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Create a Unpaid Salary and Dues Notice
What this document does
An employee's written demand for unpaid salary and full-and-final dues, and for the release of employment documents. It records the employment, itemises what is owed — salary, notice pay, leave encashment, bonus, reimbursements — and names any papers the employer is holding back, such as a relieving letter, experience certificate or Form 16. Served by the employee. The employer's own statement of what it is paying out on exit — with the employee acknowledging receipt — is the Full & Final Settlement.
Notice
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Unpaid Salary and Dues Notice
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What else is in it — 5 clauses, 5 optional
- 01
Who the notice is from and to
The head of the notice: the place and date it bears, who it issues from, and everyone it is addressed to. Recipients are entered here rather than through the party picker — a notice is served on its recipients, not agreed with them, and the Sender is its only signatory.
- 02
Subject
The one line a recipient reads first, and the line the notice is later found by in a file. Written by the Sender rather than composed from the facts — those live on other clauses, and a clause cannot read another clause's data.
- 03
The employment
Who the Sender was, what they did, from when to when, and on what salary. Establishes the relationship the dues arise from.
- 04
What is owed
The dues itemised, because they almost never are a single sum: salary for particular months, notice pay, leave encashment, bonus, reimbursements. Nothing computes the total — it is the figure the Sender states, and it should be one the Sender can explain from the items listed.
- 05
The demand
The call to pay and to release the documents, and the time the Sender allows. The period is the Sender's own — the statutes govern when wages fall due, not how long a demand letter should allow — and nothing computes a date from it.
After it is drafted
Getting it to the recipient
A notice takes effect when it reaches the person it names rather than when it is signed, so how it travels matters about as much as what it says. Registered post with acknowledgement due is the usual choice because it produces both a receipt and a card that comes back; courier and email do the same job where the agreement or the statute allows them. Whichever route it goes by, what it leaves behind is the part worth having.
Keeping the proof it was sent
The postal receipt, the acknowledgement card when it comes back, the courier's tracking printout, the delivery report on an email — whichever way it travelled, that record is what shows the notice went out and when. It tends to matter more later than the notice itself, because a recipient who says nothing reached them is answered by a receipt rather than by a copy of the letter. An envelope that comes back refused or unclaimed is worth keeping unopened for the same reason: refusing a notice is generally not treated as having escaped it.
Letting the period run
The period this notice gives runs from when it reaches the recipient, not from the date it carries — which is why the proof of sending matters for working out when it ends. Moving before it expires tends to undercut the notice, since the point of naming a period is to have given it. If a reply arrives, it is worth keeping with the proof of service: what the other side admits in writing can matter as much as what they refuse.
Where a wage claim goes from here
There are three routes and which one is open depends on what the employee is. An employee covered by the wage legislation has a statutory claim before the authority appointed under it, which is cheaper and faster than a court. Gratuity has its own controlling authority, separately. An employee outside both falls back on a civil claim on the contract. The statutory routes carry their own time limits, and those are not the period given in this notice and are often shorter than people expect — worth checking early rather than after waiting to see if the employer pays.
Documents being withheld
A relieving letter, an experience certificate or a Form 16 held back is a grievance in its own right rather than part of the money claim, though it usually travels with it in the same proceeding. Worth listing them separately from the wages when you take advice, because the remedy for each is different.