Final Paycheck Laws by State (2026)
How soon employers must pay final wages when you are fired or quit, in every state and DC.
| State | Final paycheck if fired or laid off | Final paycheck if you quit |
|---|---|---|
| Alabama | No Alabama law sets a deadline. Final wages are generally due on the next regular payday under the employer's normal pay practice. No Alabama statute; U.S. Department of Labor payday table lists no Alabama rule | No Alabama law sets a deadline. Final wages are generally due on the next regular payday under the employer's normal pay practice. No Alabama statute; U.S. Department of Labor payday table lists no Alabama rule |
| Alaska | Within three working days after the termination, regardless of the reason the employer ended the job. AS 23.05.140(b) | By the next regular payday that is at least three days after the employer receives notice that the employee is quitting. AS 23.05.140(b) |
| Arizona | Within seven working days or by the end of the next regular pay period, whichever comes first. A.R.S. § 23-353(A) | No later than the regular payday for the pay period in which the employee quit. If the employee asks, the final pay must be mailed. A.R.S. § 23-353(B) |
| Arkansas | By the next regular payday. An employer that still has not paid within 7 days after that payday owes the employee double the wages due. Ark. Code § 11-4-405 | Not verified yet |
| California | Immediately, at the time of termination, including all accrued vacation. Special timelines apply to some seasonal, motion picture and oil drilling layoffs. An employer that willfully pays late can owe a waiting-time penalty of a day's pay for each day late, up to 30 days. Cal. Labor Code §§ 201, 203, 227.3; California Labor Commissioner, Paydays FAQ | If the employee gave at least 72 hours' notice, final pay (including accrued vacation) is due on the last day of work. Without 72 hours' notice, it is due within 72 hours after quitting; the employee may ask for it to be mailed. Cal. Labor Code § 202; California Labor Commissioner, Paydays FAQ |
| Colorado | Immediately. If the payroll office is not regularly open, pay is due within 6 hours after the start of its next regular workday, or within 24 hours if the payroll office is off-site (delivered to the worksite, local office or the employee's mailing address). C.R.S. § 8-4-109(1)(a); CDLE INFO #3A | By the next regular payday. C.R.S. § 8-4-109(1)(b); CDLE INFO #3A |
| Connecticut | By the next business day after the discharge. If the employee is laid off, by the next regular payday. Conn. Gen. Stat. § 31-71c(b)–(c) | By the next regular payday, through regular payment channels or by mail. Conn. Gen. Stat. § 31-71c(a) |
| Delaware | By the later of (1) the next regular payday for the period worked, or (2) three business days after the last day worked. This applies whether the employee is discharged, suspended or laid off. The employee may ask for the check to be mailed. 19 Del. C. § 1103(a) | By the later of (1) the next regular payday for the period worked, or (2) three business days after the last day worked. 19 Del. C. § 1103(a) |
| District of Columbia | By the next working day after discharge. If the employee handled the employer's money, the employer may take up to 4 days to check the accounts. Late payment can add liquidated damages of 10% of unpaid wages per working day, up to three times the unpaid wages. D.C. Code § 32-1303(1), (4) | By the next regular payday or within 7 days after quitting, whichever is earlier (for employees without a written contract longer than 30 days). D.C. Code § 32-1303(2) |
| Georgia | Not verified yet | If an employer refuses to pay final wages after an employee quits, the Georgia Department of Labor points workers to two options: file a complaint with the U.S. Department of Labor Wage and Hour Division or file a wage claim in the Magistrate Court (small claims) in the employer's county. Georgia Department of Labor FAQ (Laws and Regulations) |
| Hawaii | In full at the time of discharge, or, if immediate payment is not possible, no later than the next working day. HRS § 388-3(a) | By the next regular payday (by mail if the employee asks). If the employee gave at least one pay period's notice, all wages are due at the time of quitting. HRS § 388-3(b) |
