I. Introduction

A payslip is more than a routine payroll document. In the Philippine employment setting, it serves as written evidence of how an employee’s wages were computed, what deductions were made, what benefits or allowances were paid, and whether the employer complied with labor standards. When an employer refuses to issue a payslip, the matter may indicate poor payroll practice, lack of transparency, or, in more serious cases, concealment of wage underpayment, unlawful deductions, non-payment of benefits, or non-remittance of statutory contributions.

The refusal to issue a payslip should be examined not merely as an administrative inconvenience, but as a labor compliance issue. Philippine labor law protects the employee’s right to be paid correctly, to understand how wages are computed, and to question improper deductions or deficiencies. A payslip is one of the most practical ways by which those rights are made meaningful.

II. What Is a Payslip?

A payslip, pay slip, salary slip, or payroll statement is a document given by the employer to the employee showing the details of compensation for a particular payroll period.

It commonly contains:

the employee’s name;
the payroll period covered;
basic salary or daily wage;
number of days or hours worked;
overtime pay, night shift differential, holiday pay, premium pay, commissions, allowances, or incentives, if any;
gross pay;
deductions;
net pay;
statutory contributions, such as SSS, PhilHealth, and Pag-IBIG;
withholding tax, if applicable; and
other authorized deductions, if any.

A payslip may be issued in paper or electronic form. What matters is that the employee is given clear access to payroll information and that the document accurately reflects the wage computation.

III. Legal Basis for the Issuance of Payslips

Philippine labor law requires transparency in wage payment. Employers are expected to maintain payroll records and inform employees of the details of their pay, especially where deductions are made.

The Labor Code and its implementing rules require employers to keep employment and payroll records. These records are important for determining compliance with minimum wage, overtime pay, holiday pay, service incentive leave, night shift differential, wage deductions, and other labor standards.

A payslip is also closely related to the employee’s protection against unlawful deductions. An employee cannot meaningfully question a deduction if the employer does not disclose what was deducted, how much was deducted, and why it was deducted.

Thus, even when the issue is framed as a “mere refusal to issue payslip,” the real legal concern is often whether the employer is complying with labor standards and whether the employee is being deprived of the ability to verify payment.

IV. Why Payslips Matter

Payslips are important for several reasons.

First, they allow employees to verify whether they were paid correctly. Employees need to know whether their basic pay, overtime pay, holiday pay, night shift differential, rest day premium, commissions, allowances, and other compensation items were properly computed.

Second, they help employees check whether deductions are lawful. Common deductions include SSS, PhilHealth, Pag-IBIG, withholding tax, salary loans, cash advances, insurance premiums, or company-authorized deductions. Without a payslip, deductions may be made without transparency.

Third, payslips are evidence in labor disputes. If an employee files a complaint for underpayment, illegal deductions, non-payment of benefits, or money claims, payslips may help prove the amount actually paid and the deficiencies owed.

Fourth, payslips are often required for personal transactions. Employees may need them for loan applications, visa applications, rental applications, school requirements, credit card applications, or proof of income.

Fifth, payslips promote accountability. Employers who issue detailed payslips are less likely to face disputes because wage computations are visible and easier to verify.

V. Is an Employer Required to Issue a Payslip?

In the Philippine context, an employer is generally expected to provide wage information to employees and maintain accurate payroll records. The obligation becomes especially important when deductions are made from wages. Employees must be informed of wage details, and employers must be able to show the basis of payment and deductions.

A refusal to issue payslips may be treated as a red flag in labor standards enforcement. Even if the employer verbally claims that wages are correct, failure to provide written payroll details can make it difficult for the employer to prove compliance if a dispute arises.

The employer’s duty is not limited to paying wages. It includes maintaining records and being able to demonstrate that wages, benefits, and deductions were properly handled.

VI. What Information Should Be Reflected in a Payslip?

A proper payslip should be clear, understandable, and complete enough for the employee to verify the computation. At minimum, it should show the gross amount earned, the deductions made, and the net amount paid.

A more complete payslip should include:

payroll period;
rate of pay;
days or hours worked;
overtime hours;
holiday, rest day, or premium pay;
night shift differential;
allowances or incentives;
gross pay;
SSS, PhilHealth, and Pag-IBIG deductions;
withholding tax;
loan or cash advance deductions;
other authorized deductions;
net pay; and
date of payment.

