r/WorkersRights

Hey everyone,

I want to share something and seek your advice.

My company has not paid my salary for the past eight months, yet I am still working here. On top of that, I haven't received any appreciation for my work. Instead, I am frequently scolded and spoken to disrespectfully.

I want to switch to another company, but I don't have recent salary slips because my employer hasn't been paying me.

Has anyone been in a similar situation? How can I find a new job without salary slips? Any suggestions or advice would be greatly appreciated.

Thank you.

[USA-PA] I’ve been on approved, paid medical leave for a while. I have about 3 months left. Boss has disciplined me 2x so far, and in expecting another action bc they made up a reason to have a meeting with me a week ago. Is it even legal to write someone up or dock pay while they’re on a disability leave of absence?

location: PA
my state job (PA commonwealth) sent me a letter saying i don’t qualify for fmla because i haven’t worked there long enough yet and need another two months before i’m eligible. because of that, the medical leave for 6 weeks my doctors told me to take is being put in as unpaid leave instead.
my doctors have already faxed over my notes and paperwork supporting my leave. i was recently in a car accident which gave me a severe concussion and i’m still going through medical testing, including upcoming mris, mras, and other appointments like physical therapy because of ongoing health issues that were exacerbated by the accident.
what’s freaking me out and confusing me is that the letter says employees on leave without pay have limited rights to return to work. when i’m cleared to come back, i only get my job back if there’s a position available. if there isn’t, my employment can end. I also was expecting to get paid by the end of this week since i do have PTO, i had no idea i wouldn’t be getting paid during this.
i didn’t just decide to stop working or take time off for no reason. i’m following my doctors’ recommendations and trying to deal with my health, and now i’m facing being unpaid and possibly not even having a job to come back to when i’m better. i’m apart of a union at my job and im thinking about bringing this to them but im just so confused. is there anything i can do? am i misunderstanding this?

this is what i was sent in the mail;
“Your absence does not qualify as leave under the Family and Medical Leave Act (FMLA) and cannot be approved. After commencing leave without pay (LWOP) absence, employees have limited return to work rights. Notify this office when you are released to return to work so that we can determine if there is a position available. If a position is not available, you will remain on LWOP absence until a position becomes available. If no position becomes available, your employment with the commonwealth will end at the exhaustion of the LWOP absence entitlement. If you do not act by July 14, 2026, you may lose your rights to LWOP absence and the absence may be charged to absence without leave (AW), which may include disciplinary action up to and including termination.”

England, male 26. 3k a month pre tax. No sick pay. This is a meaty one. Hands on, skilled employment of just under 11 years full time. (230v, 12v, gas, plumbing, bodywork, wood/ metal work, pushing pulling holding lifting and climbing)

A colleague played a prank on me on last day of the week. He heated a pile of coins up, called me over from the other side of the workshop SPECIFICALLY. I was going to the cafe on site, 3 minutes before tea break, and the workshop atmosphere is very relaxed for us around breaks and talking to collegues. CCTV WILL CAPTURE THIS TOO. I went over and picked up the coins as directed, unbeknownst to me they were really hot, resulting in 3X second degree burns on my left hand thumb, index and middle finger on the fingerprints and tips.

They blistered, and the skin has healed. However i have significant problems holding anything with my hand a month on. I also cant feel sensation in the fingers properly either. This is a big part of my job, i can do intricate woodwork, to using vibration tools, cutters, tools, pushing pulling holding things all day. I have pain with sensitive touches, grip, dexterity and tinging pains.

I have had over a month off now, £2.5k lost accounting SSP. Signed unfit to work AND drive from doctors and hospital 2 days after trying to sort myself out. I went through Vitality because NHS aren’t interested. I have an appointment with a plastic surgeon in a few weeks. Ongoing opioid painkillers.