| Idaho | By the next regularly scheduled payday or within 10 days (excluding weekends and holidays), whichever comes first. If the employee asks in writing for earlier payment, wages are due within 48 hours of the request (excluding weekends and holidays). This applies to layoffs and firings. Idaho Code § 45-606(1) | Same rule as for firing: by the next regularly scheduled payday or within 10 days (excluding weekends and holidays), whichever comes first, or within 48 hours of a written request for earlier payment. Idaho Code § 45-606(1) |
| Illinois | At the time of separation if possible, and no later than the next regularly scheduled payday. If the employee asks in writing, the final check must be mailed. 820 ILCS 115/5 | Same as for firing: at separation if possible, and no later than the next regularly scheduled payday. 820 ILCS 115/5 |
| Indiana | On or before the next regularly scheduled payday on which the employee would have been paid if still employed. Indiana Department of Labor FAQ | On or before the next regularly scheduled payday on which the employee would have been paid if still employed. Indiana Department of Labor FAQ |
| Iowa | By the next regular payday for the pay period in which the wages were earned. Commission differences are due within 30 days. Iowa Code § 91A.4 | By the next regularly scheduled payday, the same as for firing. Iowa Code § 91A.4; DIAL Wage Claims FAQ |
| Kansas | By the next regular payday on which the employee would have been paid if still employed, through regular pay channels or by mail if the employee asks. A willful late payment can add a penalty of 1% of unpaid wages per day (after the eighth day), up to 100% of the unpaid wages. K.S.A. 44-315 | By the next regular payday on which the employee would have been paid if still employed, the same as for firing. K.S.A. 44-315(a) |
| Kentucky | All wages earned must be paid by the next regular payday or 14 days after the separation, whichever comes later. KRS 337.055 | Same rule as for a firing: by the next regular payday or 14 days after leaving, whichever comes later, with or without notice. KRS 337.055 |
| Louisiana | Wages due must be paid by the next regular payday or within 15 days of the discharge, whichever comes first. Payment may be mailed. If the amount is disputed, the undisputed part must be paid on time. La. R.S. 23:631(A)(1)(a) | Wages due must be paid by the next regular payday for the pay cycle the employee was working in, or within 15 days of the resignation, whichever comes first. La. R.S. 23:631(A)(1)(b) |
| Maine | Full pay is due no later than the employee's next regular payday. 26 M.R.S. §626 | Full pay is due no later than the employee's next regular payday, whether the employee quits with or without notice. 26 M.R.S. §626 |
| Maryland | All wages due must be paid on or before the day the employee would have been paid if the job had not ended (the next regular payday). Md. Code, Labor & Employment §3-505(a) | Same rule as a firing: by the next regular payday. Md. Code, Labor & Employment §3-505(a) |
| Massachusetts | Full wages are due on the day of discharge. M.G.L. c. 149, §148 | Full wages are due on the next regular payday (or, if there is no regular payday, the following Saturday). M.G.L. c. 149, §148 |
| Michigan | All wages earned and due must be paid immediately, as soon as the amount can be determined with due diligence. MCL 408.475(2) | All wages earned and due must be paid as soon as the amount can be determined with due diligence (no later than 3 days for hand harvesters of crops). MCL 408.475(1) |
| Minnesota | Wages are due within 24 hours of the employee's demand for payment. If the employee handled the employer's money or property, the employer gets 10 extra calendar days to audit before paying. Minn. Stat. 181.13; Minnesota Department of Labor and Industry, Employment termination | Wages are due on the first regular payday that is more than 5 days after the employee quits, and no later than 20 days after separation. Minn. Stat. 181.14; Minnesota Department of Labor and Industry, Employment termination |
| Missouri | Unpaid wages are due on the day of discharge. If the employee asks in writing for the pay to be sent and it does not arrive within 7 days, the employee's wages continue as a penalty for up to 60 days. Commission-based employees whose pay requires an audit are excluded. RSMo 290.110 | Not verified yet |
