Final paycheck laws by state
When a state's own labor agency or statute says your last paycheck is due, whether you quit or were let go.
Checked on Oct 29, 2026. Source: each state's own labor agency or statute
Final paycheck deadline by state
Every state sets its own deadline for a final paycheck, and most set two: one for a worker who quits and one for a worker who is fired or laid off. A handful of states only say the final check is due on the regular payday, the same day it always would have arrived. The table below gives both deadlines for every state we could confirm from that state's own labor department or statute, in the state's own words where we quoted it, with a link to read the source yourself.
A few states also say what happens to unused vacation or paid time off when a job ends. We show that only where the state's own cited page or statute says it in the row below; a state's row with no mention of paid time off means our source did not address it, not that the state has no rule. Ask your own state's labor agency, linked in each row, before you rely on a figure here for a real paycheck.
The deadline, state by state
On a narrow screen, swipe or scroll the table sideways to see the "If you quit" and "Source" columns.
| State | If you are let go | If you quit | Source |
|---|---|---|---|
| Alabama | No Alabama law sets a deadline for a final paycheck that we could confirm; the employer pays on its normal schedule. The Alabama Department of Labor sends pay questions to the U.S. Department of Labor. | Same as for a worker let go: no Alabama deadline confirmed. | Alabama Department of Labor, FAQ "I have questions about pay, unpaid wages, breaks, vacation pay, FMLA, etc." (adol.alabama.gov/faq/i-have-questions-about-pay-unpaid-wages-breaks-vacation-pay-fmla-etc/, read Oct 29, 2026): "Contact the US Department of Labor's Wage and Hour Division at (866) 487-9243 or (334) 223-7450 or www.dol.gov/agencies/whd." No Alabama statute setting a final-pay deadline was found. |
| Alaska | Within 3 working days after the employer ends the job, whatever the reason. | By the next regular payday that is at least 3 days after the employer received notice that the worker quit. | Alaska Statutes 23.05.140(b) (akleg.gov, section 23.05.140, fetched Oct 29, 2026): "If the employment is terminated by the employer, regardless of the cause for the termination, payment is due within three working days after the termination. If the employment is terminated by the employee, payment is due at the next regular pay day that is at least three days after the employer received notice of the employee's termination of services." |
| Arizona | Within seven working days or by the end of the next regular pay period, whichever comes first. | By the regular payday for the pay period in which the worker quit; by mail if the worker asks. | Arizona Revised Statutes 23-353(A) and (B) (www.azleg.gov/ars/23/00353.htm, fetched and read Oct 29, 2026). |
| Arkansas | By the next regular payday. An employer that has not paid within 7 days of the next regular payday owes double the wages due. | No Arkansas statute sets a deadline when a worker quits that we could confirm; the employer pays on its normal schedule. | Arkansas Code Section 11-4-405 as amended by Act 853 of 2019, Section 7 (approved 4/10/19; arkleg.state.ar.us/Home/FTPDocument?path=%2FACTS%2F2019R%2FPublic%2FACT853.pdf, read Oct 29, 2026): "An employer that discharges an employee is required to pay all wages due by the next regular payday. (b) An employer that fails to make the payment required under subsection (a) of this section within seven (7) days of the next regular payday shall owe the employee double the wages due." |
| California | Immediately, at the time of discharge or layoff. | At the time of quitting if the worker gave at least 72 hours' notice; otherwise within 72 hours of quitting. | California Labor Code sections 201 and 202, as explained by the Labor Commissioner's Office, "Paydays, Pay Periods, and the Final Payment" FAQ (www.dir.ca.gov/dlse/faq_paydays.htm, fetched and read Oct 29, 2026). |
| Colorado | Immediately when the employer ends the job. If the employer's payroll office is not operating at that moment, no later than six hours after the start of its next regular workday, or, if payroll is handled off site, no later than 24 hours after the start of its next regular workday. | By the next regular payday. | Colorado Revised Statutes 8-4-109(1), in the Colorado Department of Labor and Employment's "Colorado Wage Act" compilation (revised August 6, 2025; cdle.colorado.gov/sites/cdle/files/colorado_wage_act_revised_august_6,_2025.pdf, fetched and read Oct 29, 2026). |