I have a personal injury claim running to the side too, where they have yet to do any exams yet, they have started and built a case though. Claim letter submitted, insurer is figuring liability currently. My supervisor, workshop, HR and Health Safety officer all involved, all by email. Accident book was done, employee admitted by email he did the “prank” (not an intellectual chap), witnesses, all reported correctly. It is gross misconduct on his side but thats a separate problem. He can have a lesson on vicarious liabilities with my manager. (I have good working relations with all my seniors)

What id like to know:
-At what point can i expect a medical examination from the solicitors?
- Because fully functional hands are critical for my job, could this be career ending already? Because its been my only job, i cant really go straight into specifically skilled labour either… if thats the case, Future loss of earnings?
- Damages for pain suffering? Im aware its early days, and its not amputation, but loss of use, pains suffered, inconvenience and lifestyle massively suffered. (Very active gym lad)
- Can a plastic surgeons prognosis be used to inform my work on my capability to perform?
- What pay am i entitled to if they dismiss me?
-If they say i need to stay off sick, can i start seeking other employment?

Bonus point, whats going to happen to colleague? Was a mate but not anymore. Apologised but only because he had to, the pranks has breached 3 different codes of gross misconduct, which in same page if handbook, usually results in suspension and or dismissal.I replied to email saying i wouldn’t like to see him fired. It was stupid but nearly 40 with a teen at home, just married his wife, car mortgage etc, human element came out but thats out my hands. No pun intended.

I know deep down the company would probably see the back of me given chance anyway. Downsizing and having strong opinions. Its a very big, profitable company, 150 staff, one site. They have had a few claims and they never get to court.

If anyone has any thoughts, awnsers, even questions drop them below, got nothing but time and its helping me by talking to people, getting clarity. Cheers 👍🏼

My first ever reddit post too, sorry if i missed any crucial “Reddiquette”

I need some advice because I’m honestly in shock and don’t know what to think.
I work at a plasma center as a phlebotomist. A few days ago, I went to my Center Director because I had been the only phlebotomist sticking donors by myself for multiple nights in a row. From my understanding, this is against company policy, and I brought it to her attention because I was concerned about safety and staffing.

Fast forward to today, and I was suddenly
terminated for attendance points.

Here’s where I’m confused: I was told that I was late on June 13 and June 16, and that those late arrivals pushed me over the attendance limit. The problem is, I have screenshots of my timesheets showing that I clocked in BEFORE my scheduled start times on both days. I arrived at work almost an hour before my shift on both of those dates.

After reviewing my records, I contacted my Center Director and sent her the screenshots. Instead of telling me I was wrong, she responded that she would contact HR ASAP and have them review
everything.

I’m honestly confused and still in shock. Has anyone experienced something similar? If a company terminates you based on attendance points that appear to be incorrect, what are your options? Has anyone had a termination reversed because of an attendance error?

**Employment Timeline – Hospitalization and Termination**

**Employee:** Ben Ford
**Employer:** Flooring Company (approximately 7 employees)

**June 12, 2026**

Met with my supervisor regarding my performance.
During a 33-minute discussion, I was told my overall performance was a **“B/B+”** and my **problem-solving skills were an “A+”**.
No indication was given that my employment was in immediate jeopardy.

**Following June 12**

My supervisor learned I had interviewed for another position.
He told me he **might not bring me back** and compared interviewing elsewhere to **“cheating on your wife.”**

**June 17, 2026**

I experienced a serious medical emergency and was admitted to the hospital.
I immediately notified both company owners by text that I was being hospitalized.
I was later diagnosed with **stress-induced cardiomyopathy (Takotsubo cardiomyopathy)**. Testing showed no blocked arteries and physicians indicated the condition was stress-related.

**During Hospitalization**

My physician ordered me to remain out of work until **June 29, 2026**.
I informed my employer by text that I would be out until June 29 pursuant to my doctor’s orders.

**While on Medical Leave**

My paycheck was unexpectedly reduced by approximately **50%**.
I was never notified in advance of any pay reduction.
I am a salaried employee.
At the time, I also had accrued PTO available that had not been used.