A vague document showing only “salary” or “net pay” may not be enough if it does not allow the employee to determine how the amount was computed.

VII. Common Reasons Employers Refuse to Issue Payslips

Employers may refuse to issue payslips for various reasons. Some are administrative, while others may indicate legal problems.

Common reasons include:

lack of payroll system;
informal or cash-based wage payment;
attempt to avoid documentation;
concealment of underpayment;
concealment of unlawful deductions;
non-remittance or incorrect remittance of statutory contributions;
avoidance of tax or payroll compliance;
treatment of workers as “contractors” despite possible employee status;
payroll errors that the employer does not want documented; or
misunderstanding of legal obligations.

A small business is not exempt from labor standards simply because it lacks a formal HR or payroll department. The obligation to pay correctly and keep records applies regardless of business size.

VIII. Refusal to Issue Payslip and Minimum Wage Compliance

One of the most serious concerns arising from non-issuance of payslips is possible underpayment of minimum wage.

Minimum wage rules vary by region and sector. If an employee is not given a payslip, it becomes harder to determine whether the employee received at least the applicable minimum wage, whether allowances were improperly counted as wage, or whether deductions brought the employee’s take-home pay below lawful levels.

Employees paid daily, weekly, semi-monthly, monthly, per piece, or by commission may all need payroll documents to verify compliance.

Where the employer refuses to issue payslips and pays in cash without documentation, the employer may later face difficulty proving that the correct wages were paid.

IX. Refusal to Issue Payslip and Overtime Pay

Overtime pay is another area where payslips matter. Employees who work beyond eight hours a day are generally entitled to overtime pay, unless exempt under applicable law or rules.

A proper payslip helps show:

regular hours worked;
overtime hours worked;
overtime rate applied;
total overtime compensation paid.

Without payslips, employers may deny overtime work or claim that overtime was already included in the salary. Employees, on the other hand, may rely on attendance records, time sheets, messages, schedules, or witnesses to support their claim.

X. Refusal to Issue Payslip and Night Shift Differential

Employees who work between 10:00 p.m. and 6:00 a.m. are generally entitled to night shift differential, subject to exemptions. Payslips should reflect night differential separately or at least in a way that allows the employee to confirm that it was paid.

When no payslip is issued, an employee may not know whether night differential was included, miscomputed, or completely omitted.

XI. Refusal to Issue Payslip and Holiday Pay

Payslips are also important in verifying holiday pay. Philippine labor law distinguishes between regular holidays and special non-working days, with different pay rules depending on whether the employee worked, did not work, worked overtime, or worked on a rest day.

A payslip should ideally show holiday pay as a separate item or include enough detail to confirm that the correct holiday rate was applied.

XII. Refusal to Issue Payslip and Service Incentive Leave

Employees who are entitled to service incentive leave may need payroll documentation to verify whether unused leave was converted to cash, whether leave was paid, and whether deductions were made for absences that should have been covered by available leave credits.

If the employer refuses to issue payslips or leave records, it becomes harder for employees to determine whether leave benefits were properly recognized.

XIII. Refusal to Issue Payslip and 13th Month Pay

Payslips may also be relevant to the computation of 13th month pay. The 13th month pay is generally based on basic salary earned during the calendar year. If the employer does not issue payslips, employees may have difficulty checking whether the 13th month pay was correctly computed.

A separate 13th month pay statement or payroll entry is good practice because it shows how the benefit was calculated and whether the correct amount was paid.

XIV. Refusal to Issue Payslip and Unlawful Deductions

The law generally protects employees from unauthorized or illegal wage deductions. Deductions must have legal basis, employee authorization where required, or be otherwise allowed by law.

Common lawful deductions may include:

SSS contributions;
PhilHealth contributions;
Pag-IBIG contributions;
withholding tax;
authorized loan repayments;
cash advances;
union dues, if applicable and authorized;
insurance premiums, if validly authorized; and
other deductions permitted by law or written authorization.

Potentially unlawful deductions may include:

deductions for business losses not caused by the employee;
deductions for broken equipment without due process or legal basis;
arbitrary penalties;
deductions for uniforms or tools where not legally chargeable to the employee;
deductions not authorized by the employee or law;
deductions used to shift the employer’s business expenses to employees; and
deductions that are unexplained or undocumented.

