Know your rights at work

Your offer letter or employment contract states your pay date and frequency. Many countries have rules on how soon after the pay period wages must be paid. If pay is regularly late, raise it with HR in writing and, if needed, with your local labour authority.

Generally only deductions required by law (such as income tax and social contributions) or that you have agreed to in writing, within what local law allows. Deductions you do not recognise should be explained to you - ask HR for the breakdown.

In many countries employers must give a pay statement showing earnings and deductions, and it is good practice everywhere. In EvoqHR you can view and download your payslips yourself from your portal.

Most countries have schemes funded by employee and employer contributions that provide retirement income, health cover, unemployment, or disability support (for example social security, national insurance, pension funds, or provident funds). Rates, wage limits, and who is covered differ by country and change over time, so confirm current rules with HR or your local authority.

Some countries require a lump sum on leaving after a minimum period of service (often called gratuity, severance, or end-of-service pay), usually based on salary and years worked. Eligibility and calculation vary widely, so check your contract and local law.

In some countries a bonus (for example a 13th-month salary) is required by law for eligible employees; elsewhere bonuses are discretionary and set by company policy or your contract. Your contract and policy state what applies to you.

In many countries employers withhold income tax from pay and provide a year-end statement of earnings and tax withheld (names vary, such as W-2, P60, or Form 16). You may need it to file your tax return. Timing depends on your country’s tax year.

This depends on your company policy and the laws where you work. Common types are annual or earned leave, casual leave, sick leave, parental leave, bereavement leave, and public holidays. Your leave policy and your portal show how many days you have.

Entitlements differ greatly by country: some provide many weeks of paid maternity, paternity, or shared parental leave by law, while others provide little. Check your contract, company policy, and local law, and talk to HR early to plan.

In some countries yes, in others it depends on company policy. Many organisations offer it voluntarily. Check your policy and local law.

Your manager can approve or decline leave according to the policy and business needs, which is why planning ahead helps. Leave that the law guarantees, such as statutory sick or parental leave, generally cannot be unreasonably denied. Carry-forward and encashment of unused leave follow your policy and local law.

Your organisation publishes a holiday list each year based on the national, regional, and company holidays where you work. In EvoqHR the holiday list is in your portal.

Most countries set limits on daily or weekly working hours, rest breaks, and weekly rest days, often with higher pay or time off for overtime. The limits vary by country and sometimes by industry or role. Your contract and local law decide the details.

Tell your manager or HR as soon as you notice and ask them to correct it. Keeping attendance accurate also protects your pay and leave balance.

Unless your role explicitly includes on-call duties in your contract, working hours define when you are expected to work. Some countries have a “right to disconnect”. If out-of-hours work becomes regular, discuss compensation or workload with your manager and HR.

Many countries require employers to prevent harassment and provide a way to report it, and some require a formal committee or procedure. Report to HR, your manager, or the designated channel, in writing if possible. Good processes are confidential and prohibit retaliation. You may also have the right to approach a labour authority or court.

Many countries require equal pay for equal or similar work and prohibit discrimination on grounds such as sex, race, religion, disability, or age. If you suspect unequal treatment, raise it with HR or your grievance process.

Start with your manager or HR. If your organisation has a grievance process or committee, use that. For unresolved legal issues such as unpaid wages, you can approach your local labour authority, ombudsman, or a legal adviser.

Employers generally have a legal duty to provide a safe working environment under the laws that apply to their sector and country. Report hazards or accidents to HR or your safety officer immediately.

It is set in your employment contract and sometimes by law - often between a few weeks and three months. You can ask to be released earlier or to buy out your notice if the contract allows it, and the employer must agree.

It should include pending salary, payment for accrued leave where your policy or law provides it, and other dues. Many countries require final pay within a set time after you leave, and many employers follow a fixed timeline in their policy. Ask HR for the date in writing.

It depends on your contract and local law. Termination is normally subject to the notice or pay in lieu stated in the contract, and dismissal for misconduct generally requires a fair process. If you believe you were treated unfairly, seek advice from HR, a union or representative, or a legal professional.

Issuing a letter of service after you complete your notice and clearance is standard practice. If it is delayed without reason, make a written request to HR and keep a copy.

Open Leave in your portal, choose the leave type and dates, and submit. Your manager is notified to approve it, and your balance updates automatically.

Your payslips and attendance records are in your self-service portal. You can download payslips as PDFs whenever you need them.

Depending on how your organisation has configured the portal, you can edit some details yourself or submit a change request that HR reviews and approves.

Only people whose role allows it, such as you, your manager, and HR. Data-protection laws in many countries, such as the GDPR in Europe and the UK, India’s DPDP Act, and various state and national laws elsewhere, give you rights over your personal data, such as access, correction, and complaint. Ask your HR team how to exercise them.

If your organisation has enabled it, submit your resignation from the Resignation section of your portal; HR then confirms your last working day and starts the exit checklist. You can also tell your manager first - follow your company process.