| Connecticut | By the next business day after a discharge. A worker who is laid off is paid by the next regular payday. | By the next regular payday. | Connecticut Department of Labor, Wage and Workplace Standards, "Wage and Hour" (portal.ct.gov/dol/divisions/wage-and-workplace-standards/wage-and-hour, fetched and read Oct 29, 2026): "The employer shall pay an employee who voluntarily terminates or is laid off on the next regular payday. If an employee is discharged all wages are due the next business day" |
| Delaware | By the later of the next regular payday for the period worked or three business days after the last day worked. | Same rule: the later of the next regular payday or three business days after the last day worked. | 19 Del. C. section 1103(a)(1) (delcode.delaware.gov/title19/c011/, read Oct 29, 2026): 'Whenever an employee quits, resigns, is discharged, suspended, or laid off, the wages earned by the employee become due and payable by the employer on the later of the following: a. The next date the wages would be paid through the last day worked under the employer's regular pay cycle as if the employment had not stopped. b. Three business days after the last day worked.' |
| District of Columbia | All wages earned by the next working day after the firing (4 days if the worker handled the employer's money, to check the accounts). | All wages due by the next regular payday or within 7 days of quitting, whichever comes first. | D.C. Code Section 32-1303 (code.dccouncil.gov/us/dc/council/code/sections/32-1303, read Oct 29, 2026): "(1) Whenever an employer discharges an employee, the employer shall pay the employee's wages earned not later than the working day following such discharge; provided, however, that in the instance of an employee who is responsible for monies belonging to the employer, the employer shall be allowed a period of 4 days ... (2) Whenever an employee (not having a written contract of employment for a period in excess of 30 days) quits or resigns, the employer shall pay the employee's wages due upon the next regular payday or within 7 days from the date of quitting or resigning, whichever is earlier." |
| Florida | No Florida law sets a deadline for a final paycheck that we could confirm; the employer pays on its normal schedule. | No Florida law sets a deadline for a final paycheck that we could confirm; the employer pays on its normal schedule. | Florida Statutes Chapter 448, Part I, "Terms and Conditions of Employment" (ss. 448.01-448.111; leg.state.fl.us contents page, fetched Oct 29, 2026): the full section list has no section on the timing of final or separation pay; the only wage-payment section is 448.08, attorney's fees in actions for unpaid wages. |
| Hawaii | In full at the time of discharge, or no later than the next working day. | No later than the next regular payday; if the worker gave at least one pay period's notice, all wages are due at the time of quitting. | Hawaii DLIR Wage Standards Division, "Unpaid Wages" (labor.hawaii.gov/wsd/unpaid-wages/, fetched and read Oct 29, 2026), citing Hawaii Revised Statutes 388-3(a) (discharge) and 388-3(b) (quit or resignation). |
| Idaho | By the next regularly scheduled payday or within 10 days of the layoff or firing, whichever comes first, not counting weekends and holidays. If the worker asks in writing, within 48 hours of the request, not counting weekends and holidays. | The same as a firing: by the next regularly scheduled payday or within 10 days, whichever comes first (weekends and holidays excluded), or within 48 hours of a written request. | Idaho Code 45-606(1) (legislature.idaho.gov/statutesrules/idstat/Title45/T45CH6/SECT45-606/, fetched and read Oct 29, 2026). |
| Illinois | In full at the time of separation if possible, and no later than the next regularly scheduled payday, including earned vacation pay, earned bonuses, and earned commissions. | Same rule: at the time of separation if possible, and no later than the next regularly scheduled payday. | Illinois Wage Payment and Collection Act, 820 ILCS 115/5 (ilga.gov, read Oct 29, 2026): "Every employer shall pay the final compensation of separated employees in full, at the time of separation, if possible, but in no case later than the next regularly scheduled payday for such employee." Illinois Department of Labor, Wage Payment and Collection Act FAQ, question 8 (labor.illinois.gov/faqs/wage-payment-faq.html): the rule applies whether the worker quit or was fired. |
| Indiana | By the next regularly scheduled payday on which the worker would have been paid had they stayed employed. | By the next regularly scheduled payday on which the worker would have been paid had they stayed employed. | Indiana Department of Labor answer on the State of Indiana help center, "I have a wage issue, where do I go?" (faqs.in.gov/hc/en-us/articles/115005044367, read Oct 29, 2026): "Final wages must be paid on or before the next regularly scheduled payday on which the employee would have been normally paid had the employee remained employed." The same rule applies whether the worker quit or was let go. |