**June 27, 2026**

Before my doctor-authorized return date, I discovered I had been terminated after my paycheck was direct deposited.
I was informed my termination was for **“poor performance.”**

**Additional Workplace Concerns**

My supervisor told me I had **“a touch of the tism.”**
He told me I needed to **seek therapy because I couldn’t handle stress.**
He frequently stated that he **didn’t need the company**, that he was **wealthy**, and that he was **well connected with political figures**.
I was not adequately trained for my position.
I regularly had to postpone customer installations because the company lacked funds to release customer materials.
Customers often directed anger toward me because of these delays
The owner allegedly attacked customers who left negative online reviews.
Both owners voiced concerns that they didn’t think the job was for me because of my health

**Potential Evidence**

Text messages notifying ownership of hospitalization and medical leave.
Doctor’s work restrictions through June 29, 2026.
Hospital records documenting stress-induced cardiomyopathy.
Pay stubs showing the reduction in wages.
Direct deposit records.
Text messages and other communications regarding performance, leave, and termination.

US authorities announce they will seize imports from two factories after investigation revealed garments were made for sportswear giant by exploited workers

Location: Alabama, USA

I was fired recently, and though contested via the union (USW) International Paper found me to be in violation of company policy. I (on my own time, full 24 hours off of work) stopped by the mill superficially on my way past it on unrelated travel. I simply left a letter requesting to be transferred to another sister mill possibly even out of state but willing to accept anywhere. Signed and dated it, and left with security without swiping my entry badge even being necessary to step into the public lobby and never crossed the gate, security boundaries, or attempted to do such. Hours later I caught myself in a domestic dispute over lies from my ex wife (technically still married and share full custody of my two minor sons at the time and month or two afterwards. Separated unofficially, and both living apart with our parents a town apart though.) Well I was supposed to see my boys and rightfully, agreed upon beforehand. Well arguments began over my kids being exposed strange men without my knowledge and even though it was a policy originating from my wife and her being jealous and controlling... I was apparently the only one restricted from introducing grown unrelated people (gf's, friends, cousins they hadn't met yet, ect) to my kids as I saw my 4 year old son in the back of a truck driven by the man she had just met. Well I pulled along the ditch 10-15 yards from the driveway and parked my truck and called her. She exploded being caught in a lie, and they nearly flipped in the highway turning "U", then accelerated violently and whipped into the drive way I had parked near (her mom and Dad's house was up the hill and fenced off with automatic gate entry only) Less than 15 minutes of waiting with intermediate states of being called via the house phone and her cell in which I'm berated and ridiculed for unrelated things and then she says get ready I called the cops... I'm still confused and bewildered and "BOOM" Obvious gunshot rings out, so I call the local station myself and they have an officer on the way so I hang up and instinctively feel for my handgun and instead of brandishing or even chambering a round into the chamber I make sure it's clear. Not wanting to get anyone hurt or make things worse I figure best bet, lock my weapon into my middle console of my truck, exit the truck and lock it (it wasn't running the whole time) and await the officer for assistance. Well he showed and apparently made many assumptions before arriving, because he immediately leaps out his vehicle aggressively telling me to empty my pockets and give him the gun!! I comply within reason asserting I'm unarmed and haven't fired anything but will allow my person to be searched and frisked but not my rights violated so my locked vehicle would require a warrant or something more than his insistence. Another officer shows onto scene and placed me under arrest cuffs me, emptied my pockets into my truck bed (I wouldn't get my license back at all and would be free from jail 5 days before granted the privileges of my phone, backup cell, and wallet containing all my cards and financial items used daily) Then the 2nd screamed where's the gun, to which I said to have a lawyer would be my first answer and the 2nd would come after that. Attempts to enter my vehicle, but seeing it's not unlocked, he forcefully removed my key (on a lanyard around my neck