If an employer refuses to issue a payslip, employees may not know what was deducted. This undermines the employee’s ability to challenge unlawful deductions.

XV. Refusal to Issue Payslip and Statutory Contributions

Payslips often show employee deductions for SSS, PhilHealth, and Pag-IBIG. However, showing the deduction is not enough. The employer must also remit the correct contributions to the appropriate agencies.

A serious issue arises when the employer deducts amounts from the employee’s salary but fails to remit them. This may expose the employer to administrative, civil, and possibly criminal consequences depending on the agency and circumstances.

Employees should compare payslip deductions with actual contribution records from SSS, PhilHealth, and Pag-IBIG. If no payslip is issued, employees should still check their contribution records directly with the agencies.

XVI. Refusal to Issue Payslip and Tax Withholding

For employees subject to withholding tax, the payslip may show tax deductions. Employers are required to withhold and remit taxes where applicable and issue appropriate tax documents.

If an employer deducts tax but refuses to issue payslips or tax documents, the employee may later face difficulty proving income, taxes withheld, or compliance for personal tax purposes.

XVII. Cash Payment Without Payslip

Some employers pay wages in cash and do not issue payslips. Cash payment is not automatically illegal, but it creates evidentiary risks and compliance concerns.

If wages are paid in cash, the employer should still maintain payroll records and provide proof of payment, such as a payslip, payroll sheet, voucher, acknowledgment receipt, or similar document. The employee should be able to see the details of the computation.

An employer cannot avoid labor standards merely by paying in cash.

XVIII. Electronic Payslips

Electronic payslips are generally acceptable if employees can access, read, save, and print them when needed. Employers may provide payslips through email, HR portals, payroll apps, or downloadable PDF files.

However, an electronic system should not be used to deny access. If an employee cannot access the system, the employer should provide a reasonable alternative.

A good electronic payslip system should maintain confidentiality, accuracy, accessibility, and retrievability.

XIX. Confidentiality and Payslips

Employers sometimes argue that payslips are confidential. While salary information is personal and should be handled carefully, confidentiality is not a valid reason to deny an employee access to their own payslip.

The employee has a legitimate interest in knowing how their own wages were computed. The employer may regulate the method of release to protect privacy, but it should not refuse issuance altogether.

XX. Payslip vs. Payroll Register

A payslip is usually given to the employee. A payroll register is usually an internal employer record showing compensation details for multiple employees.

An employee does not necessarily have a right to see the entire payroll register of the company, especially if it contains the salary information of other employees. However, the employee should be given access to their own wage information.

XXI. Employer’s Burden in Labor Claims

In labor standards cases, the employer is generally expected to keep and produce employment and payroll records. If the employer fails to keep or produce records, doubts may be resolved in favor of labor, depending on the facts.

This is significant. A company that refuses to issue payslips and fails to maintain proper payroll records may weaken its defense in a labor complaint. The absence of payslips may support the employee’s claim that wages or benefits were not properly paid, especially if the employee presents other evidence.

XXII. Employee Evidence When No Payslip Is Issued

If the employer refuses to issue payslips, the employee should preserve alternative evidence, such as:

employment contract;
appointment letter;
job offer;
company ID;
attendance records;
time cards;
biometric logs, if available;
screenshots of schedules;
emails or messages assigning work hours;
bank statements showing salary deposits;
cash acknowledgment receipts;
screenshots of payroll app entries;
texts or chat messages discussing salary;
SSS, PhilHealth, and Pag-IBIG contribution records;
BIR documents;
company memos;
leave records;
payslips from prior periods, if any;
witness statements; and
personal records of hours worked and amounts received.

Employees should keep contemporaneous records. A personal log made regularly is more credible than a reconstruction made only after a dispute has begun.

XXIII. What Employees Should Do First

An employee should first make a polite written request for payslips. The request may be sent by email, HR ticket, letter, or company messaging platform. The request should be specific and should identify the payroll periods needed.

For example, the employee may request payslips for the last three months, for a specific year, or for the entire period of employment.

The employee should keep proof that the request was sent. If HR or management refuses verbally, the employee may send a follow-up message summarizing the refusal.

XXIV. Sample Written Request for Payslips

An employee may write:

Dear HR,

I respectfully request copies of my payslips or payroll statements for the payroll periods covering [insert dates]. I need them to verify my salary computation, deductions, and statutory contributions.

