When employment comes to an end, the entitlement to any further pay also comes to an end. The final payment is due to the employee on the last day of work, unless otherwise agreed. For example, it may have been stated in the employment contract that the final payment will by carried out on the next customary pay day, following the departure of the employee.
If employees have not used all of their annual leave entitlement at the time of leaving the company, the remaining days of their annual leave will be paid in cash in conjunction with their final wages or salary.
If the payment of the final wages or salary is delayed beyond the agreed date of payment, the employee is entitled to interest on the delayed payment as decreed by law and to full pay in addition for each day of delay, however not exceeding six calendar days. If, however, the amount owing to the employee is unclear or disputed, or if the delay in paying the employee was caused by a calculation error, the employee is only entitled to be paid for the days of delay if the employee notifies the employer of such delay within a month of leaving the company and if the employer has not paid in full within three working days from the date of such notification. Then the entitlement to pay for the days of delay will commence at the end of the three day period for payment which had been set aside for the employer.