This page provides general information only and is not legal advice. LawBridge is a platform that connects clients with lawyers, not a law firm, and does not provide legal services. For advice about your specific situation, consult a qualified lawyer.
Quick Answer
If a foreign employer hasn't paid wages owed for work carried out in another EU country, Brussels Ia Regulation generally lets the employee sue where they habitually work or where the employer is domiciled, and Rome I Regulation ensures mandatory wage-related protections of the workplace country can't be removed by a chosen foreign law. Enforcing a resulting decision against the employer may itself require a separate cross-border enforcement step.
Quick Facts
- Jurisdiction framework
- Brussels Ia Regulation (EU) 1215/2012 — employee-protective rules
- Applicable law framework
- Rome I Regulation (EC) 593/2008
- Who this applies to
- Employees owed wages by an employer based in a different EU country
- Typical first step
- Document exactly what's owed and confirm where you habitually carried out the work
Your Options
Pursue the claim where you habitually work
Usually available regardless of what the contract's jurisdiction clause says.
Pursue the claim where the employer is domiciled
An employee-protective alternative under Brussels Ia.
Enforce a decision cross-border, if the employer has assets elsewhere
A favourable decision may still need a separate step to enforce against assets in another country.
Steps to Take
- 1
Document the unpaid wages precisely
Amounts, periods, and the basis for the claim under your contract.
- 2
Confirm where you habitually carried out the work
The basis for both jurisdiction and mandatory wage protections.
- 3
Send a formal written demand
Often a practical prerequisite, and useful evidence, before formal proceedings.
- 4
Bring the claim in a court with jurisdiction
Where you work, or where the employer is domiciled.
- 5
Get country-specific legal advice on enforcement
A judgment is only useful if it can actually be enforced against the employer's assets.
Documents You May Need
- Employment contract
- Payslips and bank statements showing (non-)payment
- Records of hours/work performed, if relevant
- Written correspondence with the employer about the unpaid wages
- Proof of the employer's registered address/domicile
Common Mistakes to Avoid
- Assuming a foreign employer can't be sued from your own country
- Not keeping detailed records of hours worked and amounts owed
- Waiting too long before raising the issue formally
- Assuming a favourable judgment automatically results in payment, without considering enforcement
Risks & Deadlines
Wage-claim limitation periods vary by country
Requires legal review for the specific country — deadlines for bringing an unpaid-wages claim differ, and mandatory protections under Rome I don't remove the need to act within them.
A judgment may need a separate enforcement step
Requires legal review for the specific country where the employer's assets are located — obtaining a decision and enforcing it against assets are two different processes.
Estimated Costs
- Court filing fee: Requires legal review — varies by country, often reduced for wage claims
- Initial lawyer consultation: Varies by lawyer and country — ask for a quote upfront
- Cross-border enforcement of a judgment: Requires legal review — depends on the country
When to Contact a Lawyer
- The employer disputes that wages are owed
- You're unsure which country's courts to approach
- A favourable decision needs to be enforced against assets in another country
- The unpaid amount is significant or has been outstanding for a long period
Frequently asked questions
If the Czech Republic is where you habitually carried out your work, generally yes — Brussels Ia's employee-protective jurisdiction rules are designed for exactly this situation.
Employment-specific EU rules limit how much a jurisdiction clause can restrict an employee's options — it's worth checking rather than assuming the clause is the final word.
You may need a separate cross-border enforcement step to reach the employer's assets, which follows the procedure of the country where those assets are located.
No. LawBridge is a platform that connects you with independent lawyers — it does not itself provide legal advice or legal services.
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