Kindly provide copies in printed or electronic form.

Thank you.

This type of request is professional, neutral, and useful as evidence if the employer continues to refuse.

XXV. What If the Employer Still Refuses?

If the employer still refuses to issue payslips, the employee may consider the following steps:

make a second written demand;
ask for a breakdown of salary, deductions, and net pay;
check statutory contribution records with SSS, PhilHealth, and Pag-IBIG;
gather evidence of actual salary received;
consult the company grievance procedure, if any;
seek advice from DOLE;
request assistance through the Single Entry Approach process; or
file a labor standards complaint or money claim, depending on the facts.

The proper remedy depends on whether the issue is merely non-issuance of payslips or whether there are related violations such as underpayment, illegal deductions, non-payment of overtime, or non-remittance of contributions.

XXVI. DOLE Assistance and Labor Standards Complaint

The Department of Labor and Employment may assist employees with labor standards concerns. If the employer refuses to issue payslips and there are suspected wage violations, the employee may seek DOLE assistance.

DOLE may require the employer to produce payroll records and other employment documents. If violations are found, the employer may be directed to correct them, pay deficiencies, or comply with labor standards requirements.

XXVII. Single Entry Approach

The Single Entry Approach, or SEnA, is a mandatory conciliation-mediation mechanism designed to provide a speedy, impartial, inexpensive, and accessible settlement procedure for labor issues.

An employee may use SEnA to raise concerns about unpaid wages, underpayment, illegal deductions, unpaid benefits, or refusal to provide wage records. During the conference, the employee may request that the employer provide payslips or payroll breakdowns.

If settlement fails, the employee may proceed to the appropriate complaint or case.

XXVIII. Money Claims Before the Labor Arbiter

If the refusal to issue payslips is connected with unpaid wages, salary differentials, illegal deductions, unpaid overtime, holiday pay, 13th month pay, or other monetary claims, the employee may have a money claim.

Depending on the nature and amount of the claim, jurisdiction may fall with the appropriate labor office or the National Labor Relations Commission. The classification of the claim matters, and employees should identify whether the issue is a labor standards inspection matter, a simple money claim, or a broader case involving dismissal or other causes of action.

XXIX. Constructive Dismissal Issues

Refusal to issue payslips alone does not automatically amount to constructive dismissal. Constructive dismissal generally requires acts that make continued employment impossible, unreasonable, or unlikely, or acts showing demotion, discrimination, bad faith, or hostile treatment.

However, refusal to issue payslips may form part of a broader pattern of employer misconduct. For example, if the employer refuses payslips, withholds wages, makes unexplained deductions, threatens the employee, removes work assignments, or pressures the employee to resign, the facts may support a broader labor complaint.

XXX. Retaliation Against Employees Who Request Payslips

Employees have the right to ask about their wages. An employer should not punish, harass, suspend, demote, transfer, or dismiss an employee merely for requesting payslips or questioning wage computation.

If retaliation occurs, the employee should document the retaliatory acts and seek legal assistance. Retaliation may become relevant in claims for illegal dismissal, constructive dismissal, unfair labor practice, or other labor violations, depending on the circumstances.

XXXI. Employer Defenses

Employers may raise several defenses when accused of refusing to issue payslips.

They may claim:

payslips were available through an online portal;
the employee failed to request them properly;
payroll records exist even if payslips were not individually issued;
wages were paid correctly;
deductions were authorized;
the employee already received payroll information;
the employee was an independent contractor, not an employee; or
the claim is exaggerated or unsupported.

These defenses must be assessed against evidence. If the employer has complete payroll records, proof of payment, contribution records, and employee acknowledgments, the employer may be able to show compliance. If not, refusal to issue payslips may damage the employer’s credibility.

XXXII. Independent Contractors and Payslips

Some companies classify workers as independent contractors and refuse to issue payslips. Instead, they may issue billing statements, invoices, or payment vouchers.

However, labels are not controlling. If the worker is actually an employee under the applicable tests of employment relationship, the employer may still be bound by labor standards obligations. In such cases, refusal to issue payslips may be part of a broader misclassification issue.

Workers should examine whether the company controls the means and methods of work, sets schedules, imposes rules, provides tools, pays regular compensation, and has the power to discipline or dismiss.