| Montana | If an employee is fired for cause or laid off, final wages are due immediately, unless the employer has a written policy allowing payment by the next regular payday or within 15 days, whichever comes first. MCA 39-3-205(2) | Final wages are due by the next regular payday for the pay period in which the employee left, or within 15 days of leaving, whichever comes first. MCA 39-3-205(1) |
| Nebraska | Unpaid wages are due on the next regular payday or within two weeks of the termination, whichever is sooner. Neb. Rev. Stat. 48-1230(4)(a) | Same rule for any separation: the next regular payday or within two weeks of the termination, whichever is sooner. Neb. Rev. Stat. 48-1230(4)(a) |
| Nevada | Wages are due immediately on discharge, and also immediately when an employee is temporarily laid off (placed on nonworking status). If not paid within 3 days after they are due, the employee's wages continue as a penalty for up to 30 days. NRS 608.020; NRS 608.040 | Wages are due by the employee's next regular payday or 7 days after quitting, whichever is earlier. NRS 608.030 |
| New Hampshire | Wages must be paid in full within 72 hours of a discharge. Employees who are laid off must be paid by the next regular payday. RSA 275:44, I and III | Wages are due by the next regular payday, or within 72 hours if the employee gave at least one pay period's notice. RSA 275:44, II |
| New Jersey | Final wages may be paid on the next regular payday for the pay period, whether the employee was fired or quit. New Jersey Wage and Hour worker FAQs | Final wages may be paid on the next regular payday for the pay period. New Jersey Wage and Hour worker FAQs |
| New Mexico | Within five days of discharge for wages of a fixed and definite amount, such as hourly wages, salary, day rates, and accrued, unused vacation pay. Task, piece and commission wages must be paid within ten days of discharge. An employer may owe additional damages for paying a terminated employee late. NMDWS Labor Relations Division, Frequently Asked Questions about Wage and Hour Rights (rev. 06/2023) | On the next payday, unless the employee has a written contract for a definite period. No law requires an employee to give notice before quitting. NMDWS Labor Relations Division, Frequently Asked Questions about Wage and Hour Rights (rev. 06/2023) |
| New York | Final wages must be paid by the regular payday for the pay period worked, and mailed if the employee asks. New York State Department of Labor, Wages and Hours FAQ; Labor Law §191(3) | Same rule: by the regular payday for the pay period worked. New York State Department of Labor, Wages and Hours FAQ; Labor Law §191(3) |
| North Carolina | All wages due must be paid on or before the next regular payday, for any reason of separation; by trackable mail if the employee asks in writing. Bonuses and commissions are due on the first regular payday after they can be calculated. G.S. 95-25.7 | Same rule: on or before the next regular payday. G.S. 95-25.7 |
| North Dakota | Final wages are due on the next regular payday for the period worked. When the employer ends the job, it must pay by certified mail to an address the employee gives, unless the two sides agree on another method. N.D.C.C. § 34-14-03 | Final wages are due on the next regular payday for the period worked. N.D.C.C. § 34-14-03 |
| Oklahoma | Due by the next regular payday for the pay period in which the work was done, through normal pay channels or by certified mail if the employee asks. An employer that willfully withholds undisputed wages can owe 2% of the unpaid wages per day, up to the amount owed. 40 O.S. § 165.3 | Due by the next regular payday, the same as when an employee is fired. 40 O.S. § 165.3 |
| Oregon | By the end of the next business day after being fired or laid off (also by the next business day when employer and worker mutually agree to end the job). Late final pay can trigger a penalty wage of 8 hours of pay per day for up to 30 days. ORS 652.140; ORS 652.150 | With at least 48 hours' notice (not counting weekends and holidays): on the last day of work, or the next business day if the last day is a weekend or holiday. With less than 48 hours' notice: within five business days or on the next regular payday, whichever comes first. ORS 652.140 |
| Pennsylvania | Due no later than the next regular payday on which the wages would otherwise be paid. If the employee asks, the employer must send it by certified mail. Wage Payment and Collection Law, § 5(a) (43 P.S. § 260.5) | Due no later than the next regular payday, the same as when the employer ends the job. Certified mail on request. Wage Payment and Collection Law, § 5(a) (43 P.S. § 260.5) |
