Updated August 7, 2026. Quick answer: in many states the deadline for your last paycheck depends on whether you quit or were fired — and where it does, being fired gets you paid sooner. In four states there is no state deadline at all. All 51 jurisdictions are below, quit and fired held separately, because collapsing them into one column is how most published versions of this table go wrong.
The three findings
1. The split is real and it is common. Of the 51 jurisdictions, 28 set a different deadline depending on how the job ended, while 18 apply the same rule to both. Where they split, the direction is consistent: the discharged employee is paid sooner. The logic is not generosity, it is control — an employee who resigns chooses the date; an employer who discharges chooses it for them, and the statutes put the burden of speed on whoever controlled the timing.
2. Four states set no final-paycheck deadline at all: Alabama, Florida, Georgia, Mississippi. This is a verified finding, not a gap in our research — each was confirmed against the state’s own code index or labour department. And one correction that matters: the federal next-payday norm is not a state deadline and must not be quoted as one. If a source gives you a deadline for these four states, check what it is actually citing.
3. 5 jurisdictions attach no late-payment penalty (Alabama, Florida, Georgia, Mississippi, Nebraska) — which is the difference between a deadline and an enforceable one. A deadline without a consequence is a suggestion.
All 51 jurisdictions
| Jurisdiction | If you are fired | If you quit | Late-payment penalty | Citation |
|---|---|---|---|---|
| Alabama | no state deadline | no state deadline | — | — |
| Alaska | Within 3 working days after termination | Next regular payday that is at least 3 days after the employer received notice of the quit | Continuing wages at the regular straight-time rate (8-hour day) from the date the employee demands payment until paid, capped at 90 working days’ wages | AS 23.05.140 |
| Arizona | Within 7 working days, or the end of the next regular pay period, whichever is sooner | By the regular payday for the pay period during which the termination occurred | Civil action for treble (3x) the unpaid wages under A.R.S. 23-355; separately, violating the 23-353 timing requirement is a petty criminal offense | A.R.S. 23-353 (deadline); A.R.S. 23-355 (penalty) |
| Arkansas | By the next regular payday | no state deadline | Double the wages due, if payment is not made within 7 days of the next regular payday | Ark. Code Ann. 11-4-405 (as amended by Act 2019, No. 853) |
| California | Immediately, at the time of discharge | 72 hours after quitting; at the time of quitting if the employee gave at least 72 hours’ notice | Continuation of wages at the employee’s same daily rate as a penalty from the due date until paid or until an action is commenced, capped at 30 calendar days | Cal. Labor Code 201, 202, 203 |
| Colorado | Immediately at discharge; if the accounting unit is not available, within 6 hours of the start of the next regular workday (on-site) or 24 hours (off-site) | Next regular payday | Not automatic – requires a written demand first; if unpaid within 14 days of demand: standard = greater of 2x unpaid wages or $1,000; willful = greater of 3x or $3,000 | Colo. Rev. Stat. 8-4-109 (Colorado Wage Act) |
| Connecticut | Not later than the business day next succeeding the date of discharge | Not later than the next regular payday | Civil action for twice the unpaid wages plus costs and reasonable attorney’s fees, unless the employer proves a good-faith belief that its underpayment complied with law | Conn. Gen. Stat. 31-71c, 31-72 |
| Delaware | Same as quitting – the later of the next regular payday or 3 business days after the last day worked | The later of the next regular payday (as if employment had not stopped) or 3 business days after the last day worked | Liquidated damages equal to the lower of 10% of unpaid wages per day (excluding Sundays and legal holidays) or an amount equal to the unpaid wages (capped at 100%) | 19 Del. C. 1103 |
| District of Columbia | Not later than the working day following discharge | Next regular payday, or within 7 days from the date of quitting, whichever is earlier | Liquidated damages of 10% of unpaid wages for each working day late, OR treble the unpaid wages – whichever is SMALLER | D.C. Code 32-1303 (Wage Payment and Wage Collection Law) |