entire time) and said well it's not anymore, followed by the quick unlocking of my center console and further confascation of my .25 caliber handgun with verbal affirmation that I was a criminal and going to jail. I did, was held 5 days... yada yada yada. Well after making bond and being outside of jail less than 1 hour, I'm called (on my mother's cell weirdly as mine was in evidence at the Pine Hill PD for another 5 days) and informed I was suspended pending an investigation and not to return to work. 3 months without any word to finally make contact with the mill through persistent HR contact via phone being told I'd hear when they decided the investigation was done. Well they said my father in law (who is completely irrelevant from the situation besides being the house my kids were forced to reside in temporarily) who was not at the property during or following the event was AT THE MILL DOING HIS REGULAR 12 HOUR SHIFT THATS OPPOSITE MY SHIFT!! He was obviously being harassed by me and my stop at the mill to drop off a letter for transfer was proof somehow that it was the sole instigator in my decisions. I didn't see him and actually hadn't spoken to him in months and had no desire to nor him to I. I was his son in law at best, now estranged from his daughter... We dont speak or want too. EVER. Well l was terminated and even after the union supported me the company upheld my termination and reasoning as they originally stated they perceived it. Also despite 100's of cameras and strict entry through swiping of ID cards ONLY, that I had crossed the gate into mill property off the clock and engaged with the man in question. Despite both me being visible for the short (maybe 5-8 mins) duration I was there And then still visible on them as I left the building into the parking lot, into my vehicle, and clearly within 10+ cameras range as I exited the lot and drove away. I'm told they aren't allowed to look so they can't use them either way.. all 100's despite me being a member of the general public at the time, and refusing to even give a timeframe I supposedly did this. Despite it being mid afternoon 1-3 p.m when I was there, our shifts universally starting at 5 for all 4 shifts (A,B,C and D shifts) and it being a documented violation for attempting to clock in or enter work areas before 4:53 approximately 7 minutes prior and employees actively being disciplined for attempting to come earlier for valid reasons or just to get a head start arriving. I'm utterly flabbergasted and had to explain my marriage and it's end with my custody and infidelity problems as the panel of hr and management (over the phone no less to at least 5 strangers and 3 people I knew irl through work and being ridiculed for it) after it was over and 15 more days of silence (phone meeting was 06/15/26 and was suspended March 21st this year without payment or benefits and terminated back in April on 19th of this year) despite a promise of resolution after maximum 10 days I just today (06/29/2026) was informed via text from my union representative that it was official and upheld. How can I be terminated on essentially my one day off, for trying to visit my kids?? Am I missing something or is this a legitimate thing? Proof and confirmation of supposed harassment claims and termination all available, email from the GM of entire plant states plainly the reasoning, but the reason is truly I'm a recently out gay man in rural Alabama and my wife's family holds several key positions (her dad A operator in pulp departmen, uncle billy was union president now ERT and fire chief, her uncle Keith and his wife are top in paper machine department, 1st cousin is literally above me in my department (power) and even same shift, and not to mention since split she's apparently dating multiple such as the current union rep for my department is actively sexting her, which she even showed me) now I'm destitute and have no way of paying my child support, 401k I had is the only way I got it paid the overdue 2741.98. and only just today... I have her false charges of endangerment to argue against in criminal court, plus the guy she's seeing somehow signed a warrant for endangerment as well (2 charges somehow) so those I have to contest in smaller city court, but they aren't legally obliged to appoint me a lawyer for some weird reasons of misdemeanor charges don't get appointed lawyers anymore unless the punishment is certain jail time if guilty. Not sure how that works but I can't afford my own outside lawyer since I haven't been paid since I was suspended in March. Is this even legal to be terminated this way? I'm so screwed and miss my kids. But just want my job or a valid reason I shouldn't be employed... Anyone read this far? What do you think if so, and can I do ANYTHING? 🥺