| Iowa | All wages earned by the next regular payday for the pay period in which they were earned; any commission balance within 30 days. | All wages earned by the next regular payday for the pay period in which they were earned; any commission balance within 30 days. | Iowa Code 2026, section 91A.4, "Employment suspension or termination - how wages are paid" (www.legis.iowa.gov/docs/code/91A.4.pdf, fetched and read Oct 29, 2026): "When the employment of an employee is suspended or terminated, the employer shall pay all wages earned ... not later than the next regular payday for the pay period in which the wages were earned." The section covers any termination, voluntary or not. |
| Kansas | By the next regular payday on which the worker would have been paid if still employed, through regular pay channels or by mail if the worker asks. | Same rule: by the next regular payday. | K.S.A. 44-315(a) (ksrevisor.gov, read Oct 29, 2026): 'Whenever an employer discharges an employee or whenever an employee quits or resigns, the employer shall pay the employee's earned wages not later than the next regular payday upon which he or she would have been paid if still employed.' |
| Kentucky | All wages earned, by the next normal payday after the dismissal or 14 days after it, whichever comes later. | Same rule: by the next normal payday after the worker leaves or 14 days after leaving, whichever comes later. | KRS 337.055 (apps.legislature.ky.gov/law/statutes/statute.aspx?id=32050, read Oct 29, 2026): "Any employee who leaves or is discharged from his employment shall be paid in full all wages or salary earned by him; not later than the next normal pay period following the date of dismissal or voluntary leaving or fourteen (14) days following such date of dismissal or voluntary leaving whichever last occurs." |
| Louisiana | By the next regular payday or within 15 days of the discharge, whichever comes first. | By the next regular payday for the pay cycle the worker was in when they left, or within 15 days of the resignation, whichever comes first. | Louisiana R.S. 23:631(A)(1) (legis.la.gov/Legis/Law.aspx?d=83945, read Oct 29, 2026): (a) on discharge, pay "on or before the next regular payday or no later than fifteen days following the date of discharge, whichever occurs first"; (b) on resignation, "on or before the next regular payday for the pay cycle during which the employee was working at the time of separation or no later than fifteen days following the date of resignation, whichever occurs first." |
| Maine | In full no later than the worker's next established payday. | Same rule: no later than the next established payday. | 26 M.R.S. section 626 (legislature.maine.gov, read Oct 29, 2026): 'An employee leaving employment must be paid in full no later than the employee's next established payday.' The rule applies to every departure, whether the worker quits or is let go. |
| Maryland | All wages due on or before the day the worker would have been paid had the job not ended (the next regular payday). Unused leave is owed unless a written policy the worker was told about says otherwise. | Same rule: on or before the next regular payday. | Maryland Code, Labor and Employment Article, Section 3-505 (mgaleg.maryland.gov/mgawebsite/Laws/StatuteText?article=gle§ion=3-505, read Oct 29, 2026): "each employer shall pay an employee or the authorized representative of an employee all wages due for work that the employee performed before the termination of employment, on or before the day on which the employee would have been paid the wages if the employment had not been terminated"; subsection (b) lets an employer withhold accrued leave only under a written policy the employee was notified of. |
| Massachusetts | In full on the day of discharge. | In full on the next regular payday, or the following Saturday if there is no regular payday. | Massachusetts General Laws chapter 149, section 148 (malegislature.gov/Laws/GeneralLaws/PartI/TitleXXI/Chapter149/Section148, fetched and read Oct 29, 2026): "any employee leaving his employment shall be paid in full on the following regular pay day, and, in the absence of a regular pay day, on the following Saturday; and any employee discharged from such employment shall be paid in full on the day of his discharge." |
| Michigan | Wages are due right away, as soon as the employer can work out the amount; in practice, no later than the regular payday for the pay period in which the worker was let go. | As soon as the employer can work out the amount; in practice, no later than the regular payday for the pay period in which the worker quit. | Michigan Payment of Wages and Fringe Benefits Act, MCL 408.475 (legislature.mi.gov/Laws/MCL?objectName=mcl-408-475, read Oct 29, 2026): section 5(1), a worker who leaves voluntarily is paid "all wages earned and due, as soon as the amount can with due diligence be determined" (hand harvesters within 3 days); section 5(2), a discharged worker is paid "immediately ... as soon as the amount can with due diligence be determined." LEO's own summary of the Act (michigan.gov/leo/bureaus-agencies/ber/wage-and-hour/payment-of-wages-and-fringe-benefits-act-public-act-390-of-1978, read Oct 29, 2026) states that it "requires that an employee receive wages earned on the regular scheduled payday for the period in which the employee quits or is discharged." |
