Alabama
Final pay: Fired or quit: Alabama has no state wage-payment law and no state deadline for the final check. The federal DOL State Payday Requirements table lists Alabama under 'No regulations or not specified', so the employer's own pay cycle (the next scheduled payday) and any written policy govern; federal law sets no termination deadline and no waiting-time penalty.
Alaska
Final pay: Fired: per the Alaska DOL Wage & Hour FAQ, all monies owed must be paid within three working days after the day of termination (weekends/holidays not counted). Quit: paid by the next regular payday that is at least three working days after the last day worked.
Arizona
Final pay: No express final-pay deadline found; the next scheduled payday is the practice.
Arkansas
Final pay: Fired or quit: no Arkansas final-pay deadline was confirmed from an official page in this build, so no day count is claimed. The federal DOL State Payday Requirements table does show Arkansas requires paydays at least semi-monthly, so in practice wages are paid on the next scheduled payday; the state wage-payment statute text could not be read (the state posts its Code through a Lexis container link, and the agency pages returned only site navigation to this fetcher).
California
Final pay: Fired: pay is due at the time of termination. Quit with 72 hours of notice: due at quitting. Quit without notice: within 72 hours.
Colorado
Final pay: Fired: wages due at discharge. Quit without 5 days of notice: within 6 days. Final wages within 14 days of the last day worked.
Connecticut
Final pay: Pay on the next scheduled payday, quit or fired. PTO must be paid unless a written policy, plan, or CBA validly forfeits it.
Delaware
Final pay: Fired or quit: under 19 Del. C. s 1103(a) all wages earned become due and payable on the LATER of (a) the next date the wages would have been paid under the employer's regular pay cycle for the last day worked, as if employment had not stopped, or (b) three business days after the last day worked. Payment goes through the usual pay channels, or by mail if the employee asks. Late pay without a reasonable dispute carries liquidated damages of 10% of the unpaid wages per day (excluding Sundays and holidays), capped at the unpaid wages.
District of Columbia
Final pay: Final pay within 10 days of the last day worked. Accrued leave is treated as wages.
Florida
Final pay: Florida sets no final-pay deadline. The next scheduled payday is the practical answer, and suits can add costs and fees.
Georgia
Final pay: Final pay is due within 30 days of separation, quit or fired.
Hawaii
Final pay: Fired (discharged, terminated or laid off): HRS s 388-3(a) requires all earned wages in full at the time of discharge, or not later than the next working day. Quit: HRS s 388-3(b) requires wages in full no later than the next regular payday, but if the employee gives at least one pay period's notice of intent to quit, all wages are due at the time of quitting. On top of that, HRS s 394B-11 requires an employer in a covered establishment to pay all wages, benefits and other compensation due on the effective date of a closing, partial closing or relocation.
Idaho
Final pay: Fired, quit or laid off: Idaho Code s 45-606 requires the employer to pay or make available at the usual place of payment all wages then due by the EARLIER of the next regularly scheduled payday or within 10 days of the layoff or termination (weekends and holidays excluded). If the employee makes a written request for earlier payment, all wages then due must be paid within 48 hours of the employer receiving that request (weekends and holidays excluded). The labor director may grant an employer a temporary extension on good cause.
Illinois
Final pay: Final pay is due on the next regular payday, whether you quit or are fired.
Indiana
Final pay: Fired: final wages must be paid on or before the next regularly scheduled payday on which the employee would have been normally paid had they remained employed (Indiana Dept. of Labor guidance). Quit: the same guidance - the state FAQ states one rule for withheld final pay and does not set a separate quit deadline.
Iowa
Final pay: Fired: the Iowa Code page (295.11) failed to load in this build, so no day count is recorded; the pay cycle is the practice. Quit: same. Iowa Workforce Development enforces wage payment.
Kansas
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same.
Kentucky
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same. KRS 337.285 governs wage payment.
Louisiana
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same.
Maine
Final pay: Fired: within 10 days. Quit: next scheduled payday. Employers with 11+ employees must pay accrued, unused vacation.
Maryland
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same. The Maryland Wage Payment & Collection Law sets the pay-cycle obligation.
Massachusetts
Final pay: Fired: pay in full at discharge. Laid off: next scheduled payday.
Michigan
Final pay: Fired: within 10 days. Quit: within 30 days.
Minnesota
Final pay: Fired: wages are due on written demand, and the employer must pay within 24 hours or owe a daily penalty (up to 15 days).
