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Workforce Management

Final Paycheck Laws by State

When an employee leaves, employers have to know the legal requirements surrounding an employee’s final paycheck. Some state laws differ depending on whether the employee quit or was terminated. Regardless, the final check should contain the employee’s regular pay from the most recent pay period along with any additional types of compensation such as accrued PTO or a bonus if your state law and/or company policy requires.

To help employers, we’ve created this chart of state laws outlining when a final paycheck must be delivered, whether the employee quit or was fired. We will keep this regularly updated, but be sure to double check with your state’s department of labor.

State  If the Employee Quit  If You Fired the Employee 
Alabama There’s no law. There’s no law.
Alaska Next scheduled payday that’s at least 3 days after the employee gives notice. Within 3 working days of termination.
Arizona Next scheduled payday. Whichever is first: within 7 working days or next payday.
Arkansas Next scheduled payday. Within 7 working days.
California Within 72 hours or immediately if the employee gave at least 72 hours notice. Immediately.
Colorado Next scheduled payday. Immediately.
Connecticut Next scheduled payday. Next business day.
Delaware Next scheduled payday. Next scheduled payday.
District of Columbia Whichever is first: within 7 days or next payday. Next business day.
Florida There’s no law. There’s no law.
Georgia There’s no law. There’s no law.
Hawaii Immediately or next scheduled payday, depending on date of final notice. Immediately or next business day if conditions warrant.
Idaho Whichever is first: within 10 days or next payday. If employee makes a written request for earlier payment, within 48 hours of receiving the request. Whichever is first: within 10 days or next payday. If employee makes a written request for earlier payment, within 48 hours of receiving the request.
Illinois Immediately when possible but no later than next scheduled payday. Immediately when possible but no later than next scheduled payday.
Indiana Next scheduled payday. Next scheduled payday.
Iowa Next scheduled payday. Next scheduled payday.
Kansas Next scheduled payday. Next scheduled payday.
Kentucky Whichever is later: within 14 days or next scheduled payday. Whichever is later: within 14 days or next scheduled payday.
Louisiana Whichever is first: next scheduled payday or within 15 days. Whichever is first: next scheduled payday or within 15 days.
Maine Whichever is first: next scheduled payday or within 2 weeks of a demand from the employee. Whichever is first: next scheduled payday or within 2 weeks of a demand from the employee.
Maryland Next scheduled payday. Next scheduled payday.
Massachusetts Whichever is first: next paycheck or the Saturday that follows an employee’s resignation. Immediately.
Michigan As soon as amount can be determined but no later than next scheduled payday. soon as amount can be determined but no later than next scheduled payday.
Minnesota Next payday that’s at least 5 days after an employee’s last day but no more than 20 days after the last day worked. Within 24 hours of demand.
Mississippi There’s no law. There’s no law.
Missouri There’s no law. Immediately
Montana Whichever is first: next scheduled payday or within 15 days. Immediately, but employer can maintain a written policy that extends this time to the next payday or within 15 days.
Nebraska Whichever is first: next scheduled payday or within two weeks. Whichever is first: next scheduled payday or within two weeks.
Nevada Whichever is first: within 7 days or next payday. Immediately.
New Hampshire Next scheduled payday or within 72 hours (if employee gave at least one pay period’s notice). Within 72 hours.
New Jersey Next scheduled payday. Next scheduled payday.
New Mexico Next scheduled payday. Within 5 days for fixed amounts and within 10 days for variable amounts (commission etc.)
New York Next scheduled payday. Next scheduled payday.
North Carolina Next scheduled payday. Next scheduled payday.
North Dakota Next scheduled payday. Next scheduled payday.
Ohio Whichever is first: next scheduled payday or within 15 days. Whichever is first: next scheduled payday or within 15 days.
Oklahoma Next scheduled payday. Next scheduled payday.
Oregon Immediately if the employee gave 48 hours’ notice. Otherwise within 5 days. Next business day.
Pennsylvania Next scheduled payday. Next scheduled payday.
Rhode Island Next scheduled payday. Next scheduled payday.
South Carolina Within 48 hours or next scheduled payday. Within 48 hours or next scheduled payday.
South Dakota Next scheduled payday or when employee returns company property. Next scheduled payday or when employee returns company property.
Tennessee Within 21 days or the next regular payday whichever occurs later. Within 21 days or the next regular payday whichever occurs later.
Texas Next scheduled payday. Within 6 days.
Utah Within 24 hours (exceptions apply). Within 24 hours.
Vermont Whichever is first: next scheduled payday or next Friday. Within 72 hours.
Virginia Next scheduled payday. Next scheduled payday.
Washington Next scheduled payday. Next scheduled payday.
West Virginia Next scheduled payday. Next scheduled payday.
Wisconsin Next scheduled payday. Whichever is first: next scheduled payday or within one month.
Wyoming Next scheduled payday. Next scheduled payday.

Can an Employer Withhold a Final Paycheck?

Even if you fire an employee, you cannot withhold unpaid wages he or she is due. Nor can you make a final paycheck conditional. Failure to follow your state’s final paycheck laws can lead to penalties and fines.

RELATED ARTICLE: How to Terminate a Well-Liked Employee

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