| Minnesota | Immediately on the worker's demand; the employer is in default if the wages are not paid within 24 hours after the demand. | By the first regularly scheduled payday after the last day of work; if that payday is less than five calendar days away, by the second payday, but no later than 20 calendar days after the last day. | Minnesota Statutes 181.13(a) (discharge) and 181.14, subd. 1(a) (quit or resignation) (www.revisor.mn.gov/statutes/cite/181.13 and /181.14, fetched and read Oct 29, 2026). |
| Missouri | Due on the day of the discharge. If the worker asks in writing and the pay does not arrive within 7 days, wages keep running at the same rate until paid, for up to 60 days. | No Missouri statute sets a deadline when a worker quits that we could confirm; the employer pays on its normal schedule. | RSMo 290.110 (revisor.mo.gov/main/OneSection.aspx?section=290.110, read Oct 29, 2026): when an employer "shall discharge, with or without cause, or refuse to further employ any servant or employee thereof, the unpaid wages ... shall be and become due and payable on the day of the discharge"; if the money requested in writing "does not reach the station or office within seven days from the date it is so requested, then as a penalty for such nonpayment the wages of the servant or employee shall continue ... provided, such wages shall not continue more than sixty days." |
| Montana | Immediately when the worker is fired for cause or laid off, unless the employer has a written policy allowing payment by the next regular payday or within 15 days, whichever comes first. A worker let go for another reason, not specifically for cause or as a layoff, is due final wages by the next regular payday or within 15 days, whichever comes first (39-3-205(1)). | By the next regular payday for the pay period in which the worker left, or within 15 days, whichever comes first. | Montana Code Annotated 39-3-205(1), the general rule (next regular payday or 15 days from separation, whichever occurs first), and 39-3-205(2), the rule for a worker separated for cause or laid off (immediately, unless a written personnel policy extends the deadline to the (1) rule) (archive.legmt.gov/bills/mca/title_0390/chapter_0030/part_0020/section_0050/0390-0030-0020-0050.html, Montana Code Annotated 2025, fetched and read Oct 29, 2026). |
| Nebraska | Unpaid wages are due on the next regular payday or within two weeks of the termination date, whichever is sooner (commissions under section 48-1230.01). | Unpaid wages are due on the next regular payday or within two weeks of the termination date, whichever is sooner (commissions under section 48-1230.01). | Nebraska Revised Statutes 48-1230(4)(a) (nebraskalegislature.gov/laws/statutes.php?statute=48-1230, fetched and read Oct 29, 2026): "Whenever an employer, other than a political subdivision, separates an employee from the payroll, the unpaid wages shall become due on the next regular payday or within two weeks of the date of termination, whichever is sooner." The rule covers any separation from the payroll; public employers follow 48-1230(4)(b). |
| Nevada | Immediately when the worker is fired or laid off (a temporary layoff counts). | By the worker's next regular payday or 7 days after they quit, whichever comes first. | NRS 608.020 (leg.state.nv.us/NRS/NRS-608.html, fetched Oct 29, 2026): "Whenever an employer discharges an employee, the wages and compensation earned and unpaid at the time of such discharge shall become due and payable immediately," and the same for an employee placed on "nonworking status" (a temporary layoff). NRS 608.030: a worker who resigns or quits must be paid no later than "1. The day on which the employee would have regularly been paid the wages or compensation; or 2. Seven days after the employee resigns or quits, whichever is earlier." |
| New Hampshire | Within 72 hours if fired. A worker who is laid off is paid by the next regular payday. | By the next regular payday; within 72 hours if the worker gave at least one pay period's notice. | RSA 275:44 (gc.nh.gov/rsa/html/XXIII/275/275-44.htm, fetched Oct 29, 2026): "I. Whenever an employer discharges an employee, the employer shall pay the employee's wages in full within 72 hours. II. Whenever an employee quits or resigns, the employer shall pay the employee's wages no later than the next regular payday... except that if the employee gives at least one pay period's notice of intention to quit the employer shall pay all wages earned by the employee within 72 hours. III. ...when an employee for any reason whatsoever is laid off, the employer shall pay in full to such employee not later than the next regular payday." |