| Florida | no state deadline | no state deadline | — | — |
| Georgia | no state deadline | no state deadline | — | — |
| Hawaii | At the time of discharge; the next working day if immediate payment is prevented by conditions | No later than the next regular payday | Civil: unpaid wages plus an equal additional sum (2x) plus interest at 6% per year from the date due. Criminal: $100-$10,000 fine and/or up to 1 year imprisonment for willful non-payment | Haw. Rev. Stat. 388-3, 388-10 |
| Idaho | Earlier of the next regularly scheduled payday or 10 days after separation; 48 hours if the employee makes a written request | Earlier of the next regularly scheduled payday or 10 days after separation; 48 hours if the employee makes a written request | Wages continue accruing at the regular rate as if still working until paid in full or for 15 days, whichever is less, CAPPED AT $750 total – or $500 if paid before a wage lien is filed | Idaho Code 45-606, 45-607 |
| Illinois | At separation if possible, but no later than the next regularly scheduled payday | At separation if possible, but no later than the next regularly scheduled payday | 5% of the underpayment per MONTH it remains unpaid, via an IDOL claim or a civil action but not both; a civil action also recovers costs and reasonable attorney’s fees. Willful knowing refusal is a Class B misdemeanour (up to $5,000 owed) or Class A (over $5,000), and a Class 4 felony on repeat within 2 years. The employer also owes IDOL a non-waivable administrative fee of $500-$1,250 based on the amount ordered | 820 ILCS 115/5, 820 ILCS 115/14 |
| Indiana | Next regularly scheduled payday | Next regularly scheduled payday | Liquidated damages of 10% of unpaid wages per day late, capped at double (200%) the wages due, plus reasonable attorney’s fees and costs | Ind. Code 22-2-9-2, 22-2-5-2 (per secondary sources – NOT independently verified against primary text) |
| Iowa | Not later than the next regular payday for the pay period in which the wages were earned | Not later than the next regular payday for the pay period in which the wages were earned | Liquidated damages of 5% of unpaid wages multiplied by the number of days unpaid – EXCLUDING Sundays, legal holidays and the first 7 days after the regular payday – capped at 100% of the unpaid wages, plus court costs and usual and necessary attorney’s fees | Iowa Code 91A.4, 91A.2(6), 91A.8 |
| Kansas | Not later than the next regular payday | Not later than the next regular payday | 1% of unpaid wages per day excluding Sundays and legal holidays, accruing from the 8th day after payment was required, OR 100% of the unpaid wages, whichever is less | K.S.A. 44-315 |
| Kentucky | By the LATER of the next normal pay period or 14 days after separation | By the LATER of the next normal pay period or 14 days after separation | Civil penalty of not less than $100 and not more than $1,000 per offence, assessed against the employer BY THE STATE (Education and Labor Cabinet); each missed payout is a separate offence, and the employer must also make full payment owed | KRS 337.055, KRS 337.990(3) |
| Louisiana | By the next regular payday, or no later than 15 days after discharge, whichever occurs FIRST | By the next regular payday for the pay cycle worked, or no later than 15 days after resignation, whichever occurs FIRST | Penalty wages equal to the LESSER of 90 days’ wages at the daily rate, or full wages accruing from the date of the employee’s demand until the employer pays or tenders | La. R.S. 23:631, 23:632 |
| Maine | No later than the employee’s next established payday | No later than the employee’s next established payday | Unpaid wages and accrued vacation, plus a reasonable rate of interest, plus an additional amount equal to TWICE the unpaid wages as liquidated damages, plus costs of suit including a reasonable attorney’s fee | 26 M.R.S. 626 |
| Maryland | On or before the day the employee would have been paid had employment not ended (the next regular payday) | On or before the day the employee would have been paid had employment not ended (the next regular payday) | The court MAY award up to 3x the unpaid wage amount, plus reasonable counsel fees and other costs | Md. Code, Lab. & Empl. 3-505, 3-507.2 |