XXXIII. Probationary, Project, Seasonal, Part-Time, and Casual Employees

The right to wage transparency is not limited to regular employees. Probationary, project-based, seasonal, casual, and part-time employees are also entitled to be paid according to law and to understand how their wages are computed.

An employer cannot deny payslips simply because the employee is not regular. The form of employment may affect benefits and duration of employment, but it does not remove basic wage protections.

XXXIV. Household Workers

Household workers, or kasambahays, are governed by special rules. They are entitled to basic rights, including payment of wages and certain statutory benefits. While the form of documentation may differ from corporate payroll practice, the employer should still provide proof of wage payment and comply with applicable rules.

A kasambahay should keep records of wage payments, rest days, benefits, and deductions, especially where disputes may arise.

XXXV. Seafarers and Overseas Workers

Seafarers and overseas Filipino workers may have different documentation systems depending on their contracts, manning agencies, foreign employers, and applicable regulations. However, wage transparency remains important. Salary statements, allotment slips, remittance records, and contract documents may serve functions similar to payslips.

For these workers, the proper forum and governing rules may differ, so specialized advice may be necessary.

XXXVI. Data Privacy Considerations

Payslips contain personal information. Employers must handle them securely and should release them only to the employee or an authorized representative. Emailing payslips to the wrong recipient, exposing payslips in public folders, or allowing unauthorized access may create data privacy concerns.

However, data privacy cannot be used as an excuse to deny the employee access to their own wage information. The proper solution is secure release, not non-release.

XXXVII. Best Practices for Employers

Employers should adopt clear payroll practices to avoid disputes.

Best practices include:

issue payslips every pay period;
provide electronic access where practical;
ensure payslips show gross pay, deductions, and net pay;
separate statutory deductions from company deductions;
maintain payroll records;
secure employee data;
provide payslips promptly upon request;
correct payroll errors immediately;
train HR and payroll personnel;
avoid unexplained deductions;
remit statutory contributions on time; and
keep acknowledgment records.

Transparent payroll practices protect both employer and employee.

XXXVIII. Best Practices for Employees

Employees should also be proactive.

Employees should:

request payslips in writing;
save every payslip received;
compare payslips with bank deposits or cash received;
check statutory contribution records regularly;
ask HR to explain unclear deductions;
keep attendance and overtime records;
avoid signing blank payroll forms;
do not acknowledge receipt of amounts not actually received;
document verbal refusals; and
seek help early if wage violations are suspected.

XXXIX. Red Flags

The following may indicate deeper labor violations:

employer pays only in cash and refuses receipts;
employer refuses payslips for all employees;
deductions are made without explanation;
SSS, PhilHealth, or Pag-IBIG deductions appear but are not remitted;
overtime is worked but never reflected;
salary is delayed or incomplete;
employees are told not to ask questions;
HR refuses written requests;
workers are asked to sign payroll documents with incorrect amounts;
payslips show false entries;
employees are misclassified as contractors; and
employer threatens employees who request payroll records.

These facts should be documented carefully.

XL. Possible Legal Consequences for the Employer

An employer who refuses to issue payslips may face consequences depending on the surrounding facts.

Possible consequences include:

labor inspection findings;
orders to produce payroll records;
payment of wage differentials;
payment of unpaid benefits;
refund of unlawful deductions;
penalties for labor standards violations;
liability for non-remittance of statutory contributions;
adverse inference from failure to produce records;
increased exposure in illegal dismissal or constructive dismissal claims; and
reputational and employee relations consequences.

The refusal itself may be less serious than what it conceals. If the employer’s payroll is compliant, issuing payslips should not be difficult. Persistent refusal may therefore invite scrutiny.

XLI. Prescription Periods and Timeliness

Employees should not delay asserting wage claims. Money claims are subject to prescriptive periods. Delay may result in loss of recoverable claims, difficulty obtaining evidence, or weakening of the case.

Employees should preserve records and seek advice promptly, especially if the issue involves months or years of unpaid wages, illegal deductions, or unpaid benefits.

XLII. Practical Example

Suppose an employee is paid ₱18,000 per month. The employer deposits ₱15,500 every pay period but refuses to issue payslips. The employee does not know whether the deductions represent SSS, PhilHealth, Pag-IBIG, tax, loans, or other charges.