| New Jersey | By the next regular payday for the pay period in which the job ended. | By the next regular payday for the pay period in which the job ended. | N.J.S.A. 34:11-4.3 (Legislature statutes text, pub.njleg.gov/statutes/STATUTES-TEXT.zip, fetched and read Oct 29, 2026): whether the employee is discharged, laid off, or quits, wages are due "not later than the regular payday for the pay period during which the employee's termination, suspension or cessation of employment ... took place." |
| New Mexico | Within 5 days of being fired or laid off; within 10 days if pay is by task, piece, commission, or another calculated method. | By the next regular payday after the worker quits (the employer may pay sooner). | NMSA 1978 Sections 50-4-4 and 50-4-5, as set out in the New Mexico Department of Workforce Solutions Labor Relations Division, "Investigations Manual" (2025), page 18 (www.dws.state.nm.us/Portals/0/DM/LaborRelations/LRD_Investigations_Manual_2025.pdf, fetched and read Oct 29, 2026). |
| New York | By the next regular payday for the pay period in which the job ended. | By the next regular payday for the pay period in which the job ended. | New York Labor Law section 191(3) (www.nysenate.gov/legislation/laws/LAB/191, fetched and read Oct 29, 2026): when employment ends, the employer pays the wages due "not later than the regular pay day for the pay period during which the termination occurred." |
| North Carolina | All wages due on or before the next regular payday, through the regular pay channels or by trackable mail if the worker asks in writing. Bonuses and commissions are due on the first regular payday after the amount can be calculated. | Same rule: on or before the next regular payday. | N.C. General Statute 95-25.7, "Payment to separated employees" (ncleg.gov/EnactedLegislation/Statutes/HTML/BySection/Chapter_95/GS_95-25.7.html, read Oct 29, 2026): "Employees whose employment is discontinued for any reason shall be paid all wages due on or before the next regular payday either through the regular pay channels or by trackable mail if requested by the employee in writing." North Carolina Department of Labor, "Payment of Final Wages" (labor.nc.gov/workplace-rights/employee-rights-regarding-time-worked-and-wages-earned/payment-final-wages) repeats the rule. |
| North Dakota | By the regular payday set in advance for the period worked; after a discharge, the employer pays by certified mail to an address the worker names, or as both agree. | By the regular payday set in advance for the period worked. | N.D.C.C. 34-14-03 (ndlegis.gov, read Oct 29, 2026): 'Whenever an employee is discharged or terminated from employment by an employer, separates from employment voluntarily, or is suspended from work as the result of an industrial dispute, the employee's unpaid wages or compensation becomes due and payable at the regular paydays established in advance by the employer for the periods worked by the employee. When an employer discharges or terminates an employee, the employer shall pay those wages to the employee by certified mail at an address designated by the employee or as otherwise agreed upon by both parties.' |
| Ohio | Ohio sets no separate deadline for a final paycheck; the regular payday rule applies: wages earned from the 1st to the 15th of a month are due by the 1st of the next month, and wages earned in the rest of the month by the 15th of the next month (a longer gap set by written contract or customary in the trade is allowed). | The same as for an involuntary separation: the final wages are due on the regular payday schedule, no later than the 1st or 15th of the following month as above. | Ohio Revised Code 4113.15(A) (codes.ohio.gov/ohio-revised-code/section-4113.15, read Oct 29, 2026), which contains no separate rule for separated employees; the Ohio Department of Commerce's 'Ohio Minimum Wage Laws' page (com.ohio.gov, Wage and Hour guides and resources, read Oct 29, 2026) restates it: 'employers must pay employees at least twice monthly, on or before the 15th and the 30th of each month.' |
| Oklahoma | By the next regular payday for the pay period in which the work was done. | By the next regular payday for the pay period in which the work was done. | 40 O.S. Section 165.3(A) (oscn.net/applications/oscn/DeliverDocument.asp?CiteID=77476, read Oct 29, 2026): "Whenever an employee's employment terminates, the employer shall pay the employee's wages in full, less offsets and less any amount over which a bona fide disagreement exists ... at the next regular designated payday established for the pay period in which the work was performed". The section applies to any termination, whether the worker quits or is let go. |