| Massachusetts | Same day as discharge | Next regular payday (or the following Saturday if there is no regular payday) | Mandatory treble (3x) damages on unpaid wages as liquidated damages, plus reasonable attorneys’ fees and litigation costs, via a private civil action | Mass. Gen. Laws ch. 149, §§ 148, 150 (see also § 27C) |
| Michigan | Immediately, as soon as the amount can, with due diligence, be determined | As soon as the amount can, with due diligence, be determined (no fixed number of days for ordinary employees) | 10% annual penalty on unpaid wages/fringe benefits accruing from the date the employer is notified a complaint was filed until payment, plus discretionary exemplary damages up to 2x if flagrant or repeated, plus a civil penalty up to $1,000 payable to the state | Mich. Comp. Laws §§ 408.475, 408.488 |
| Minnesota | Immediately due and payable upon the employee’s written demand; employer must pay within 24 hours of that demand or is in default | First regular payday after the last day worked; if that payday is within 5 days of the last day, the second payday, capped at 20 calendar days from separation | Penalty equal to the employee’s average daily earnings for each day of default, up to a maximum of 15 days | Minn. Stat. §§ 181.13, 181.14 |
| Mississippi | no state deadline | no state deadline | — | — |
| Missouri | Immediately, on the day of discharge (or refusal to further employ) | No Missouri statute sets a special deadline for voluntary resignations | Wages continue accruing at the same contract rate from the date of discharge until paid, capped at 60 days | Mo. Rev. Stat. § 290.110 |
| Montana | Immediately upon separation, unless a written personnel policy provides for the next regular payday or within 15 days, whichever is first | Next regular payday for the pay period of separation, or within 15 days of separation, whichever occurs first | Civil penalty up to 110% of the wages due and unpaid, plus interest from the date wages were due | Mont. Code Ann. §§ 39-3-205, 39-3-206 |
| Nebraska | Next regular payday, or within 2 weeks of termination, whichever is sooner | Next regular payday, or within 2 weeks of separation, whichever is sooner | — | Neb. Rev. Stat. §§ 48-1230, 48-1231 |
| Nevada | Immediately upon discharge | Earlier of the next regular payday or 7 days after resignation | Wages continue accruing at the employee’s regular rate from the date of discharge/resignation until paid, or for 30 days, whichever is less | Nev. Rev. Stat. §§ 608.020, 608.030, 608.040 |
| New Hampshire | Within 72 hours of discharge | Next regular payday; but if the employee gave at least one full pay period’s notice, within 72 hours | Liquidated damages of 10% of unpaid wages per day (excluding Sundays and legal holidays) the failure continues, or an amount equal to the unpaid wages, whichever is smaller | N.H. Rev. Stat. Ann. § 275:44 |
| New Jersey | Regular payday for the pay period in which employment ended | Regular payday for the pay period in which employment ended | Disorderly-persons offense fine for a knowing/willful violation (sources differ: $100-$1,000 vs $500-$1,000; each day a separate offense), plus civil liquidated damages up to 200% of unpaid wages, plus administrative penalties up to $250 first/$500 subsequent, plus an administrative fee of 10-25% | N.J.S.A. 34:11-4.3, 34:11-4.10 |
| New Mexico | 5 days if wages are a fixed and definite amount; 10 days for all other (unfixed) wages | Next succeeding regular payday | Wages continue to accrue at the rate the employee was receiving at discharge, from discharge until paid, capped at 60 days after discharge, and only where the employee made a timely demand that was refused | NMSA 1978 50-4-4, 50-4-5 |
| New York | Regular payday for the pay period in which termination occurred (same rule as quit) | Regular payday for the pay period in which termination occurred | NY Labor Law 198: unpaid wages plus liquidated damages equal to 100% of the unpaid wages, plus prejudgment interest, plus reasonable attorneys’ fees and costs | NY Labor Law 191, 198 |
| North Carolina | On or before the next regular payday (same rule as quit) | On or before the next regular payday | Private civil action under 95-25.22: unpaid wages plus interest at the legal rate from the date each amount came due, plus liquidated damages equal to the amount due (doubling), UNLESS the employer proves good faith with reasonable grounds, in which case the court may reduce or eliminate them; plus discretionary costs and attorneys’ fees | N.C. Gen. Stat. 95-25.7, 95-25.22 |
