1. State and separation type
California treats notice of 72+ hours the same as a firing — due on your last day worked. Without that notice, the employer has 3 calendar days.
Minnesota's wages become due upon a written demand, with a 24-hour clock from that demand. Without a demand, the deadline is the next regularly scheduled payday instead.
2. Dates
The next scheduled payday is only needed for a next-payday-based rule, and for the "earlier of" rules in Montana, Arizona, and Nevada — leave it blank to see the rule described without an exact date.
3. Accrued vacation/PTO (optional)
Only used to show a dollar figure in states that require vacation/PTO payout as wages — see result below for whether your state is one of them.
Choose a state and separation type, enter a separation date, then click Check.
Result
What this does not cover
- Not a determination of which state's law governs. This tool applies whichever state you select — it does not decide that for you. That is usually the state where the work was physically performed, which can differ from where the employer is headquartered, especially for a remote employee.
- No city or county ordinances. Some cities and counties set stricter final-pay rules than their state; none are modeled here.
- No commissions, bonuses, or expense reimbursement rules. Several states apply separate timing rules to these — not modeled.
- Eleven states only. Every other state uses the general next-payday default shown above; confirm separately whether that state has since adopted its own statute.
- Point-in-time figures. State final-pay statutes can change; verify against your state's labor department before relying on a deadline for an actual separation.
Common questions
When is a final paycheck legally due after being fired or laid off?
It depends entirely on the state. California, Colorado, Massachusetts, and Nevada require same-day payment. Montana defaults to immediate but lets a written employer policy extend it to the next payday or 15 days, whichever is sooner. Minnesota starts a 24-hour clock from the employee's written demand. Arizona gives 7 working days or the next payday, whichever is sooner. Texas gives 6 calendar days. Illinois, New York, and Washington all use the next regularly scheduled payday. Most other states have no specific statute and default to the next regular payday.
Does the deadline change if I quit instead of being fired?
In most modeled states, yes — a voluntary quit gets the next regular payday rather than an immediate or same-day deadline. California is the sharpest exception: quitting with at least 72 hours' notice is due on your last day worked, the same as a firing, while quitting without notice gives the employer 3 calendar days.
Is my employer required to pay out my unused vacation or PTO when I leave?
Only in some states. California, Colorado, Massachusetts, Montana, and Illinois treat accrued unused vacation as earned wages that cannot be forfeited, so it must be paid out on the same deadline as the rest of the final paycheck. In every other state modeled here — and in most states generally — payout depends entirely on the employer's written policy or the employment contract, not on a state mandate.
What if my state is not one of the eleven listed?
This tool applies the general default: no state-specific final-paycheck-timing statute was found for that state in this pass, so it follows the next regularly scheduled payday, the practice most sources describe for a state without its own statute. Confirm separately whether that state has since adopted its own rule.
Is this legal advice?
No. This tool applies a published state statute to the dates you enter. It does not determine which state's law actually governs your situation, does not model city or county ordinances that can be stricter than state law, and does not cover commissions, bonuses, or expense reimbursement. It is not a substitute for reviewing current state guidance or consulting a qualified employment attorney or HR compliance professional.