Mississippi
Final pay: Fired: no state final-pay deadline found in this build; the pay cycle is the practice. Quit: same.
Missouri
Final pay: Fired: no state day count confirmed in this build; the pay cycle is the practice. Quit: same.
Montana
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same.
Nebraska
Final pay: Fired: the Nebraska Legislature statute URL failed to load in this build, so no day count is recorded; the pay cycle is the practice. Quit: same.
Nevada
Final pay: Reported: wages due the day the work ends for a discharge. Confirm the current rule with the Labor Commissioner.
New Hampshire
Final pay: Fired: no day count confirmed from an official page in this build (General Court section pages were not reachable); the pay cycle is the practice. Quit: same.
New Jersey
Final pay: The employer may wait until the next regular payday, quit or fired. Separation agreements carry a 7-day review window in statute.
New Mexico
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same. The New Mexico Wage Payment Act sets the pay-cycle obligation.
New York
Final pay: All wages are due by the regular payday for the last period worked. Ask, and the employer must mail the final pay.
North Carolina
Final pay: All wages are due on or before the next regular payday. Commissions and bonuses are due on the first payday after they can be calculated.
North Dakota
Final pay: Fired: no state final-pay deadline found in this build; the pay cycle is the practice. Quit: same.
Ohio
Final pay: Final wages are due on the next regular payday.
Oklahoma
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same.
Oregon
Final pay: No express final-pay deadline found; the next scheduled payday is the practice. Severance is allocated over weeks.
Pennsylvania
Final pay: All wages are due within 30 days of the last day worked. PTO is paid per your policy, plan, or CBA at separation.
South Carolina
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same.
South Dakota
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same.
Tennessee
Final pay: Fired: wages must be paid in full no later than the next regular pay day following the date of separation, or 21 calendar days, whichever occurs last. Quit: the same rule applies to employees who leave voluntarily - next regular pay day, or 21 calendar days, whichever is later.
Texas
Final pay: Final pay is due within 6 days of your last day, quit or fired.
Utah
Final pay: Fired: no day count confirmed in this build (the Utah Code section URL fetch failed); the pay cycle is the practice. Quit: same.
Vermont
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same. Vermont wage law also gives accrued, employer-provided time off wage status - verify Title 21 before quoting a payout rule.
Virginia
Final pay: Virginia's wage-payment timing sections are repealed: no state deadline. Policy and the pay cycle control; accrued PTO has wage status.
Washington
Final pay: Wages are due at the end of the established pay period, for a quit and for a discharge. Severance is allocated over weeks.
West Virginia
Final pay: Fired or quit: wages due for work performed before separation are payable on or before the next regular payday (WV Code §21-5-4(b)). Layoff or a work suspension: wages earned at the time of suspension are paid not later than the next regular payday. Fringe benefits owed under an agreement with a future payment date follow that agreement. Unpaid wages carry two times the amount as liquidated damages.
Wisconsin
Final pay: Reported: pay within 31 days of the last pay period. Severance is excluded from UI wages.
Wyoming
Final pay: Fired: no day count confirmed from an official page in this build; the pay cycle is the practice. Quit: same.
Rule calculators, no signup
Final Paycheck Timing Calculator
Enter your state, last day, rate, and hours. It shows when the check is owed, what PTO payout looks like, and the letter that asks for it in writing.
Severance Package Calculator
Compare the offer against a tenure-based multiplier, add benefits continuation, and see the delta you are negotiating for.
COBRA Cost Calculator
See what continuation coverage costs for the months you need, when your election window closes, and what to compare it against.
PTO Payout Calculator
Enter accrued hours and rate; it shows the payout, whether your state mandates it, and the letter that asks for it in writing.
Salary Counteroffer Calculator
Put the offer and the target in numbers: base, bonus, equity, PTO weeks, and remote days, then see the delta and the asks.
Notice & Last-Day Date Calculator
Enter the notice start date and the days required. It gives the last day, the mid-point, and flags WARN windows for larger employers.
Vesting Schedule Calculator
Enter grant units (RSU shares, option shares, or 401(k) match dollars), the schedule months, the cliff, and the as-of date. It shows vested, unvested, and what acceleration is worth.
Rule pages summarize windows and categories, not statutory citations. Confirm the current rule with the state wage and hour agency, and use the paired guide for the sourced detail before you file anything.