| North Dakota | Next regular payday, PLUS the employer must send payment by certified mail to an address designated by the employee (or as otherwise agreed) | Next regular payday established in advance by the employer for the periods worked (no acceleration for a voluntary quit) | Wage continuation at the contract rate for each day of default until paid in full, ceasing 30 days after default (34-14-03); PLUS interest at the 47-14-09 rate and double damages if the employer was found liable on 2 prior wage claims in the preceding year, treble for 3+ (34-14-09.1); PLUS willful refusal is a criminal infraction (34-14-07) | N.D.C.C. 34-14-02, 34-14-03, 34-14-07, 34-14-09.1 |
| Ohio | Same as quit: no separation-specific acceleration; final wages follow the regular payday schedule | No separation-specific acceleration; final wages follow the employer’s regular semimonthly (or more frequent) payday schedule | Liquidated damages of 6% of the amount still unpaid and not in contest, or $200, whichever is greater | Ohio Rev. Code 4113.15 |
| Oklahoma | Same as quit: next regular designated payday for the pay period in which the work was performed | Next regular designated payday established for the pay period in which the work was performed | Liquidated damages of 2% of the unpaid wages per day after the wages were due, capped at 100% of the unpaid wages | 40 O.S. 165.3 |
| Oregon | By the end of the first business day after discharge or termination | Immediately on the last day worked if the employee gave at least 48 hours’ notice; otherwise within 5 business days or by the next regularly scheduled payday, whichever is first | Continued wages at the regular hourly rate for 8 hours per day from the due date until paid or until suit is filed, capped at 30 days’ wages | ORS 652.140, ORS 652.150 |
| Pennsylvania | By the next regular payday on which the wages would otherwise have been due | By the next regular payday on which the wages would otherwise have been due | Liquidated damages of 25% of the total unpaid wages, or $500, whichever is greater, in addition to the wages | 43 P.S. 260.5, 260.10 (Wage Payment and Collection Law) |
| Rhode Island | By the next regular payday | By the next regular payday | Criminal: misdemeanour fine of not less than $400 per separate offence or up to 1 year imprisonment; felony (knowing and willful, unpaid wages over $1,500) up to 3 years or a $5,000 fine or both | R.I. Gen. Laws 28-14-4, 28-14-17 |
| South Carolina | Within 48 hours of separation or by the next regular payday, whichever is later – but in no case more than 30 days after separation | Within 48 hours of separation or by the next regular payday, whichever is later – but in no case more than 30 days after separation | Treble damages: three times the full amount of unpaid wages, plus costs and reasonable attorney’s fees, in a civil action | S.C. Code 41-10-50, 41-10-80 |
| South Dakota | Next regular payday (or when the employee returns all employer property, if that is later) | Next regular payday (or when the employee returns all employer property, if that is later) | Civil: double the unpaid wages if the refusal to pay was oppressive, fraudulent or malicious (SDCL 60-11-7). Criminal: Class 2 misdemeanour (up to 30 days and/or $500) for intentionally refusing to pay after employee demand (SDCL 60-11-15) | SDCL 60-11-10 (deadline); 60-11-7, 60-11-15 (penalties) |
| Tennessee | Next regular payday following separation, or 21 days after separation, whichever occurs LAST | Next regular payday following separation, or 21 days after separation, whichever occurs LAST | Class B misdemeanour, fine $100-$500 per violation; separately the Commissioner of Labor and Workforce Development may impose a civil penalty of $500-$1,000 per violation | Tenn. Code Ann. 50-2-103 |
| Texas | Not later than the 6th calendar day after discharge | Next regularly scheduled payday | TWC may assess an administrative penalty for bad-faith failure to pay, capped at the lesser of the wages in question or $1,000 (Tex. Lab. Code 61.053) | Tex. Lab. Code 61.014 (deadlines); 61.053 (penalty) |
| Utah | Within 24 hours of discharge or layoff | Next regular payday; if the employee gives 72+ hours’ notice of resignation, wages are due on the last day worked | Unpaid wages continue to accrue at the regular pay rate from separation until paid, capped at 60 days, recoverable by civil action | Utah Code Ann. 34-28-5 |