| Rhode Island | Due on the next regular payday, at the usual place of payment. If the job ends because the employer is closing, merging, selling or moving the business out of state, all wages are due within 24 hours. R.I. Gen. Laws § 28-14-4 | Due on the next regular payday. R.I. Gen. Laws § 28-14-4 |
| South Carolina | Within 48 hours of separation or by the next regular payday, which may not be more than 30 days later. S.C. Code § 41-10-50 | Same as when fired: within 48 hours or by the next regular payday, not more than 30 days later. The law applies when an employee is separated for any reason. S.C. Code § 41-10-50 |
| South Dakota | Due no later than the next regular payday for the period worked. The employer may hold the final check until the employee returns all company property. SDCL § 60-11-10 | Due no later than the next regular payday for the period worked, or once the employee returns all company property, whichever is later. SDCL § 60-11-11 |
| Tennessee | All wages must be paid by the next regular payday after the firing, or 21 days after the firing, whichever comes later. An employer may hold the check until a uniform or property is returned only if the employee signed a written policy or agreement allowing it. Tenn. Code Ann. § 50-2-103(g) | Same as when fired: by the next regular payday or 21 days after leaving, whichever comes later. Tenn. Code Ann. § 50-2-103(g) |
| Texas | Within six calendar days after the last day of work (laid off, discharged or fired). The employer cannot hold the final check to recover company property unless allowed by law, a court, or the employee's written authorization. Tex. Lab. Code § 61.014 (Texas Payday Law) | On the next regularly scheduled payday after the resignation takes effect. An employer may accept a notice of resignation immediately and does not have to pay for the notice period. Tex. Lab. Code § 61.014 (Texas Payday Law) |
| Utah | Wages are due immediately and must be paid within 24 hours of separation (mailing postmarked within one day, starting a direct deposit, or hand delivery counts). If wages are not paid within 24 hours of a written demand, a penalty of the employee's daily wage continues for up to 60 days. Does not apply to State of Utah employees. Utah Code § 34-28-5(1) | If there is no written contract for a definite period, final wages are due on the next regular payday. Utah Code § 34-28-5 |
| Vermont | Within 72 hours of discharge. 21 V.S.A. § 342(b)(2) | On the last regular payday, or if there is no regular payday, on the following Friday. 21 V.S.A. § 342(b)(1) |
| Virginia | All wages due must be paid on or before the date the employee would have been paid for that work had the job not ended (the next regular payday). Va. Code § 40.1-29(B) | Same rule: by the next regular payday for the work performed. Va. Code § 40.1-29(B) |
| Washington | On or before the next regularly scheduled payday. Employers cannot hold the final paycheck because the employee has not returned keys, uniforms, tools or equipment. RCW 49.48.010 | On or before the next regularly scheduled payday. RCW 49.48.010 |
| West Virginia | On or before the next regular payday on which the wages would otherwise be due. Fringe benefits that an agreement says are payable later or on conditions are paid according to that agreement. W. Va. Code § 21-5-4(b) | On or before the next regular payday, the same as when fired. W. Va. Code § 21-5-4(b) |
| Wisconsin | Paid in full no later than the next regular payday under the employer's payroll schedule, or within 31 days, whichever is earlier (does not apply to commissioned sales agents or employees with a written contract for a definite period). Wis. Stat. § 109.03(2) | Same as when fired: by the next regular payday, or within 31 days, whichever is earlier. Wis. Stat. § 109.03(2) |
| Wyoming | No later than the employer's next regularly scheduled payday (or as set by a collective bargaining agreement). The employer may offset sums the employee owes the employer from the final wages. W.S. 27-4-104(a) | No later than the employer's next regularly scheduled payday, the same as when fired. W.S. 27-4-104(a) |
General legal information, not legal advice. Laws change and local rules can differ; check the linked official source or talk to a lawyer about your situation.