Ask for an itemised statement
The document should identify salary due, leave days, gratuity or scheme amount, notice, additions, deductions and prior payments. A single net figure makes it difficult to identify the source of an error.
Reconcile the dates
Check the employment start date, last working day, notice end date and any unpaid-absence days. A small date difference can affect salary, leave accrual and proportional gratuity.
Reconcile the wage basis
Compare the basic wage and total wage in the statement with the latest contract and payslip. If HR uses a daily rate, ask how it was derived and which component it applies to.
Mark each deduction as explained or disputed
A deduction should have a description, amount and supporting basis. Keep disputed deductions separate from arithmetic errors so the discussion stays precise.
Questions to ask HR or payroll
- Can you provide the calculation worksheet behind this total?
- Which leave report supports the unused balance?
- Has any advance already been deducted from payroll?
- Does this figure include the final salary period?
- What am I acknowledging by signing this document?
Frequently asked questions
Should I sign immediately to receive payment?
Read the wording first. A receipt, release or waiver can have different consequences, so request time to review unclear terms.
What if the total is close but not exact?
Ask for the itemised calculation. A small difference may be rounding, dates or one omitted day, but it should still be explainable.
Can a calculator prove the employer is wrong?
No. A calculator can expose assumptions and differences, but disputed facts, contract terms and legal validity may require official or professional review.
Official sources used
Rules can change and facts can be disputed. Review the source that applies to your jurisdiction and current circumstances.