Location: Around Philadelphia, USA because I do what I’m told what to do)

I’ll keep it short, wife works for a large food company, multibillion dollar, she had a FMLA Claim that was up for renewal. First thing to admins; she abused the hell out of it. To the point it caused issues with us, but that’s beside the point. She knows she fucked up and put a target on her back. The 3rd party management co for the FMLA claims was late in submitting her paperwork for a renewal. Not her fault. The “co” fired her based upon attendance. Tallied up she would be next up at the gallows. It’s been months and I mean MONTHS, without her income, and it’s put a severe financial strain on us. They just came back with a second offer; first offer was new hire, no seniority, keep vaca; we said we want seniority (it’s the life blood of your personal time to have seniority). This offer is no back pay, keep seniority, keep vaca, get a better shift. We spoke to a lawyer we’ve become friendly with, but he won’t say without looking at the details if he would suggest we fight. We need her income, but we also need her back pay. This offer is essentially admitting fault so they are demanding the she sigh her legal recourse right away to accept the new offer. They also are putting a clock on it, in what I assume to be a don’t ask too many people you’ll realize we’re f’n you.

Question; decline the role since the need is there and it would show the employer really needed the money or accept to the role take a gut punch from JornFraser

Unredacted details; FMLA = USA; state doesn’t really have a take on the situation. State sucks anyways when it comes to employee protections.

Any thoughts or suggestions

So I have been at my first post grad job for about 6 months and I find it somewhat satisfying and the pay is ok. It is in an industry I am passionate about and there is guaranteed advancement after certain time periods.

In this six months however, I have learned to automate and streamline the work I do. I have the experience and knowledge to build this automation into its own product which could be useful across the entire industry, as it would be a first of its kind.

The problem however, is the my current employment agreement has a very encompassing IP policy stating that anything (code, algorithms, literally anything) related to the business of the company is owned by the company, even if I build it on my own time, own machine, etc. Of course I signed this when I got hired because I had no idea I would come up with what I have.

Is there any way around this other than quitting, building it, and trying to then make it its own company? I would love to build it and then partner with my employer but this seems risky. Has anyone had experience with agreements like this?

I’ll admit out the gate that I was naive to how this is supposed to function.

I am a florist in NC, and I picked up some hours freelancing with a company last October. That ended up rolling over into them putting me on their schedule each week, and I needed the hours so I kept coming. No paperwork was signed.

They would make my schedule, I would use their supplies, they would dictate my design, and I’d get paid (late, always) via Venmo or Zelle.

Fast forward to the end of June, and when I go to resign, my former employer makes a point to emphasize that I’m just a contractor and don’t need to give a notice. She tried to get me to sign a contractor agreement a couple weeks ago but I didn’t sign it.

I’ve come to learn that she is likely misclassifying my employment to avoid the taxes. Even the employees that are on W2s still haven’t gotten theirs from 2025.

She has dozens of employees and this is likely a much deeper operation than just me.

I am supposed to get paid today and then my final check 7/15. After that, I want to know what my next steps should be. I have all of the screenshots of my hours, and payments from her.

What are my rights? What are the smartest steps for me to take?

I’ve definitely learned from this mistake on my end so spare the lecture please, I just want to assure I don’t just tuck my tail and let her keep doing this.

Last year I posted on here a Email from our VP in response to working conditions at Pulse Medical, and the retaliation I received afterwards.

Well I’m happy to announce that the NLRB ruled that my case has merit! They have ruled that I was wrongfully terminated.

Let this be a reminder that you DO have a voice, and you DO have rights as a worker. Never forget to use them!

I need an immediate release from my company due to my mother’s health issues and to take care of her but they are asking me for a buy-out or to serve a notice period of 60 days. I don’t want any of them.
I wanted a notice waiver and immediate release. What could be the consequences of absconding.

Hi everyone,

I’m looking for some advice regarding Ontario employment standards. I currently work at a retail store where I am always scheduled to work entirely alone.

Our employer allots us a 30-minute unpaid break. However, because I am the only person in the store, my employer’s unwritten policy is that if a customer walks in, I must immediately pause my break, serve the customer, and then resume my break afterward. (There actually isn't any policies, documentation, or anything that I signed when I first got employed, which I've never had that happen in a job before)

Essentially, my 30 minutes gets fractured into multiple random "micro-breaks" depending entirely on store traffic. If I am forced to come off my break, they dock me the full 30 minutes but just allow me to extend my shift/break until I eventually hit a combined 30 minutes of downtime. There are no written policies about this, but management expects it.

I feel like this is illegal under the ESA because I am never actually "free from work" or able to leave the store—I’m essentially on-call the whole time.

My questions are:

Is this practice explicitly illegal in Ontario?

If I speak up, they will 100% retaliate against me or make my life miserable. What can I do right now to protect myself and document this while I am still employed there?

Can I report this anonymously to the Ministry of Labour without them tipping off my boss that it was me?

Thanks in advance for any insights or advice on how to navigate this safely.