English · Deutsch – Gehalt und vertragliche Vergütung
Identify the legal basis for each pay component: contract, collective agreement, works agreement, statutory rule or another binding arrangement. Labels such as discretionary or voluntary do not always settle entitlement.
What needs checking
Bonus targets, timing, eligibility, absence and exit terms need to be read together. Check overtime and minimum-wage compliance separately. A payroll error should be investigated against the actual hours and the relevant agreement.
Practical next steps
Keep targets and award decisions in writing. When a claim arises, identify due dates and any valid exclusion periods before deciding whether to negotiate, correct payroll or defend the claim.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
Read the full topic guide and legal sources · All services
Updated: 8 November 2026.
Further practical examples
Illustrative scenarios; these are not reports of client matters or promised outcomes.
Scenario 1
An allowance paid for years is stopped. Contract terms and actual practice require assessment.
Scenario 2
Payroll records fewer hours than the time system. Records, pay rules and corrections are reconciled.
Scenario 3
A bonus is refused despite target achievement. Agreement, calculation and due date are reviewed together.