In this situation, the employee should request a written breakdown. If the employer refuses, the employee should check statutory contribution records and compare them with actual deductions. If deductions were made but not remitted, or if deductions were unauthorized, the employee may have grounds to seek DOLE assistance or file the appropriate complaint.

XLIII. Another Practical Example

An employee regularly works until 10:00 p.m. but receives the same salary every payday and is never given a payslip. The employer says overtime is already included in the salary.

This may be problematic. Overtime pay generally must be properly computed unless the employee is exempt. A payslip or payroll record should show whether overtime was paid. The employee should keep records of work schedules, messages, and attendance logs.

XLIV. Can an Employee Refuse to Work Because No Payslip Is Issued?

As a general rule, an employee should be careful about refusing to work unless there is a clear legal basis or serious circumstances justifying it. Failure to report for work may expose the employee to disciplinary action.

The safer approach is to document the refusal, request payslips in writing, continue preserving evidence, and seek assistance from DOLE or the appropriate forum. If the employer’s conduct involves non-payment of wages, unsafe conditions, harassment, or constructive dismissal, the analysis may be different.

XLV. Can an Employee Resign Because Payslips Are Not Issued?

An employee may resign for personal reasons or because of employer practices. However, resignation may affect the remedies available. If the employee resigns due to serious employer misconduct, the employee may later claim constructive dismissal, but this requires evidence.

Before resigning, the employee should document the payroll issue, request correction, and seek advice if significant money claims are involved.

XLVI. Can the Employer Charge a Fee for Copies of Payslips?

Charging an employee for ordinary access to their own recent payslips is generally poor practice and may be questionable, especially if the payslips were never issued in the first place. For old records or special certified copies, an employer may impose reasonable administrative procedures, but these should not defeat the employee’s right to access wage information.

XLVII. What If the Payslip Is Incorrect?

If the payslip is issued but contains incorrect entries, the employee should immediately request correction in writing. The employee should identify the specific error, such as missing overtime, wrong number of days, unexplained deduction, or incorrect contribution.

The employer should investigate and correct payroll errors promptly. If the employer refuses, the incorrect payslip may become evidence in a labor complaint.

XLVIII. What If the Employee Signed a Waiver?

Employers sometimes require employees to sign waivers, quitclaims, or acknowledgments stating that wages were fully paid. Such documents are not automatically conclusive. If the waiver was signed under pressure, without full understanding, or for an unconscionably low amount, it may be challenged.

An employee should not sign any document acknowledging receipt of salary, benefits, or final pay unless the employee has actually received the amount and understands the computation.

XLIX. Final Pay and Payslips

Upon separation, employees often need a final pay computation. This should ideally show unpaid salary, prorated 13th month pay, unused leave conversion if applicable, deductions, loans, tax adjustments, and net final pay.

If the employer refuses to provide a final pay breakdown, the employee may request it in writing. A vague final pay amount without computation may lead to disputes.

L. Employer Refusal as Evidence of Bad Faith

Refusal to issue payslips does not always prove bad faith. Some employers may simply have poor administrative systems. However, repeated refusal after written requests, especially when accompanied by wage discrepancies, unexplained deductions, or non-remittance of contributions, may support an inference of bad faith or non-compliance.

The employer’s conduct before, during, and after the employee’s request will matter.

LI. Remedies Summary

An employee facing refusal to issue payslips may:

request payslips in writing;
request a payroll breakdown;
preserve proof of salary received;
check statutory contributions;
document deductions and hours worked;
seek HR or grievance assistance;
file a request for assistance through SEnA;
seek DOLE labor standards assistance;
file a money claim if wages or benefits are unpaid;
file appropriate complaints for non-remittance of contributions; and
consult a labor lawyer for complex cases.

LII. Conclusion

An employer’s refusal to issue payslips is not a trivial matter. Payslips are central to wage transparency, lawful deductions, statutory contribution monitoring, tax compliance, and labor standards enforcement. In the Philippines, employers are expected to maintain proper payroll records and provide employees with sufficient information to understand how their pay is computed.

For employees, the best response is to make a written request, preserve evidence, check government contribution records, and seek assistance if the refusal continues. For employers, the best practice is simple: issue clear, accurate, and timely payslips every payroll period.

A transparent payroll system prevents disputes, protects workers, and strengthens the employer’s own legal defense. When wages are properly computed, there is no good reason to hide the computation.