| Oregon | By the end of the first business day after a firing or a separation by mutual agreement. | Immediately on the last day if the worker gave at least 48 hours' notice (not counting weekends and holidays); without that notice, within five business days or by the next regular payday, whichever comes first. | Oregon Revised Statutes 652.140 (www.oregonlegislature.gov/bills_laws/ors/ors652.html, fetched and read Oct 29, 2026). |
| Pennsylvania | By the next regular payday on which the wages would otherwise have been paid. | By the next regular payday on which the wages would otherwise have been paid. If the worker asks, the employer must send it by certified mail. | Pennsylvania Wage Payment and Collection Law, Act 329 of 1961, Section 5(a) (43 P.S. Section 260.5(a); palegis.us unconsolidated statutes, read Oct 29, 2026): "Whenever an employer separates an employe from the payroll, or whenever an employe quits or resigns his employment, the wages or compensation earned shall become due and payable not later than the next regular payday of his employer on which such wages would otherwise be due and payable. If requested by the employe, such payment shall be made by certified mail." |
| Rhode Island | By the next regular payday; within 24 hours if the business is closing, merging, being sold, or moving out of state. | By the next regular payday. | Rhode Island General Laws section 28-14-4 (webserver.rilegislature.gov/Statutes/TITLE28/28-14/28-14-4.htm, fetched and read Oct 29, 2026): wages "shall become due on the next regular payday" whenever an employee separates or is separated; when the employer separates employees by "liquidating the business, merging the business, disposing the business, or removing the business out of state, all wages become immediately due and payable within twenty-four (24) hours." |
| South Carolina | All wages due within 48 hours of the separation, or by the next regular payday, which may not be more than 30 days later. | Same rule: the statute applies to a separation "for any reason". | S.C. Code Section 41-10-50, "Payment of wages due discharged employees" (scstatehouse.gov/code/t41c010.php, read Oct 29, 2026): "When an employer separates an employee from the payroll for any reason, the employer shall pay all wages due to the employee within forty-eight hours of the time of separation or the next regular payday which may not exceed thirty days." |
| South Dakota | By the next regular payday for the hours worked, or once the worker returns any of the employer's property they still have, if that is later. | By the next regular payday for the hours worked, or once the worker returns any of the employer's property they still have, if that is later. | SDCL 60-11-10 (sdlegislature.gov/api/Statutes/60-11-10.html, fetched Oct 29, 2026): "Whenever an employer separates an employee from the payroll, the unpaid wages or compensation of such employee are due and payable not later than the next regular stated pay day for which those hours would have normally been paid or as soon thereafter as the employee returns to the employer all property of the employer in the employee's possession." SDCL 60-11-11 says the same for a worker without a written fixed-term contract who quits or resigns. |
| Tennessee | By the next regular payday after the discharge, or 21 days after it, whichever comes later. | By the next regular payday after the worker leaves, or 21 days after, whichever comes later. | Tennessee Department of Labor and Workforce Development, "Wages, Fringe Benefits, Paychecks & Breaks" (tn.gov/workforce/employees/labor-laws/labor-laws-redirect/wages-breaks.html, fetched Oct 29, 2026), citing Tenn. Code Ann. 50-2-103(g): "Any employee who leaves or is discharged from employment shall be paid in full all wages or salary earned by the employee no later than the next regular pay day following the date of dismissal or voluntary leaving, or twenty-one (21) days following the date of discharge or voluntary leaving, whichever occurs last." |
| Texas | Within 6 calendar days of the discharge, layoff, or other involuntary separation (the days count weekends and holidays; if day 6 falls on a day the employer is normally closed, the next regular workday is allowed). | By the next regularly scheduled payday. | Texas Workforce Commission, 'Final Pay' (efte.twc.texas.gov/final_pay_severance_benefits.html, read Nov 1, 2026), implementing Texas Labor Code Section 61.014. |
| Utah | Within 24 hours of the time the employer separates the worker from the payroll. | On the next regular payday, for a worker without a written contract for a set term who resigns. | Utah Code 34-28-5(1)(a) and (2) (le.utah.gov/xcode/Title34/Chapter28/34-28-S5.html, fetched and read Oct 29, 2026). |