| Vermont | Within 72 hours of discharge or layoff | On the next regular payday, or if there is no regular payday, on the following Friday | Fine of not more than $5,000 per violation (21 V.S.A. 345) | 21 V.S.A. 342 (deadline); 345 (penalty) |
| Virginia | On or before the date the employee would have been paid had employment not ended (the next regular payday) | On or before the date the employee would have been paid had employment not ended (the next regular payday) | Liquidated damages equal to the wages due, plus 8% per annum interest from the date wages were due (40.1-29(H)); treble damages where the failure to pay was knowing (40.1-29(K)) | Va. Code 40.1-29 |
| Washington | By the end of the established pay period (the next regular payday) following separation | By the end of the established pay period (the next regular payday) following separation | Misdemeanour (RCW 49.48.020). Civil penalty for a willful violation: not less than $1,000 or 10% of total unpaid wages, whichever is greater, capped at $20,000 (RCW 49.48.083). Separately an employee may sue for double exemplary damages plus fees for willful and deliberate withholding (RCW 49.52.070) | RCW 49.48.010 (deadline); 49.48.020, 49.48.083, 49.52.070 (penalties) |
| West Virginia | On or before the next regular payday | On or before the next regular payday | Liquidated damages equal to two times the unpaid amount, in addition to the wages themselves | W. Va. Code 21-5-4 |
| Wisconsin | By the earlier of the date the employee would regularly have been paid, or the date required under the standing pay-period rule | By the earlier of the date the employee would regularly have been paid under the employer’s payroll schedule, or the date required under the standing pay-period rule | Increased wages of up to 50% of the amount due and unpaid administratively or by early civil action (109.11(1)(b), (2)(a)); up to 100% by civil action after DWD review (109.11(2)(b)). Willful failure is separately criminal: up to $500, 90 days, or both, each pay period a separate offence (109.11(3)) | Wis. Stat. 109.03 (deadline); 109.11 (penalty) |
| Wyoming | Within 5 working days of separation, or on the next regular payday, whichever is earlier | Within 5 working days of separation, or on the next regular payday, whichever is earlier | In a district-court civil action the court shall award interest on unpaid wages at 18% per annum from the date due, plus reasonable attorney fees and costs | Wyo. Stat. 27-4-104 |
Quit and fired are held in separate columns deliberately. They genuinely differ in many states, and a single “final paycheck deadline” column cannot represent that without being wrong for one branch or the other.
Where the penalties have teeth
Penalty designs differ in kind, not just in size. Some run the wages on as a continuing penalty; some are a multiple of the unpaid amount; several require the employee to make a written demand before the clock starts — which is the most actionable fact on this page, because in those states waiting quietly costs you the remedy. Each state’s formula is in the table.
Cite this
Clear Money Guide, Final Paycheck Laws by State, 2026. https://clearmoneyguide.com/final-paycheck-laws-by-state/. Compiled from state labour codes and labour-department sources, each row carrying its citation and retrieval date. Reusable under CC BY 4.0.
Scope and limits
Deductions from final pay and all garnishment mechanics are deliberately excluded from this table and from this site. Four states’ statutes also contain deduction or setoff provisions; those parts were not researched and are not represented here.
Honest gap. Within-state variation is real: several states set different deadlines by industry, by payroll cycle, or by whether the employee requests payment, and the table gives the general rule with the citation so the exception can be found. Nothing here covers commissions, accrued leave payout, or disputes about the amount owed — only the deadline and the penalty.
If you are leaving work near retirement, the timing interacts with everything else that quarter — the 90-day checklist covers the gap between a last paycheque and a first retirement payment.
See methodology and corrections. General information about published law, not legal advice. No advertising appears on this page and we earn nothing from it.