👔 Employment & wage disputes

Unpaid salary demand letter for South Africa

Salary paid late or not at all, overtime withheld, or final pay never processed after you left? Get a firm, professional demand letter that quotes the BCEA and sets a deadline — drafted in under two minutes.

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Unpaid salary Withheld overtime Final pay & leave Unlawful deductions Notice pay

When an employer withholds pay, the power imbalance makes people hesitant to push. A calm, professional written demand shifts that dynamic without burning the relationship: it shows you understand your rights under the Basic Conditions of Employment Act, states exactly what's owed, and makes clear you're prepared to involve the Department of Employment and Labour or the CCMA. Most employers settle rather than face that.

When to send an unpaid salary demand letter

  • Unpaid or late salary — wages not paid on the agreed date, or paid short.
  • Withheld overtime or allowances — hours worked but not paid, or agreed allowances dropped.
  • Final pay after leaving — outstanding salary, notice pay and accrued leave not paid out on termination.
  • Unlawful deductions — money taken from your pay without your written consent or a legal basis.
  • Commission or bonuses owed — amounts earned under your contract but not paid.

Which South African law applies

The rules your letter can reference The Basic Conditions of Employment Act 75 of 1997 requires wages to be paid regularly and in full, restricts deductions from pay, and requires outstanding amounts — including accrued leave — to be paid on termination. The National Minimum Wage Act 9 of 2018 sets the wage floor, and the Labour Relations Act 66 of 1995 governs unfair labour practices relating to benefits and pay.
Good to know A demand letter is the right first step for money that is clearly owed. If your situation involves a dismissal you believe was unfair, strict time limits apply at the CCMA (generally 30 days), so act quickly and consider advice.

What to include in your letter

  • Your name, position and the employer's name.
  • The amounts owed, broken down by period and type (salary, overtime, leave, notice).
  • The dates the payments were due.
  • A clear demand for payment and a firm deadline.
  • Notice that you'll refer the matter to the Department of Employment and Labour or the CCMA if unpaid.

Let LetterUp draft it for you

Tell us what you're owed and for which period. You'll get a professional demand PDF that quotes the BCEA — for R79, no account needed.

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Where to escalate if they don't pay

1
Send your written demandGive the employer a clear deadline and keep proof that it was sent and received.
2
Department of Employment and LabourIts inspectorate enforces the BCEA and can investigate an employer that fails to pay wages that are due.
3
CCMA or the courtsThe CCMA handles certain pay-related and unfair labour practice disputes; the Labour Court and civil claims are available for amounts owed. Mind the time limits.

Frequently asked questions

What if my employer hasn't paid my salary?

Start with a written demand setting out the amounts, the periods and a deadline. Failing to pay wages due breaches the BCEA. If the employer still won't pay, refer the matter to the Department of Employment and Labour, or the CCMA for an unfair labour practice.

Does my employer have to pay me on time?

Yes. The BCEA requires wages to be paid regularly and in full, and final pay — including outstanding leave — on termination. Unauthorised deductions are restricted. Your letter can cite these obligations directly.

How much does the letter cost?

R79 as a once-off payment — no subscription and no account required.

Where do I escalate?

Lodge with the Department of Employment and Labour's inspectorate, or refer certain disputes to the CCMA. For amounts owed, the Labour Court and civil remedies may apply — but a written demand should always come first.

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8 categories · SA law · R79 · 2 minutes.

LetterUp is a document preparation service, not a law firm. Letters drafted on this platform reference applicable South African legislation but do not constitute legal advice and do not create an attorney-client relationship. Employment disputes can involve strict deadlines — for dismissals or complex matters, consult a qualified South African attorney or the CCMA promptly.