| Vermont | Within 72 hours of the discharge. | On the last regular payday, or on the following Friday if there is no regular payday. | 21 V.S.A. section 342(b) (legislature.vermont.gov, read Oct 29, 2026): 'An employee who: (1) voluntarily leaves employment shall be paid on the last regular pay day, or if there is no regular pay day, on the following Friday; (2) is discharged from employment shall be paid within 72 hours of discharge.' |
| Virginia | All wages due on or before the date the worker would have been paid for that work had the job not ended (the next regular payday). | Same rule: on or before the next regular payday. | Code of Virginia Section 40.1-29(B) (law.lis.virginia.gov/vacode/title40.1/chapter3/section40.1-29/, read Oct 29, 2026): "Upon termination of employment an employee shall be paid all wages due him for work performed prior thereto; such payment shall be made on or before the date on which he would have been paid for such work had his employment not been terminated." The statute does not distinguish quitting from being let go. |
| Washington | By the end of the established pay period (in practice, the regular payday for that period). | By the end of the established pay period (in practice, the regular payday for that period). | RCW 49.48.010(2) (app.leg.wa.gov/RCW/default.aspx?cite=49.48.010, fetched Oct 29, 2026): "When any employee shall cease to work for an employer, whether by discharge or by voluntary withdrawal, the wages due him or her on account of his or her employment shall be paid to him or her at the end of the established pay period." |
| West Virginia | On or before the next regular payday on which the wages would otherwise be due. | Same rule: on or before the next regular payday. | W. Va. Code section 21-5-4(b) (code.wvlegislature.gov, read Oct 29, 2026): 'Whenever a person, firm or corporation discharges an employee, or whenever an employee quits or resigns from employment, the person, firm or corporation shall pay the employee's wages due for work that the employee performed prior to the separation of employment on or before the next regular payday on which the wages would otherwise be due and payable.' |
| Wisconsin | In full no later than the worker's next regular payday (or the 31-day payment deadline in Wis. Stat. 109.03(1), whichever is earlier). | In full no later than the worker's next regular payday (or the 31-day payment deadline in Wis. Stat. 109.03(1), whichever is earlier). | Wisconsin Statutes 109.03(2), "Payment to discharged or resigned employees" (docs.legis.wisconsin.gov/statutes/statutes/109/03, fetched and read Oct 29, 2026): an employee who quits or is discharged "shall be paid in full by no later than the date on which the employee regularly would have been paid under the employer's established payroll schedule or the date of payment required under sub. (1), whichever is earlier." Commissioned sales agents and workers with written contracts for a definite period are excluded. |
| Wyoming | By the employer's next regularly scheduled payday (or as a union contract sets). | By the employer's next regularly scheduled payday (or as a union contract sets). | W.S. 27-4-104(a) (Wyoming Statutes Title 27, wyoleg.gov/statutes/compress/title27.pdf, fetched Oct 29, 2026): "Whenever an employee quits service or is discharged, the employee shall be paid whatever wages are due him... no later than the employer's usual practice on regularly scheduled payroll dates or at a time specified under the terms of a collective bargaining agreement." The same section lets the employer offset sums the employee owes it. |
Two states we left out
We did not find an official Georgia or Mississippi source that sets a final paycheck deadline, so neither state is in the table above. That is a gap in what we could confirm, not proof that either state has no rule; if you work in Georgia or Mississippi, ask your state labor agency directly.
- Georgia: no readable official Georgia statute text or Georgia Department of Labor page on the deadline.
- Mississippi: no Mississippi statute or state agency page on the deadline that we could find or read.
This is not legal advice
This page reads each state's own labor agency or statute and reports what it says, checked on the date shown above. It is not legal advice, and it is not a substitute for the state agency itself, linked in every row, or for a lawyer licensed in your state. Laws change; a figure here can go stale faster than we update the page. If a deadline passed and you were not paid, your state's labor agency, linked in its row above, is the place to start.
Sources and checks
Checked on Oct 29, 2026. Source: each state's own labor department or statute, one citation in the table above per state
Every figure above comes from the sources listed here. How we check our numbers.
Spot a wrong number? Email contact@paydeskcalc.com with the page and the figure.