushed decision.

Scope note

These are first steps only: stabilise, document, and trigger the correct internal or Acas process. Later decisions may need specialist employment advice, especially if deadlines are close, you are being asked to sign something, or the amount is significant.

Important note

This guide is general information, not legal, medical, financial, therapeutic, or professional advice. Rights and outcomes depend on your contract, scheme wording, employment status, pay history, and the facts.

Additional Resources

Closely connected guides that may be useful during the same situation or its immediate aftermath.

About this guide

This guide was produced and is maintained by PanicStation.org using its published editorial process. Official and specialist sources are checked where relevant, and AI-assisted tools may be used for drafting, organisation, and consistency checks. The site operator remains responsible for publication, revision, and removal decisions.

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