Did you know that you may have a limited amount of time in which to give exiting employees their final pay checks?

The guidelines noted below are general in nature; special rules or exceptions may also exist. Check with your state agency or collective bargaining agreements if you have questions.

  • ALABAMA – no provision.
  • ALASKA. All – 3 working days.
  • ARIZONA. Fired – earlier of next regular payday or three working days. Quit – next regular payday.
  • ARKANSAS. Fired – within seven days after demand or request.
  • CALIFORNIA. Fired – at once. Quit – 72 hours or at once if 72 hour notice given.   Strikers – next regular payday.
  • COLORADO. Fired – at once. Quit/strike – next regular payday.
  • CONNECTICUT. Fired – next business day. Quit/laid off – next regular payday.
  • DELAWARE. All – next regular payday.
  • DC. Fired – next business day. Quit – earlier of next regular payday or seven days.
  • FLORIDA – no provision.
  • GEORGIA – no provision.
  • HAWAII. Fired – at once. Quit – next regular payday.
  • IDAHO. All – earlier of next regular payday or 10 days or within 48 hours of receipt of written request from employee.
  • ILLINOIS. All – at once, if possible, but no later than next regular payday.
  • INDIANA. All – next regular payday.
  • IOWA. Fired – next regular payday.
  • KANSAS. Fired/quit – next regular payday.
  • KENTUCKY. Fired/quit – later of next regular payday or 14 days.
  • LOUISIANA. Fired/quit/laid off – by next regular payday or no later than 15 days after end of employment
  • MAINE. All – earlier of next regular payday or 2 weeks after demand.
  • MARYLAND. Fired/quit – next regular payday.
  • MASSACHUSETTS. Fired – at once. Quit – next regular payday.
  • MICHIGAN. Fired – 4 working days. Quit – next regular payday.
  • MINNESOTA. Fired – on demand or within 24 hours. Voluntary-quit employees – next regularly scheduled payday, not to exceed 20 days from the last day worked.
  • MISSISSIPPI – no provision.
  • MISSOURI. Fired – at once or 7 days if payment by mail.
  • MONTANA. Wages are not due until the next pay day for the period in which the employee was separated, or 15 days, whichever occurs first.
  • NEBRASKA. All – earlier of next regular payday or 2 weeks.
  • NEVADA. Fired – at once. Quit – earlier of next regular payday or 7 days.
  • NEW HAMPSHIRE. Fired – 72 hours. Quit – next regular payday or 72 hours if one pay period’s notice given.
  • NEW JERSEY. Terminated/laid off – next regular payday.
  • NEW MEXICO. Fired – 5 days. Quit – next regular payday.
  • NEW YORK. All – next regular payday.
  • NORTH CAROLINA. All – next regular payday.
  • NORTH DAKOTA. Fired – within 15 days or next regular payday. Quit/strike – next regular payday. Railroad – immediate.
  • OHIO. no provision.
  • OKLAHOMA. All – next regular payday.
  • OREGON. Fired – next business day. Quit – earlier of next regular payday or 5 days or at once if 48 hours’ notice given.
  • PENNSYLVANIA. All – next regular payday.
  • PUERTO RICO. All – next regular payday.
  • RHODE ISLAND. Fired/striking – next regular payday. Laid off – within 24 hours of discharge.
  • SOUTH CAROLINA. All – within 48 hours of by next regular payday, no more than 30 days.
  • SOUTH DAKOTA. All – next regular payday.
  • TENNESSEE. Must include vacation or other compensatory time.
  • TEXAS. Fired – 6  days. Other – next regular payday.
  • UTAH. Fired – 24 hours. Quit/Strike – next regular payday.
  • VERMONT. Fired – 72 hours. Quit – next regular payday.
  • VIRGINIA. All – next regular payday.
  • WASHINGTON. Fired/quit – end of pay period.
  • WEST VIRGINIA. Fired – 72 hours. Quit – next regular payday or at once if one pay period’s notice given.
  • WISCONSIN. Fired/quit – next regular payday.
  • WYOMING. Fired/quit – 5 working days.

LIMITATIONS. The information contained in these articles is for general guidance. Such information is provided on a blind-basis, without any knowledge as to your industry, identity, or specific circumstances. The application and impact of relevant laws will vary from jurisdiction to jurisdiction. There may also be delays, omissions, or inaccuracies in information contained in this site. The information on this site is provided with the understanding that Access1Source and its affiliated entities, and various authors and publishers providing such information are not engaged in, and that providing such information does not constitute the rendering of, legal, accounting, tax, career, or other professional advice or services. As such, information on this site should not be relied upon or used as a substitute for direct consultation with professional advisors.