Under what condition can payment of wages be delayed according to the labor code?

Under what condition can payment of wages be delayed according to the labor code?

• A. Employee request
• B. Force majeure circumstances
• C. Employer's financial difficulties
• D. Company policy changes

Answer: (B)

The labor code stipulates that payment of wages can be delayed specifically under force majeure circumstances. Force majeure refers to unforeseeable events that prevent a party from fulfilling a contractual obligation, such as natural disasters, acts of war, or other extreme situations that are beyond the control of the employer. In this context, if a company is faced with such uncontrollable events, they may have legitimate grounds for delaying wage payments without violating labor laws. On the other hand, employee requests for delayed payment is not acknowledged by the labor code as a valid reason for withholding wages. Similarly, an employer's financial difficulties do not qualify as force majeure and are generally expected to be managed without affecting employees' rights to timely payment. Lastly, changes in company policy are typically not sufficient grounds to justify the postponement of wage payments, as labor laws prioritize the timely compensation of employees regardless of internal policy adjustments. Therefore, among the given options, force majeure circumstances are the only legitimate reason accepted by the labor code for delaying wage payments.

The labor code stipulates that payment of wages can be delayed specifically under force majeure circumstances. Force majeure refers to unforeseeable events that prevent a party from fulfilling a contractual obligation, such as natural disasters, acts of war, or other extreme situations that are beyond the control of the employer. In this context, if a company is faced with such uncontrollable events, they may have legitimate grounds for delaying wage payments without violating labor laws.

On the other hand, employee requests for delayed payment is not acknowledged by the labor code as a valid reason for withholding wages. Similarly, an employer's financial difficulties do not qualify as force majeure and are generally expected to be managed without affecting employees' rights to timely payment. Lastly, changes in company policy are typically not sufficient grounds to justify the postponement of wage payments, as labor laws prioritize the timely compensation of employees regardless of internal policy adjustments. Therefore, among the given options, force majeure circumstances are the only legitimate reason accepted by the labor code for delaying wage payments.